Iowa Round BalesAgriculture Online reports results from the Farm and Rural Life Poll, an annual survey of Iowa farmers conducted by Extension Sociology at Iowa State University.

The latest [survey] indicates concerns are growing surrounding the passage of farms to the next generation. In the 2008 poll, 42% of farmers responding said they were planning on retiring in the next 5 years, and among those, 56% said they had identified a successor, according to J. Gordon Arbuckle, Jr., leader of a team of ISU Extension sociologists administering the poll.

The survey explores what the farmers think motivates their children to take on the family farm:

“The 735 farmers who were over 55 — approaching retirement age — had 350 children who farmed, a proportion (48%) that represents less than half of the number that will be needed to replace the current generation of farmers as they retire,” he adds.

Of those saying the younger generation planned to take the reins of the farm, reasons like quality of life and love of farming topped the list of motivations.

“Following in importance were quality of life considerations and having grown up wanting to farm. Seventy-two percent of farmers rated these factors as having been important or very important criteria in their children’s decisions to farm,” Arbuckle says. “Ability to be their own boss (68%), desire to stay close to home (56%), desire to carry on family tradition (55%), and family ability to help get them started (55%) were also rated as important or very important by a majority of Farm Poll participants.”

Why are members of the next generation planning on other careers instead of returning to the farm? Arbuckle says income opportunities elsewhere comprised the top motivator, while industry entrance hurdles like input costs, high land rents and excessive overall financial risk topped the list of drivers toward other careers.

“In contrast to the factors influencing the decision to farm, most of the reasons that were rated as most important in the choice of a non-farm career were economic,” Arbuckle says.

“On the whole, results suggest that for those individuals who chose farming as their career, cultural and lifestyle factors were the predominant reasons underlying that choice. Whether regarding their own decisions to farm, or their children”s decisions, love of farming and quality of life issues were fundamental,” he continues. “On the other hand, for those children who did not choose to farm, parents’ assessments clearly point to economic factors as the most important decision criteria, whether in the form of economic barriers to farm entry or better income opportunities elsewhere.”

Check out the site for “The Farm Poll” for great summary reports of surveys dating back to 1982.

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.”

California GirlsMore stay-at-home moms in the U.S. are going into business for themselves, Reuters reports:

The Small Business Administration says the number of self-employed women around the country jumped by 10 percent from 2000 to 2006, to 5.3 million.

For Lewis, an online marketplace called Etsy provided a place to sell her estate-style and faux vintage pieces. The website, www.etsy.com, lets craft makers set up their own virtual shops. It currently has more than 4.2 million users.

“It’s wonderful to be able to call my own shots,” Lewis said. “I can work at night, so if I want to do something with my family, I can.”

Launched in 2005, the Brooklyn, New York-based Etsy now has more than 400,000 sellers, most of whom are women, and posted more than $180 million in sales last year. Nearly 70 percent of sellers are college-educated.

Moms cite balance and flexibility as reasons to start their own online craft shops. A sociologist comments on the trend:

“Women are looking to both work and take care of families, but the traditional workplace doesn’t provide that opportunity, so they are looking for their own ingenious ways (to do that),” said Pamela Stone, a sociology professor at New York City’s Hunter College.

“What women are seeking is flexibility and these companies are providing them with this option,” said Stone, who wrote “Opting Out? Why Women Really Quit Careers and Head Home.”

The Kingdom of GodGod is really popular in the U.S., reports the Vancouver Sun:

He gets more Oscar shout-outs than Meryl Streep, is name-checked by every other American Idol contestant and is presumed to have a vested interest in who wins hockey games.

This finding is based on a study by University of Toronto sociologist Scott Schieman:

The vast majority of Americans believe God is directly concerned with their personal affairs, with most assuming a divine reason for everything from job promotions to speeding tickets.

“In American culture — much less so in Canada — there’s a really constant flow of God-talk that references these small, personal interactions. It’s almost like a self-absorbed view of divine will,” says study author Scott Schieman, a professor of sociology at the University of Toronto.

“The extent that it’s so visible, almost saturating the culture at times, makes me think it’s not just metaphor or symbolism; many, many people believe these processes are real.”

Eight in 10 Americans say they depend on God for decision-making guidance.  Seven in 10 believe that when good or bad things happen, the occurrences are part of God’s plan.  And six in 10 believe God has set the course of their lives.

This might have drawbacks in the realm of personal efficacy, says Schieman:

Schieman find[s] that a third of Americans agree with the rather defeatist statement: “There’s no sense in planning a lot because ultimately my fate is in God’s hands….If you feel like, ‘No matter what I do, it’s all going to work out a particular way,’ what does that do for your motivation?” says Schieman, who suggests the 32 per cent of people who behave this way do so because it relieves anxiety in desperate circumstances, shifting the pressure skyward.

In contrast:

Schieman says the idea of God as “a personal friend” can lend itself to positive effects, such as fostering an increased sense of social support, well-being and purpose.

To read more about Schieman’s study, you can also check him out the New York Times.

Don't mess with Texas
Curriculum changes have been approved in the state of Texas, one of the largest buyers of textbooks in the U.S. From the New York Times:

After three days of turbulent meetings, the Texas Board of Education on Friday approved a social studies curriculum that will put a conservative stamp on history and economics textbooks, stressing the superiority of American capitalism, questioning the Founding Fathers’ commitment to a purely secular government and presenting Republican political philosophies in a more positive light.

Proponents cite adding “balance” as an underlying goal:

Since January, Republicans on the board have passed more than 100 amendments to the 120-page curriculum standards affecting history, sociology and economics courses from elementary to high school. The standards were proposed by a panel of teachers.

“We are adding balance,” said Dr. Don McLeroy, the leader of the conservative faction on the board, after the vote. “History has already been skewed. Academia is skewed too far to the left.”

Battles over what to put in science and history books have taken place for years in the 20 states where state boards must adopt textbooks, most notably in California and Texas. But rarely in recent history has a group of conservative board members left such a mark on a social studies curriculum.

Notably, some voices were absent from the discussion:

There were no historians, sociologists or economists consulted at the meetings, though some members of the conservative bloc held themselves out as experts on certain topics.

Changes to history and economics curriculum include revisions to sections on the history of the civil rights movement, the conservative resurgence of the ’80s and ’90s, the separation of church and state, U.S. internment practices during WWII, McCarthyism, affirmative action, and Title IX. Additionally:

In the field of sociology, another conservative member, Barbara Cargill, won passage of an amendment requiring the teaching of “the importance of personal responsibility for life choices” in a section on teenage suicide, dating violence, sexuality, drug use and eating disorders.

“The topic of sociology tends to blame society for everything,” Ms. Cargill said.

Read about more approved changes.

33 WeeksThe Daily Mail reports that the face of the U.S. is changing rapidly in the delivery room.

America is reaching a ‘tipping point’ when the babies born to minority parents outnumber whites for the first time.

More white women than ever before are postponing having children until they are older, while minority mothers are still having babies at younger ages, according to a US study published yesterday.

Experts claim the immigration boom has accelerated the historic trend that is likely to leave whites in the minority in America by the middle of the century.

The percentage of children born to minority parents has grown significantly  in recent decades, but this study projects that more than half will be to minority parents this year.

One of the study’s authors, a sociologist, weighs in:

‘For America’s children, the future is now,’ said Kenneth Johnson, a sociology professor at the University of New Hampshire who researched many of the racial trends in the report.

‘Census projections suggest America may become a minority-majority country by the middle of the century,’ he added.

He explained that there are now more Hispanic women of prime childbearing age in the US, who tend to have more children than women of other races.

More white women are waiting until they are older to have babies, although it is not yet clear how much effect that will have on the current trend of increasing minority newborns.

The number of white women of prime childbearing age is on the decline, dropping 19 per cent from 1990.

Broken down by race, about 52 per cent of babies born in 2008 were white.

That’s compared to about 25 per cent Hispanic, 15 per cent black and 4 per cent Asian. Another 4 per cent were identified by their parents as multiracial.

What will the significance of this trend be? The Daily Mail speculates…

The numbers highlight the nation’s growing racial and age divide, seen in pockets of communities across the US, which could heighten tensions in current policy debates from immigration reform and education to health care and Social Security.

There are also strong implications for the 2010 population count, which begins in earnest next week, when more than 120 million US households receive their census forms in the post.

The Census Bureau is running public service announcements this week to improve its tally of young children, particularly minorities, who are most often missed in the once-a-decade head count.

Whites currently make up two-thirds of the total US population, and recent census estimates suggest the total number of minorities may not overtake the number of whites until 2050.

Right now, roughly one in ten of the nation’s 3,142 counties already have minority populations greater than 50 per cent.

But one in four communities have more minority children than white children or are nearing that point, according to the study, which Mr Johnson co-published.

ABC News explores some possible causes of obesity that are often overlooked.

Sure, most of the nation needs to eat less and move more. But is that the only reason America is so fat?

As more scientists and sociologists look at our bulging waistlines, some unusual explanations for the nation’s weight gain in the last 30 years are popping up.

The article discusses an intestinal bacteria that may contribute to weight gain and particular genes that may influence the success or failure of dieting.

Beyond these physical explanations, social factors may also contribute to obesity. A Harvard medical sociologist weighs in:

In 2007, an article in the New England Journal of Medicine used 30 years of data on 12,000 people to show obesity and weight loss may actually be contagious — things that spread among people who know each other.

“They key idea is that people are influenced by the behavior and actions of those around them. This applied to something that people may not have thought of, which is body size,” said Dr. Nicholas A. Christakis, author of the recent book “Connected,” which looks at how various phenomena from depression to obesity spreads through society.

Over the three decades, Christakis showed how obesity in one person in a circle of friends statistically meant more people in their circle of friends would become obese. The same was true of weight loss.

“We’re not saying we found the cause of the obesity epidemic. We’re not,” said Christakis. “Social networks have a general property that they magnify what they are seated with.”

While Christakis could show an obesity epidemic spreading through friend networks, he could only make an educated guess why.

“One possibility is that you start doing things — certain behaviors that I copy,” said Christakis.

So if one friend starts serving beer and cookies all the time, perhaps another friend will pick up the habit. Or if one friend joins a running club, perhaps another friend will join it too.

Christakis said another possibility is that “What’s spreading between people is an idea, or a norm.”

For example, if most people a person associates with are overweight, then that person’s idea of “normal weight” is likely to be bigger than what is actually healthy.

Read more.

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.”

Currently, heterosexual couples who live together before marriage and those who don’t have about the same chance of marital success, reports USA Today:

The report, by the National Center for Health Statistics, is based on the National Survey of Family Growth, a sample of almost 13,000. It provides the most detailed data on cohabitation of men and women to date.

Past research — using decades-old data — found significantly higher divorce rates for cohabitors, defined as “not married but living together with a partner of the opposite sex.” But now, in an era when about two-thirds of couples who marry live together first, a different picture is emerging in which there are few differences between those who cohabit and those who don’t.

Sociologists weigh in on the findings:

Sociologist Pamela Smock of the University of Michigan in Ann Arbor considers the data definitive. “On the basis of these numbers, there is not a negative effect of cohabitation on marriages, plain and simple,” she says.

Paul Amato, a sociologist at Pennsylvania State University, says the new data suggest that “maybe the effect of premarital cohabitation is becoming less of a problem than it was in the past. If it becomes normative now, maybe it’s not such a big deal.”

However, according to the study’s co-author, Bill Mosher:

“There’s a real difference in the types of cohabitations out there.  We can show that now with these national data.”

The data show that those who live together after making plans to marry or getting engaged have about the same chances of divorcing as couples who never cohabited before marriage. But those who move in together before making any clear decision to marry appear to have an increased risk of divorce.

Additionally:

Andrew Cherlin, a sociologist at Johns Hopkins University, says the report may quell fears of cohabitation “as a long-term substitute for marriage,” as in some European countries.  “American cohabitors either marry or break up in a few years,” he says.

MSNBC also joined the fray this week in reporting on cohabitation.  Check it out here for more fabulous sociological commentary on shacking up.

President Obama (Tim)According to USA Today, the 2010 Census will

remind Americans that racial classifications remain an integral part of the country’s social and legal fabric while, at the same time, recognizing that racial lines are blurring for a growing number of people…The government will give the nation’s more than 308 million people the opportunity to define their racial makeup as one race or more.

Some suggest that Obama’s presidency may affect how individuals report their race this time around. But how Obama himself will record his race remains a mystery.

Obama, born to a black father and a white mother, is not only the first black president but the first biracial president.

During his successful campaign in 2008, Obama referred to himself as black but also referred to his roots in Hawaii, where he was raised by his white mother. When the Obamas’ Census form arrives at 1600 Pennsylvania Ave., will he identify himself as black or as black and white? The White House declines to say.

A sociologist weighs in:

“The issue of perception is central,” says Ann Morning, a sociology professor at New York University. In an article titled “Who is Multiracial?” she estimated that about one-third of the U.S. population has some mixed-racial ancestry going back several generations. She predicts young generations will be more embracing of their multiracial heritage.

Morning is African American. But she also has English, Chinese and American Indian ancestry. Since 2000, she has checked off black, white, Asian and American Indian.

“The bigger thing is how I will mark my daughters,” Morning says. Their dad is Italian and she believes most people will look at her daughters as white. For now, she’ll check all the boxes for them, too.

Some question whether counting race is a good idea at all.

Roderick Harrison, a demographer at Howard University and the Joint Center for Political and Economic Studies in Washington. “But for a lot of others, it’s like, ‘OK, are you going to turn your back on the rest of us?’ … A lot of the racial and ethnic politics of the Census are that we want the biggest numbers possible for our groups.”

The Census has a long-lasting effect on politics and money. Population counts every 10 years decide the number of seats every state gets in the U.S. House of Representatives and determine how more than $400 billion a year in federal aid is allocated.

“I know it’s valuable information if you’re doing economic development or dispense certain amount of money to areas that need it,” says Stewart Cockburn, 39, who lost his job in textile sales in September. “My point about race in general in this country is that we’re just never going to get past it if we keep asking about it.”

Cockburn, of Greensboro, N.C., says he’s Scottish and Irish and has a great-grandmother who was Cherokee.

“I don’t understand why everyone makes such a big deal about race,” he says. “Maybe one day we will no longer care about race, ethnicity or the color of another person’s skin.”

Donna Edwards, of Santa Monica, Calif., says it’s important that the federal government allows people to identify more than one race. “It’s about time, isn’t it?” says Edwards, who is half Japanese and half German/Scottish/Welsh and spent years frustrated by forms that boxed her into one or the other.