The New York Times examined what appears to be a rise in violent behavior in women’s sports:

Brittney Griner, Baylor’s 6-foot-8 freshman center, was supposed to deliver her transformative moments by slamming a basketball through the rim, not punching an opponent in the face.

Yet, Griner’s most visible performance came not while displaying her exquisite skills, but by breaking the nose of Texas Tech’s Jordan Barncastle after being slung about the lane this month. Griner received a two-game suspension but is eligible for the N.C.A.A. tournament, which began here Saturday for Baylor.

It was the latest of several highly publicized moments of violent behavior in women’s college basketball this season. A reported tripping incident led to players from Georgetown and Louisville trading punches before a game in January. A male coach and a female player from Trinity Valley Community College in Texas were arrested in a postgame episode in February after a tirade over officiating and a confrontation with the campus police at a rival college.

These incidents followed the infamous soccer confrontation last fall in which Elizabeth Lambert of New Mexico yanked a Brigham Young player down by her ponytail.

The Times turned to sports sociologists to explain whether these incidents are part of larger trend, as well as what may be causing them:

So what is going on? Experts say they cannot be precisely sure. Little research has been done on excessive behavior of elite female athletes. The N.C.A.A. did not respond to a question about whether statistics were kept but called violent acts “isolated” and said they would not be tolerated.

“Only time will tell if this is an aberration, but what I think is a clear trend, as the stakes get higher in women’s sports, you see more pressure to win,” said Mary Jo Kane, the director of the Tucker Center for Research on Girls and Women in Sport at the University of Minnesota.

“This could be a natural progression to women entering into big-time college sports. You take the bad with the good; you take sold-out arenas with academic scandals. For us to think that women would enter the big time and have it be pristine and without controversy is naïve.”

Baylor Coach Kim Mulkey said that she did not believe violence had escalated in women’s basketball since her playing days at Louisiana Tech in the early 1980s, but that it was more likely to be exposed during a 24/7 news cycle.

At the same time, overall coverage of women’s sports has declined on network news and on ESPN, said Michael Messner, a professor of sociology and gender studies at Southern California who tracks television coverage.

Messner cautioned that these incidents could be less reflective of a disturbing pattern than an echoing of misbehavior that is blown out of proportion, given that it is reported against a backdrop of “almost no women’s coverage at all.”

Experts also weighed in on the potential consequences for women’s sports:

Still, advocates of women’s sports are concerned that such untoward behavior could spur opponents of Title IX, the gender-equity legislation that facilitated great participation of female athletes after its passage in 1972, to try to roll back gains that women have made.

“Is there going to be a gender backlash, where some people say, ‘We give these opportunities to girls and they’re not deserving of them?’ ” said Kristine Newhall, a doctoral candidate in women’s studies at the University of Iowa and a co-founder of the Title IX Blog.

Sports cannot be divorced from gender roles and stereotypes, Kane said. Women will probably be much more restricted in the type of aggressive behavior permitted by society, she said, noting for instance that checking is not allowed in women’s hockey.

“Physical intimidation and violence is central to the sports experience of males,” Kane said. “That is not yet the case for women. I don’t think it will become that. If it does, I hope I’m not around to see it.

Newhall argues that we shouldn’t limit our concern to violence in women’s sports:

The conversation should move beyond whether women are increasingly behaving like men to a broader examination of a college sports culture that is perhaps fostering an increase in violence and dirty tactics, said Newhall, the doctoral candidate.

“What kind of athletic department environment is being fostered that clearly indicates it’s so important that you have to yell at the refs and get into fights?” Newhall said.

“Why did a Georgetown player trip a Louisville player? That’s third-grade behavior. This is a game.”

In a recent Boston Globe story, diversity consultants and social scientists debated the effects of workplace diversity training.  While diversity training programs are a common job requirement these days, they may look very different from one company to the next:

The courses vary widely, in content and duration and method and philosophy: Some are short videos followed by structured discussions, some are multiday retreats, some are informational, teaching participants about their “diversity circle” and the difference between a generalization and a stereotype, others focus on role-playing. But they all promise to help people better navigate the fault lines of race, gender, culture, class, and sexual orientation that can divide co-workers and unsettle offices.

Opinions about the programs are also varied, and good social science evidence for either side of the debate has been scarce:

Such programs have always been controversial, with critics arguing that they’re unnecessary and needlessly politicize the workplace. But despite the growth and prevalence of diversity training, there have been few attempts to systematically study it.

Now a few social scientists are taking a hard look at these programs, and, so far, what they’re finding is that there’s little evidence that diversity training works.

Research by a team of sociologists on more than 800 companies over three decades has found that the best diversity training programs make little difference in who gets hired and promoted, and many programs actually decrease the number of women and minorities in management.

“Even with best practices, you’re not going to get much of an effect,” says Frank Dobbin, a Harvard University sociology professor on the research team. “It doesn’t change what happens at work.”

Diversity consultants are confident in their programs, claiming social science research in this area can’t accurately measure the impact of the training they deliver, generalizes unfairly, and rarely offers solutions to the problems it identifies:

Practitioners and some scholars disagree, arguing that, while there have been some unsubstantiated claims and overhyped “innovations” in diversity training, the field as a whole has begun to figure out what works. The changes that training triggers can often be subtle, defenders argue, and, in a setting as dynamic and stubbornly multivariate as the workplace, it’s all but impossible to come up with the clear, falsifiable evidence social science demands. The poor results that do show up in broad-based studies, they say, are due to companies whose commitment to diversity training programs is merely pro forma, and who see training as just a way to protect themselves from lawsuits.

“My experience is that a lot of these studies make good points, but they tend to fall into one particular trap,” says Howard Ross, a leading diversity consultant. “When we talk about diversity training as a megalith, it’s similar to saying, ‘Are restaurants good places to eat?’ The answer is ‘yes’ and ‘no,’ depending on the restaurant.”

Critics, on the other hand, argue that today’s practitioners are unlikely to be converging on a set of best practices, since the field is characterized by divergent, even contradictory approaches to the same set of problems. To critics, the proponents are simply mistaking the fact that people feel better about themselves after training for real results. Just because people think they’re less prejudiced doesn’t mean they are. Indeed, with something as subtle and reflexive as bias, we’re often our own worst judges

Dobbin and his colleagues have designed their research to address the potential alternatives to conventional diversity training programs practitioners often call for:

“We were increasingly frustrated by the fact that we know a lot about what kinds of disparities there are in organizations, and what kind of disadvantages women and minorities faced, but we know almost nothing about how to how to reduce them,” says Alexandra Kalev, a sociologist at the University of Arizona.

Several years ago Kalev, along with Dobbin and Erin Kelly of the University of Minnesota, set out to see what works. As a measure of program success, they looked at the number of women and minorities in a company’s managerial ranks – a much more concrete metric than the surveys of employee attitudes that many other studies relied on. The researchers drew on 31 years of Equal Employment Opportunity Commission data, specifically the annual reports that companies file detailing their racial and gender makeup. The sociologists then surveyed 829 of those companies on what diversity programs they had and when they instituted them. The results were described in a 2006 study, and in another paper that Kalev and Dobbin are currently writing.

The researchers found that while diversity training was by far the most popular approach, it was also the least effective at getting companies to hire and promote women and minorities. Some training programs were more effective than others: Voluntary programs were better than mandatory ones, and those that focused on the threat of bias and harassment lawsuits were worse than those that did not. But even the better programs led only to marginal changes. And those that were mandatory or discussed lawsuits – the vast majority of the programs the researchers examined – slightly reduced the number of women and minorities in management. Required training and legalistic training both make people resentful, the authors suggest, and likely to rebel against what they’ve heard.

What worked much better than even the best training, the researchers found, were more structural measures: minority mentoring programs, or designating an executive or a task force with specific responsibility to change promotion practices.

“You can imagine, if you’re in a meeting for two hours once a year to refresh your diversity awareness, what’s the effect of that going to be compared to being a mentor to someone?” says Dobbin.

At least some diversity consultants seem willing to accept that research finding, while still defending the role of training programs in an overall diversity policy:

Diversity trainers concede that there are poorly designed programs out there. There are also, they point out, companies that implement diversity training without much concern for whether it works, which is not a recipe for success. That doesn’t mean that well designed, conscientiously applied programs don’t work.

And diversity consultants bristle at the suggestion that they believe diversity training programs are a panacea. Properly instituting a diversity training program, many of them insist, means combining it with other, more systemic changes, including measures like those that the Kalev, Dobbin, and Kelly research found were more effective.

“If you look at just the efficacy of diversity training programs, that’s not how we look at it as a practitioner,” says Rohini Anand, global chief diversity officer at the food services giant Sodexo. “To me diversity training is one small but very necessary piece of what I need to do.”

The Philadelphia Inquirer recently examined Americans’ tendency to turn on the poorest members of their society during hard economic times:

Last month, Lt. Gov. Andre Bauer of South Carolina said that when the government helps the poor, it’s like people feeding stray animals that continually “breed.”

And just last week, Colorado state legislator Spencer Swalm said poor people in single-family homes are “dysfunctional.”

Both statements riled some Americans from the Piedmont to the Rockies and underscored a widely held belief: In tough times, people are tough on the poor.

It’s not just politicians playing the blame game, either:

In an April 2009 poll by the Pew Research Center in Washington, 72 percent agreed with the statement that “poor people have become too dependent on government assistance programs.” That’s up from 69 percent in 2007.

“The economic downturn has made the middle class less generous toward others,” said Guy Molyneux, a partner at Hart Research Associates, a Washington firm that researches attitudes toward the poor. “People are less supportive of the government helping the poor, because they feel they’re not getting enough help themselves.

The Inquirer also featured sociological commentary on the phenomenon:

Matt Wray, a sociologist at Temple University, agreed: “Hatred of the poor is fueled by the middle class’s fear of falling during hard times.”

Americans don’t understand how the poor are victimized by a lack of jobs, inefficient schools, and unsafe neighborhoods, experts say.

“People ignore the structural issues – jobs leaving, industry becoming more mechanized,” said Yale sociologist Elijah Anderson, renowned for his study of the Philadelphia poor. “Then they point to the poor and ask, ‘Why aren’t you making it?’

The News Journal recently examined the potential consequences of implementing a national sex offender registry:

The Adam Walsh Act, signed into law by President George W. Bush in 2006, goes into effect later this year and aims in part to smooth out some of those issues by applying a uniform national classification system and implementing a national registry.

Some observers argue that while one-size-fits-all penalties and overly broad classifications may sound good politically, they’re not truly effective in preventing recidivism.

Commentary by University of Delaware sociologist Chrysanthi Leon and Ohio Northern University criminologist Keith Durkin:

“You’ve got a small group of offenders who commit lots of new offenses,” said Chrysanthi Leon, a University of Delaware assistant professor of sociology and criminal justice. “We need to do a better job of distinguishing among the bigger group of offenders, and dedicate more of our resources on this smaller group of high-risk offenders.”

Instead of looking at offense-based criteria, Leon said, the ideal classification system would involve individual assessments of each offender for factors that can increase the potential for repeat offenses.

Those factors include whether force was used, how the offender manipulated his or her victims and the age of the victims, Durkin said.

The current system, he said, leads to police and probation officers getting overwhelmed by the sheer volume of offenders to monitor.

“They’re really trying,” he said. “But they’ve got this huge caseload.”

Read more.

The Los Angeles Times reports on the importance of the middle class for the city’s future, with special emphasis on middle class Latinos:

With this year’s census likely to show a Latino majority in both the city and county of Los Angeles, it’s obvious that our collective future is linked to the social health of that group of people. And if you think of Latinos only in the dysfunctional terms described in so many media reports, then a Third World L.A. seems like an inevitability.

While the experiences of poor and working-class Latino immigrants are often the focus of scholars and the media, other immigrants may go unnoticed:

You might not think about L.A.’s Latino middle class much. But USC sociologist Jody Agius Vallejo has eschewed more exotic topics to investigate its middling peculiarities.

Agius Vallejo’s research looks at the “pathways to success” that allow even people of humble immigrant origins to reach middle-class status. Her work rebuts the widespread perception that Mexican immigrants and their offspring are following what she calls a “trajectory of downward mobility into a permanent underclass.”

More on Agius Vallejo’s research:

Agius Vallejo interviewed 80 subjects who possessed at least three of these four characteristics: college educations, higher than average income, white-collar jobs and home ownership. Seventy percent of the people in her sample grew up in “disadvantaged” communities. Their parents had, on average, a sixth-grade education.

The members of this arriviste Mexican middle class might look like their white counterparts on paper, Agius Vallejo said. But in other ways they are different. Among other things, they have stronger social ties to poorer relatives.

Another of Agius Vallejo’s subjects is a lawyer who has recently visited jail (to bail out a cousin) and the social-security office (to help an uncle). Relatives turn to the lawyer in times of need because “she’s the one in the family with knowledge,” Agius Vallejo said. “She’s the one who’s made it to the middle class.”

Each person who achieves social mobility improves the overall well-being of the community. Social climbers show others behind them the way forward. “The future of the city really hinges on the mobility of immigrants,” Agius Vallejo told me.

The importance of the immigrant middle class extends beyond the city of Los Angeles, though:

A healthy middle class with Latin American roots is critical to the entire country’s future too. That’s what another USC professor, Dowell Myers, argues in his book “Immigrants and Boomers: Forging a New Social Contract for the Future of America.”

Myers, a demographer, says our aging country needs to invest in its younger, immigrant communities as an act of self-preservation. Immigrants’ incomes and rates of homeownership rise the longer they stay in this country, he writes, and provide potential members of the taxpaying middle class that will fund the retirement of the boomer generation.

Che Guevara
The Sofia Echo reports on the debate in Poland over a new ban on symbols of communism.  It seems much of the disagreement is between those who were alive during the communist era and the younger generation:

Evocative symbols of Europe’s troubled past, such as the swastika, have long been illegal in a number of countries across the continent. But now, Poland has gone one step further. Poland has revised its criminal code to include a ban on symbols of communism. And, Poles can now be fined or even imprisoned if they are caught with a red star, a hammer and sickle or even a Che Guevara t-shirt.

To some, it is a natural reaction for a country that suffered so much from communism under the Soviet Union. But these days, many younger Poles are more likely to see communism as a source of satirical fun and creativity.

Sociologist Jutyna Kopczynska of Warsaw University says that Polish youth may be sympathetic to their elders’ suffering, but are more likely to see this as an issue of freedom and personal style:

“The young people are rebellious a bit. They think about their future and their freedom, and they want to show that they are free,” said Kopczynska. “So wearing a t-shirt with Che Guevara doesn’t mean that I am communist, but it means that I am trendy. The generation gap in our country is so huge that it’s hard to make a compromise.”

There are still questions about how the new ban will be applied, which is one explanation for the conflicted feelings of some young Poles:

The ban includes a number of exemptions for artists, educators and collectors of communist relics. And, so far no one has published an official list of exactly which symbols are outlawed. Critics have complained that the law is too hazy to actually be applied.
 
One woman speculates that this is why there has been little public outrage, even among the younger generation.

Twenty-four-year-old Lukasz Pawlowski says he agrees with the ban, if only because it protects the feelings of older Poles.
 
“I can understand that people who actually lived at that time, in the communist era, who were hurt by this system – it might upset them to see young people who might have basically no knowledge about this system and didn’t live in that, wearing the symbols they don’t understand. Wearing them probably just for fun,” he said.

The Des Moines Register recently discussed rural Iowans’ efforts to combat the problem of population loss as their young adults relocate to bigger cities, as well as the difficulties faced by those who stay close to home:

Iowans have made countless efforts to stop the state’s rural population drain. Former Gov. Tom Vilsack recruited former Iowans and welcomed immigrants. Groups worked to gussy up Main Street for a kind of nostalgic small-town tourism. Conference attendees listened to speakers who touted attracting a young, creative class of artists and entrepreneurs. Experts waited for the telecommuters who never came. Economic development officials hustled for small manufacturing plants that sometimes didn’t pay much.

The article includes sociological commentary on the fates of the “stayers”:

They are ignored, maybe even pitied when you see them in the grocery, and yet they are the very future of the town, say Patrick Carr and Maria Kefalas, a husband-wife sociologist team who moved from Philadelphia to Iowa for several months to write “Hollowing Out the Middle: The Rural Brain Drain and What It Means for America.”

They identified a group of citizens they labeled “the stayers” who were not often encouraged by teachers or parents to attend college, worked through school to buy a pickup truck, and became invisible to the town’s more moneyed and educated classes.

“They are taken for granted, as in the story of the prodigal son,” said Kefalas, a St. Joseph’s University sociology professor who interviewed nearly 300 young people in a northeast Iowa town they chose to keep anonymous. “They don’t work as hard investing in them and just assume the old way of life will somehow work out for them.”

Part of the problem is that secondary education in America is focused on preparing kids to go to college:

“Those that have the ability go off. That makes a lot of sense as a community or a school. You don’t want to hold them back,” said high school counselor Diane Stegge. “But at the same time, you are taking them away from the community.”

Kefalas said schools should do more to prepare students who have a desire to stay or don’t have the money or abilities for college. Many are too busy catering to the high achievers.

“Teachers in Ellis (the pseudonym for the town in the book) were offended by our portrayal. But I’m a teacher, and it’s much more fun to teach those above grade level,” she said. “The challenge is how you make your school work for everyone.”

One rural Iowa school board member sums up the consequences for small towns of ignoring their average students:

“The ones with higher education, we know there is going to be nothing here for them,” he said. “We also try to focus on those with special needs. But the middle-of-the-road ones are going to become our community.”

No doggie bagsIn the wake of Thanksgiving, Digital Journal describes a new twist on the problem of food waste.  First, the context of food waste in the US:

Three researchers from the Laboratory of Biological Modeling, National Institute of Diabetes and Digestive and Kidney Diseases, Bethesda, Maryland, United States of America, recently published a study that confirms the unrestrained waste of food in the United States.

Their findings are shocking: “We found that US per capita food waste has progressively increased by ~50% since 1974 reaching more than 1400 kcal per person per day or 150 trillion kcal per year. Food waste now accounts for more than one quarter of the total freshwater consumption and ~300 million barrels of oil per year.”

The article highlights a recent sociological insight into the fate of this wasted food, from research by Cornell sociologists Jeffery Sobal and Thomas A. Lyson, and Mary Griffin of the Arnot Ogden Medical Center:

Their study quantified food waste in one U.S. county in 1998–1999. They identified three options for waste food –donation, compost or landfill. The vast majority of food waste in the United Sates goes straight to landfill. According to their study, “Less than one-third (28%) of total food waste was recovered via composting (25%) and food donations (3%), and over 7,000 tons (72%) were landfilled. More than 8.8 billion kilocalories of food were wasted, enough to feed county residents for 1.5 months.”

While many regions worry about malnutrition and famine residents of most parts of the the United States need to worry about the deleterious environmental impacts their gargantuan waste of food products is having.

New research indicates many employers foresee big problems on the horizon as baby boomers reach retirement age:

As millions of baby boomers prepare to retire, “the inevitable talent drain threatens to alter the national economy,” said Ithaca College sociologist Stephen Sweet, referring to a recent report he coauthored, released by the  Sloan Center on Aging & Work at Boston College. “Cracks have appeared in the foundation of the economy and the workforce is getting older.”

In 2000, baby boomers represented the largest portion of the U.S. labor force at 48 percent. By 2010, they’re projected to shrink to 37 percent of the workforce, leading some economists to predict a shortage of 10-15 million workers in the coming decade, with a disproportionate number of inexperienced workers in the overall dwindling labor pool. The retirement boom affects staffing leadership and training as well as overall continuity and engagement within the workforce.

Those employers who see the change coming and are able to prepare may find the shift gives them an advantage over competitors:

Though long-predicted, the threat of workforce shortages has met with limited planning response from organizations. Realizing that some older workers want to work longer but more on their own terms to fit their changing lifestyles, some organizations created programs to improve employee engagement and productivity, and have a measured way to manage knowledge transfer. Those who heeded the warning and began adapting have a huge potential for a competitive edge.  “Workforce planning makes good business sense,” said Sweet. “Changing age demographics don’t have to disrupt a business — they may present new opportunities or competitive advantages. Employers should take advantage of programs designed to meet the evolving needs of employees nearing retirement, while at the same time meeting business needs by keeping experienced talent longer and ensuring business continuity.”

Read more about the research and additional findings.

Storm in the skyA recent article in the Fresno Bee examined the current wave of apocalyptic themes in pop culture:

Prophecies about the end of the world have been debated by scholars, theologians and religious leaders for a long time. But it’s not just them. Pop culture also has a fascination with end times.

The fascination is clear in society today with the release of recent movies. The film “2012,” which opened Friday, depicts the end of the world and is stirring talk about the meaning of a Mayan calendar with the doomsday date. Another movie, “The Road,” which opens Nov. 25, looks at a man and his son’s post-apocalyptic struggle to survive.

One sociological explanation for the trend:

Sociologists say the interest in books, movies and lectures on the subject increases with bad times, such as those scarred by hurricanes, famines, tsunamis, war and economic collapse.

Commentary from a sociologist:

Margaret Gonsoulin, a sociology professor at California State University, Fresno, says the fascination with end times in pop culture reflects a hunger for meaning in the anxiety people feel in bad times.

“They want to know about the future,” she says. “But these sorts of ideas about end times mean different things to different people.”

Read more