M. Anne Visser

Two Plus Two Equals Three: Classification Error and the Hispanic Undercount in United States Census Surveys

Research suggests that an undercount of ethnic population groups may be present in United States Census Surveys due to classification error. Using data from the American Community Survey (ACS), the article estimates the extent to which an undercount of Hispanics and Hispanic ethnic groups results from variations between individual reports of identity and the official definitions used to measure Hispanic ethnicity by the United States Census Bureau. The findings are analyzed within the context of issues of governmentality and highlight the implications that the presence of an ethnic undercount in population estimates due to classification error presents for public administrators and policymakers. Ultimately the article argues that the official enumeration classifications used by government agencies must take into account changing discourses surrounding ethnic and racial identity in the United States to help promote equitable, effective, and efficient systems of policy and governance.

A floor to exploitation? Social economy organizations at the edge of a restructuring economy

Despite research documenting social economy organizations (SEOs) as important labour market intermediaries in the informal economy, the impact of these organizations on employment outcomes experienced by workers engaged in these labour markets is relatively unknown. This article analyses the impact of day labour worker centres on employment outcomes experienced in the informal day labour economy of the United States. Using data from the National Day Labour Survey, findings indicate that these organizations improve working conditions for day labourers and suggest the potential for SEOs to regulate employment processes within the informal economy. However increasing the regulatory capacity of SEOs will require addressing larger political and socioeconomic contexts in which the informal economy is embedded.

The Restructured Landscape of Economic Development Challenges and Opportunities for Regional Workforce Development Collaborations

Regional workforce development collaborations have emerged as a notable approach to tackle complex problems within workforce development systems. While much of the existing research on workforce development documents the importance of promoting regional workforce development collaborations, little research exists that adequately identifies the specific barriers that organizations encounter in establishing and maintaining these collaborations. Through several sets of interviews over a 10-year period, this article examines the experiences of three detailed case studies of regions—Greater North Bay area, CA; Greater Fort Wayne/Northeastern IN; and Greater Pittsburgh/Southwestern PA—to identify the barriers and emerging strategies for creating regional workforce development systems. The authors identify three primary barriers: high initial upfront costs, competition, and fragmentation. They also find that an effective regional workforce development system is promoted primarily through an anchor organization that possesses programmatic and jurisdictional authority throughout a region.

From economic integration to socioeconomic inclusion: day labor worker centers as social intermediaries

ABSTRACT Day labor worker centers have emerged as an important mode of regulatory action in the informal economy of major US cities. Research suggests that these organizations are beneficial in improving employment outcomes experienced by migrant workers engaged in this labor market sector. Yet, the extent to which these organizations impact the social integration of this working population remains relatively undeveloped in the literature. Using data from the National Day Labor Survey, we examine the impact of day labor worker centers on the level of social inclusion experienced by migrant day laborers. We find that worker centers have a modest, but statistically significant, impact on the levels of social integration experienced by this working population and that this varies from city to city. Ultimately we argue that the social intermediary role of these organizations may offer a type of counter mobilization necessary to promote the socioeconomic integration of this working population, but that issues of capacity remain.

Shedding light on economic opportunity: skin tone and job quality during the Great Recession

ABSTRACT A significant body of literature suggests that skin-tone segmentation is a salient characteristic of inter-group economic inequality in the United States. Yet, empirical investigations of this social phenomenon and its impact on labour-market outcomes for worker’s in the United States remains limited or focused on the impact of skin tone on wages. This article examines whether or not phenotypic variability in skin tone among workers influenced levels of job quality experienced during the recessionary era (2007–2012). Data from the Puerto Ricans and the Impact of the Great Recession Survey were used to estimate a Poisson Regression with Endogenous Treatment Effects to consider the impact that variations in skin tone have on levels of job quality experienced by workers. Findings suggest evidence of skin-tone labour-market segmentation, as workers with darker skin shades experienced lower levels of job quality than those workers with lighter skin tones within and across larger racial and ethnic groups. The results also suggest important regional variations in the experience of skin-tone labour-market segmentation in the United States. The article concludes by reflecting on the implications of the findings for racial economic inequalities and patterns of social stratification in the contemporary United States.

Progress hindered: The retention and advancement of women in science, engineering, and technology careers

Over the last two decades rates of women’s participation in science, engineering, and technology careers has greatly increased. However, to date little research exists on how women, especially those in management positions, are performing within these fields. Using data obtained from over 2,493 survey respondents and 28 focus groups, we seek to understand the barriers that hinder the retention and advancement of women in managerial positions in these career fields. Paying particular attention to for-profit science, engineering and technology firms, we argue that there are significant barriers to female retention and advancement within these fields related to the norms of professionalisation, and that from a human resources perspective firms could do a much better job of leveraging the existing female talent pipeline in these occupations. In addition, we highlight the implications of our findings and provide our