inequality

Since the 2016 presidential election, the gulf between the political left and right has become increasingly dramatic. Issues of gender equality often take center stage in these political debates. In a recent New York Times article, sociologists looked at how the #MeToo movement — focused on sexual harassment and assault — may affect that divide in future elections.

 Many researchers believe the movement will increase contentions between the two sides. Some think it could push less-active voting groups, like young women, to the left and ensure more votes for the Democratic party. However, other sociologists like Musa al-Gharbi believe ideological separation will do more harm than good. He says,

“Progressives have done a great job framing racial inequality, feminism and LGBTQ rights as part of the same basic struggle. However, this association works both ways. Accusations of misogyny, for instance, are often heard in the context of a fundamentally anti-white, anti-Christian culture war — a zero-sum campaign waged against ordinary hard-working Americans by condescending and politically-correct liberal elites.”

In other words, organizing political campaigns around the movement likely will alienate some voters. Research from Joanna Pepin and David Cotter finds evidence of a backlash against the #MeToo movement in recent survey data. Cotter writes,

“We can already see the beginnings of a backlash against #MeToo. There’s a large reservoir of gender traditionalism and misogyny as shown in the Trending towards Traditionalism paper — and it persists among youths so may be part of our social fabric for some time.”

Using gender inequality and sexual harassment as a motive for political organizing could prove successful. The #MeToo movement provides personal, relatable, and moving stories that could spur political change. However, views on gender are also deeply rooted in partisan identities, so support may not come as certainly as the Democrats hope. In order to be effective enough for a political victory, these tactics also need to appear inviting to new members, rather than divisive and polarizing.  

According to a new report, rates of felony conviction are on the rise in the United States. In response, policy influencers in many states are seeking strategies to combat this increase. However, solutions often unveil further challenges. A recent article from PBS discusses a new study on the rise of felony punishments on a state-by-state basis, as well as the barriers to policy reform.

From 1980 to 2010, felony convictions increased in every state. Sociologist Michelle Phelps discusses the context behind these high rates: 

“When crime rates rose in the 1980s and early 1990s, local and state leaders hired more police and they made more arrests, including felony arrests… In addition, many states elevated nonviolent crimes like drug possession to felony status, and many district attorneys adopted a get-tough strategy, seeking felony charges whenever possible. Police focused drug enforcement on high-crime neighborhoods, which were often predominantly African-American…As a result, felony convictions rose much faster among blacks than among whites.”

In an effort to combat high incarceration rates, states like Georgia have tried replacing prison sentences with probation. But as Phelps points out, probation can be just as damaging as serving a prison term since, in addition to having a criminal record, individuals on probation must also abide by additional rules and requirements:

“Though it’s frequently dismissed as a slap on the wrist, probation can entail onerous requirements…For instance, probation can require a job and good housing as a condition for staying out of prison, but the felony conviction itself can make it hard or impossible to get that job.”

In sum, policymakers searching for new ways to bring felony numbers down must consider unintended consequences of reforms — especially when reforms have the potential to reinforce or worsen deeply structural racial inequalities.

In the 1950s and 60s, middle-class White families moved from cities across the United States into suburbs. Today, we see movement in the opposite direction. Middle-class families are moving to previously neglected inner-city neighborhoods, a process known as gentrification.  While gentrification provides middle and upper-class families with more urban living options, previous residents in those neighborhoods are often forced to move out when they can no longer afford the rising cost of living. In a recent NPR article, sociologist John Schlichtman discusses negative consequences of gentrification. Schlichtman explains, 

“The reason gentrification has a bad rap is due to the inequity between race and housing. Race is, at its heart, a class issue…The devaluing of lower-class neighborhoods, usually residents of color, is the result of a history of unjust policies, including government defunding and redlining.”

According to Schlichtman, those who move into gentrifying neighborhoods may feel guilty because they benefit from “an unjust gap.” At an individual level, Schlichtman suggests investing in businesses that already exist in the community, instead of new ones. But to really create social change, action must go beyond the individual:

“We need to put pressure on our city governments as a community to not put profit and investment as the number one priority. It can be balanced with other priorities of community.”

In short, gentrification can reinforce racial and class inequalities in the United States. And while gentrification is not only about individual choices, individuals — especially those moving into gentrifying neighborhoods — can take steps to counter its negative effects.

Despite the current administration’s affirmations of high crime rates and push for more tough on crime policies, their approach does not align with the reality of crime in the United States, where violent crime fell substantially over the past 25 years. In a recent article in The New York Times, sociologist Patrick Sharkey discusses his research on both the causes and social benefits of the violent crime drop.

Reductions in crime improved the overall climate in major cities, but especially improved social conditions in disadvantaged communities of color. Declines in homicide led to increased life expectancy for young Black males. Sharkey’s research also demonstrates that declines in homicide helped to narrow the achievement gap between Black and White children and decreased concentrations of poverty in many cities. According to Sharkey, “living in poverty used to mean living with the constant threat of violence. In most of the country, that is no longer true.”

Undervalued forms of violence prevention —  non-profit organizations in particular — could help keep levels of violent crime low. Sharkey argues that a method that focuses on safety and creating community, rather than tough policing and prosecution, is the next step to a further reduction in violent crimes:

“These findings suggest a new model for combating urban violence. While police departments remain crucial to keeping city streets safe, community organizations may have the greatest capacity to play a larger role in confronting violence. Working directly with law enforcement and residents, these organizations are central to the next stage in the effort to make our cities even safer.”

In the decades since the Holocaust, the international community created mechanisms like the 1951 Genocide Convention in order to ensure that the world would “never again” experience such tragedy. Even so, genocide and mass violence continue to occur across the world. Recent AP reports provide even more evidence of a genocide in Myanmar, yet military response and global governance are again lacking. In a recent article in The Washington Post, Aliza Luft addresses these failings and suggests that economic tactics may succeed where others have failed.

Many factors can influence violent behavior, like prejudice and propaganda, but for many who commit violence, economic considerations are essential. For example, some governments use poverty to motivate civilians to engage in violence, offering resources in exchange for participation. According to Luft:

“Thus, one strategy for intervention is to even the economic playing field: to lower the capital of the génocidaires while increasing that of their potential recruits. Responses can include targeted financial measures such as asset freezes and economic divestment from major firms that help fund genocidal governments. Additionally, non-governmental relief efforts might focus not only on food, medicine, and housing for the displaced, but also on creating economic opportunities to reduce the potential for recruitment by genocidal authorities.”

Economic strategies can take many forms, including organizations that guide companies towards pro-human rights policy, as well as online campaigns that have dissuaded companies from working with genocidal regimes. Luft argues that anyone can aid in genocide prevention through personal spending choices, outreach, and activism. She suggests civilians use financial strategies that may influence politics and policy:

“To deepen the link between investment or operations abroad and commitments to human rights, civilians can emply boycotts and social media campaigns to pressure these companies over their complicity in genocide. Research has shown that economic and reputational concerns can motivate a company to change its policies. It is time to mobilize on behalf of the Rohingya, and to target businesses whose taxes and revenue fund violence.”

With the highest incarceration rate in the world, many policymakers in the United States are looking to reform the criminal justice system. Some have turned to fines as an alternative to jail or prison. Unfortunately, fines may not be the best solution, according to sociologist Alexes Harris. 

In a recent New York Times article, Harris argues that a fine-based system places a huge financial burden — the responsibility of funding the entire criminal justice system — directly on those who are often least able to pay. Harris writes,

“These people are paying for the system of justice from which we all benefit, but they cannot afford to do so. They are often poor, unemployed and of color. In research on monetary sanctions in nine states, my research team and I found that many people have trouble navigating the legal process associated with fines and fees, like finding out how much money they owe and meeting minimum payment requirements. Of the 380 people we interviewed, over half received public assistance and a vast majority had problems paying their legal debt.”

Consequences for not paying can be severe. Not only do delays in payment often result in late fees or interest charges, warrants are sometimes issued for those who fail to pay, and they may end up incarcerated anyway. However, Harris explains that there are other alternatives to incarceration besides fines:

“They should instead search for ways to reduce criminal justice budgets by prioritizing preventive measures proved to decrease recidivism and improve public safety such as free drug and alcohol treatment programs, low-cost housing, restorative justice and job training. To start, lower courts should rely on day fines, where monetary sanctions are determined based on a person’s daily wage and the seriousness of the offense. The sanction is proportionate to a person’s ability to pay and the degree of harm inflicted.”

Originally posted Jan. 26, 2017

Prospective college students consider a wide variety of factors when deciding on a university. While academics and career opportunities are often high on the list, colleges known as top party schools have a special appeal. Everyone loves a good time, but as Occidental College sociologist Lisa Wade describes in her new book, American Hookup: The New Culture of Sex on Campus, this idea of college as “fun” is a fairly recent trend some troubling consequences.

In a feature with Time Magazine, Dr. Wade explains how American universities changed from predominantly strict, formal institutions to environments known for casual hookups and wild parties. Whereas in colonial America, colleges were highly regulated places, as the student body underwent a shift, so did campus culture. Wade explains,

“They [colonial college students] were generally obedient, but as the eighteenth century came to a close, colleges were increasingly filled with wealthy sons of elite families. These young men weren’t as interested in higher education as they were in a diploma that would ratify their families’ hoarding of wealth and power. Predictably, they had a much lower tolerance for submission.”

This rebellious attitude led to widespread expulsions across many elite universities, as well as the early foundations of Greek life. Fraternities became hubs for parties, alcohol, and casual sex, a legacy that still holds strong on many college campuses across the United States. And while the party scene can be tempting for many, American Hookup highlights how this emphasis on noncommittal and unemotional sex also sets the stage for widespread rape and sexual assault.

“Thanks to the last few hundred years, most colleges now offer a very specific kind of nightlife, controlled in part by the same set of privileged students that brought partying to higher education in the first place, and designed to promote, as much as possible, the ‘big four-year org’ that students both desire and dread.”

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.

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.”