The author’s affiliation is Department of Economics, University of Massachusetts, Amherst, MA. E-mail: firstname.lastname@example.org.
Affirmative Action and the Occupational Advancement of Minorities and Women During 1973–2003
Article first published online: 19 APR 2012
© 2012 Regents of the University of California
Industrial Relations: A Journal of Economy and Society
Volume 51, Issue 2, pages 213–246, April 2012
How to Cite
KURTULUS, F. A. (2012), Affirmative Action and the Occupational Advancement of Minorities and Women During 1973–2003. Industrial Relations: A Journal of Economy and Society, 51: 213–246. doi: 10.1111/j.1468-232X.2012.00675.x
The author thanks the editor and two anonymous referees, as well as Sami Alpanda, Michael Ash, Lee Badgett, Fran Blau, Jed DeVaro, Ron Ehrenberg, Nancy Folbre, Richard Freeman, Ira Gang, Doug Kruse, Ron Oaxaca, Lisa Saunders, Wayne Vroman, Tom Weisskopf, Stephen Woodbury, Myeong-Su Yun, and session participants at the 2012 Annual Meetings of the Allied Social Sciences Associations for insightful comments and suggestions.
- Issue published online: 19 APR 2012
- Article first published online: 19 APR 2012
The share of minorities and women comprising high-paying skilled occupations such as management, professional, and technical occupations has been increasing since the 1960s, while the proportion of white men in such occupations has been declining. What has been the contribution of affirmative action to the occupational advancement of minorities and women from low-wage unskilled occupations into high-wage skilled ones in U.S. firms? I examine this by comparing the occupational position of minorities and women at firms holding federal contracts, and thereby mandated to implement affirmative action, and noncontracting firms, over the course of 31 years during 1973–2003. I use a new longitudinal dataset of over 100,000 large private-sector firms across all industries and regions uniquely suited for the exploration of this question obtained from the U.S. Equal Employment Opportunity Commission. My key findings show that the share of minorities and women in high-paying skilled occupations grew more at federal contractors subject to affirmative action obligation than at noncontracting firms during the three decades under study, but these advances took place primarily during the pre- and early Reagan years and during the decade following the Glass Ceiling Act of 1991.