In the last few months, President Trump’s incendiary tweets have found a home in sports, including comments on the NFL, the NBA, and college basketball. In a recent article in ABC News, sociologists discuss how Trump’s tweets about sports with high percentages of Black athletes are racially-coded, and may reveal Trump’s own racial bias and attempts to appeal to his political base.

In response to President Trump’s  demand that owners fire NFL players for kneeling, sociololgist Ben Carrington argues,

“When Trump uses language referring to Black athletes or other Black figures that kind of speak out in terms of them being ungrateful and undeserving of their place in sports, he’s re-invoking that dark era in American sports in which that language was explicit and Black players couldn’t play.”

In another example, Trump demanded thanks for keeping three UCLA basketball players out of jail in China after shoplifting, calling the father of one player an “ungrateful fool” and “a poor man’s version of Don King, but without the hair.” As these tweets gain headlines, the media may miss the core racial issues that drive this kind of dialogue in sports, according to sociologist Doug Hartmann.

“Trump’s been able to make the focus be on whether this is appropriate or not, and how players should be punished or disciplined, and completely distracted our attention from the racial issues that the players who are protesting want to focus our attention on – police brutality, huge wealth gaps, the treatment of African Americans in cities — those are real racial issues.”

In short, Trump’s tweets and the media’s coverage of them divert public attention from larger issues of racial injustice in the United States.

Despite recent declines, the United States still has one of the largest prison populations among comparable nations. Most of those incarcerated in U.S. prisons will eventually be released. Evidence suggests that as many as 600,000 individuals are released from prison each year. Upon release, many people must serve time on parole, which typically involves a period of supervision with a set of conditions that a parolee must follow, such as passing a drug test. In a recent article in The Conversation, Shawn Bushway and David Harding discuss how violations of parole conditions appear to be a key driver of high prison populations, rather than new offenses.

Since people convicted of a felony are randomly assigned judges in Michigan, Bushway and Harding, along with their colleagues Jeffrey D. Morenoff and Anh P. Nguyen, conducted a “natural experiment” to account for how an individual’s background may influence their sentences. As the authors explain,

“This random assignment of judges mimics the way a scientist would design a randomized, controlled experiment in the lab. There are no obvious differences between who gets randomly assigned to one judge and who gets assigned to the other. For all intents and purposes, the groups are identical. So if one group ends up with stricter sentences, it’s likely due to the judge’s predilections rather than to anything specific to the individual defendants and their crimes.”

The authors are thus able to understand the specific effects of parole violations. Their findings suggest that people who are imprisoned and then released to parole — rather than those who are put on probation (instead of incarceration) initially — are more likely to return to prison. Further, some scholars remain skeptical that probation may also be another avenue into the prison system. Overall, the work of social scientists suggest that if we want to reduce prison populations, we must reevaluate parole and probation practices, including the response to violations of supervision conditions. 

Originally posted Sept. 11, 2017

Even in 2017, when more and more women enter historically male-dominated fields, archaic notions of what counts as “men’s work” or “women’s work” continue to persist in many workplace environments. A recent article in The Globe and Mail covers a study that shows how gender stereotypes hurt both men and women at work, and it particularly hurts employees in new fields.

Jobs in new industries are considered to be more gender-neutral than older professions, but gendered perceptions still take hold in these new roles. Using data from a microfinance bank in Central America, Laura Doering and Sarah Thébaud examine how initial interactions with either a man or woman in a gender-ambiguous position shape future perceptions of that role. They find that a client’s initial interaction with a male or female loan manager shaped their perceptions of the entire position as more masculine or feminine. As Doering points out,

“For example, if we first encounter a man in a new or gender-balanced job, we begin to associate the job with masculine stereotypes.”

Clients not only quickly attach gendered perceptions to the position, but are more likely to comply with the demands of the male rather than female managers. However, if the borrower first encounters a woman in the management position, they attribute less authority to the next manager, regardless of gender. As for ways to combat this bias, the authors suggest that one possible solution is an endorsement from a high-status employee among the presence of clients or other colleagues. Doering concludes,

“Such endorsements from high-status individuals can nudge clients and other employees toward more equitable treatment of workers in female-typed roles.”

The recent accusations of many prominent men in media, politics, and the music industry for sexual harassment and assault have many wondering what can be done to reduce sexual harassment in the workplace. According to sociologists Frank Dobbin and Alexandra Kalev, the answer is simple: hire and promote more women. In an article published by the Harvard Business Review, Dobbin and Kalev review the working conditions that promote sexual misconduct, and emphasize the importance of a top-down approach to enact real change.

Harassment thrives in workplaces with male-dominated management where women are outnumbered among their peers. While the answer to this problem is hiring more women for these roles, the authors explain why this process is not so straightforward:

“…women tend to leave workplaces where sexual harassment is common and goes unaddressed; the fight can feel hopeless in an environment where gender bias runs rampant.”

Therefore it is necessary for organizations to take on the challenge of hiring and retaining women in leadership roles. Many grievance systems and anti-harassment trainings were first implemented in the 1970s, but appear to have been relatively ineffective — women who file complaints often face serious repercussions, including being demoted or facing continued harassment and other types of mistreatment from colleagues.  

Dobbin and Kalev argue that sexual harassment in the workplace should be handled in a way that the survivors of sexual harassment are not punished. They urge CEOs and other company leaders to speak out against sexual harassment and to rethink how they promote and retain female employees.

“[I]t’s critical that leaders start accepting some of the responsibility that the courts have allowed them to brush off for such a long time… After all, culture is shaped by behavior at the top. As long as men dominate in management, it’ll be up to them to make those changes.”

Scandals in college athletics are becoming so commonplace that the NCAA’s decision not to sanction University of North Carolina over academic misconduct barely made the news, while corruption in NCAA basketball has turned into a major FBI investigation. Fans might be justified in viewing the NCAA as a boogeyman in scandal-plagued college sports. After all, the NCAA is the organization that began using the term “student-athlete” as a way to avoid workers compensation claims from the widow of a college football player. Rick Eckstein, however, argues in Salon that the NCAA is simply a sign of larger problems in higher education. In his evocative language,

“If the NCAA is Oz’s projection on the wall, a profit-oriented higher education system is behind the curtain pulling the levers.”

Eckstein ties spending on college athletics, which is known to run huge deficits, to the larger trend of the “corporatization” of higher education. Under this logic, higher education institutions work more like businesses than schools, and college athletics are a way for university administrators to achieve a variety of revenue-driven goals. For instance, sports are a way for colleges to manipulate enrollment statistics, encourage alumni donations, and, most importantly, expand the school’s brand. Eckstein writes,

“If we think about college sports as a marketing venture rather than an educational venture, all of this spending makes perfect sense. Think of players as walking advertisements – each branded with the school’s logo – who appear before millions of viewers on ESPN and ABC.”

Athletics isn’t the only part of higher education that seems to have an unstable foundation. Over half of Republicans now believe that universities have a negative impact on the country. Even the students who attend have less faith in the institution. Eckstein argues that it’s time to view NCAA athletics, with all of its contradictions, as a symptom of a corporatized higher education system that places fights over financial gain over student learning.

With the current presidential administration’s promises to build border walls and increase deportations, it may be surprising that Latinx immigrants report experiencing less discrimination than those born in the United States. According to a recent survey featured in NPR’s Code Switch, only 23% of Latinx immigrants report experiencing discrimination, while 44% of Latinx born in the United States report discrimination. 

Sociologist Emilio Parrado told NPR that perceptions and experiences of discrimination are related to an individual’s level of participation in and adaption into United States culture. Research suggests that Latinx born in the United States may face more direct discrimination than immigrants, because they are more likely to engage in competitive workforce and social settings. 

“Discrimination is a strategy of the dominant group to protect itself, to protect the benefits that they have, so discrimination is something that emerges not when people are culturally different, but that emerges when people compete.”

Parrado also argues that many immigrants come to the United States without knowing the contextual “rules” of interactions with others, which makes it harder to  immediately identify instances of discrimination or racism.

“For immigrants, there is a process of learning that you are being discriminated against…Immigrants tend to think that it’s their own fault, that it’s because they don’t know the rules, or they don’t know English.”

Thus, past research may not fully capture how much discrimination is occurring simply because people may not recognize it as such. In response, some children of Latinx immigrants who were born in the United States are trying to educate their families on what discrimination looks like.

The multiracial population in the United States has grown at a significant rate since 2000 — three times faster than the general population. For the first time, the 2000 national census enabled individuals to choose multiple racial categories. However, racial identities are subjective, contextual, and fluid, making the categorization of racial identity an extremely difficult task. In a recent article in The Atlantic, sociologist Robyn Autry discusses the Census Bureau’s data cleaning process, which attempts to reconcile these ambiguities in racial identity, often at the expense of an accurate representation of people of color in the United States.

In the 2010 census, the Pew Research Center found that 9.8 million people reported a different racial or ethnic background than they had previously in 2000. To account for this, previous data is “cleaned” by changing or deleting responses from these individuals. Even with over 60 different options capturing racial descent in the 2010 census, individuals’ racial identities may be more nuanced than the census can account for.  According to Autry,

“Some people bristle at being asked to reduce the complexity of their self-perceptions into a singular choice. The ‘check-this-box’ mentality of the census is at odds with the more fluid and ambiguous self-perceptions of the population: people originating from outside the country, for example, or those habituated to customizable digital profiles, like those on Facebook, which appear to revel in the uncertainty of multitudinous identity. If anything, these digital tools have helped accelerate citizens’ willingness to self-identify in categories broader than those provided by the government — and even to demand to be able to do so.”

It seems the census has been slow to reflect the changing and dynamic atmosphere of racial identity in the United States over the last few decades. According to Autry, the census is more than just numbers and categories: 

“A simple count of the population remains ideologically loaded. These data are not neutral or objective information about the population. Instead they reflect changing political priorities and techniques to grasp how the country’s population is seen — and how resources are made available to them.”

Recent social movements in the United States, like Black Lives Matter and Occupy Wall Street, have sought to challenge the status quo. While such movements often make the news, less attention is paid to how they achieve success. A recent article in the New York Times by sociologist Kenneth T. Andrews argues that social movements bring about change through exercising different types of power — cultural, disruptive, or organizational.

We are used to seeing cultural or disruptive power from movements in the media, but organizational power is also important. Organizational power is reflected in a movement’s ability to sustain its agenda through ties to other groups. Recent research suggests that after the Tea Party built upon disruptive power gained from initial protests, it established local organizations and supported political candidates that shared its ideas, ultimately transforming the Republican Party. However, as with each mechanism of power, organizational power also has constraints. Andrews explains,

“Staging the occasional protest and raising money are one thing; developing leaders and building constituencies are another. Despite substantial resources and hundreds of organizations, the environmental movement, for example, has not generated the sort of participation sufficient to meet the environmental challenges we face.”

In short, the pathways to power that different social movements utilize are very important to the movement’s success in encouraging change. A movement may have the most success when it combines all three types of power, which helped movements like the Civil Rights Movement. And even if a movement itself is short-lived, the cultural effects may remain long after a movement has fizzled out, and even small-scale changes can still have the cultural power to affect the status quo well into the future.

Over the past few years, Hollywood has come under fire for its continued exclusion of women and racial minorities, both in front of and behind the camera. With controversies surrounding the perpetual whiteness of Oscars nominees to disappointing statistics coming out of the annual Hollywood Diversity Report, there is a renewed conversation about the lack of diversity in the media we consume. However, a new report finds that television showrunners and writers are still mostly white, which has important consequences for the ways people of color are represented in the shows we watch.

The report finds that less than 10% of the 234 major series studied were led by minority showrunners, and only 14% of writers for these shows were members of a minority group. The Washington Post talked to Darnell Hunt, author of the report and co-author of the annual Hollywood Diversity Report, who explained that this lack of diversity in the writers’ room leads to unequal and inaccurate representations of racial minorities on the screen. Hunt said,

“White men dominate the major positions, and people of color and women have a long way to go to attain any type of equity … We need to change that because television is not just entertainment. Media images do matter, particularly for people who don’t have a lot of face-to-face encounters with people who are not like them. A lot of what they learn about people is what they see in these images.”

Hunt explains that shows led by black showrunners, like FX’s “Atlanta,” and shows with a diverse writing room are more likely to acknowledge racial inequality, whereas predominantly white writers’ rooms more often portray minority characters as one-dimensional “sidekicks.” An especially troubling example from the report concerns depictions of the criminal justice system. The article explains,

“None of the [crime-drama] episodes acknowledged the systemic racial profiling of black Americans, that black people are more likely to be pressured into plea bargaining for crimes they did not commit, or that they routinely face harsher penalties than whites for committing the same crimes … [These] depictions of policing and the court and prison systems, combined with viewers’ existing biases, undermine public support for policies that could help advance racial equity in American society.”

In short, when people of color are left out of the writers room, their stories are left out too.

As of 2015, about half of married couples were dual earners — meaning both partners work for pay — according to the Bureau of Labor Statistics. While having two income earners may be necessary, it also comes with its own stressors and difficulties. In a recent article, BBC spoke with sociologist Phyllis Moen about how dual-working couples make it work. Moen says that the most influential factor in leading a high quality of life is not having kids.

“If they had children, either one or both partners were stressed,” she says. “The things that ameliorate stress from dual-working couples is having a job with considerable flexibility, and not working long hours if possible. Today that is not always possible. So it’s important to make a commitment to both careers, which can be very hard to do.”

Moen cautions that when both partners have careers, one person usually ends up making sacrifices for the other. However, this becomes easier if the sacrifice is temporary. Couples can “leapfrog” so that both careers take priority at different times over the course of the relationship.

“Committing to both careers often means that one person will have to sacrifice for the other … but these sacrifices should be taken in turns with long-term goals in mind. People found that one career might have to come first. And it wasn’t and shouldn’t necessarily be the same career over time. You can leapfrog over time so it will be a different person whose career takes priority.”

Though the balance may be a difficult one to strike, Moen’s work shows power couples can find happiness by promoting each other’s success.