race/ethnicity: Latinos

Sonita M. sent in a report from the Movement Advancement Project about the state of lesbian, gay, bisexual, and transgender (LGBT) families.

LGBT families are more likely to be poor than non-LGBT families.  Nine percent of married cis-gender different-sex couples live in poverty, compared to 21% of gay male couples and 20% of lesbian couples:

LGBT couples may be more likely to be in poverty in part because of wage differentials between gays, lesbians, and their heterosexual counterparts.  Research shows that gay and bisexual men earn significantly less money than heterosexual men, whereas lesbians make somewhat more money than straight women.  Gay men would be more likely than heterosexual men to be in poverty, then.  But what about women? Women in same-sex couples face the same wage disadvantage that all women face, but also are not married to the heterosexual men that are making so much money (making it so that heterosexual women can make less money than gay women, but still be less likely to live in poverty). Make sense?  I hope so.

The second reason that LGBT couples with children are more likely than cis-gendered different-sex couples with children to live in poverty is that Black and Latino LGBT people are more likely than White LGBT people to be parents, and Blacks and Latinos are disproportionately poor to begin with:

Among same-sex couples, being a parent is also correlated with immigration status, which also correlates with class.  Non-citizens are more likely to be parents than citizens:

The two million children in America being raised by LGBT parents, then, are more likely to suffer from class disadvantage.  The authors of the report go on to discuss the ways in which formal policy and informal discrimination contribute to this state of affairs.

Via Andrew Sullivan.

Lisa Wade, PhD is an Associate Professor at Tulane University. She is the author of American Hookup, a book about college sexual culture; a textbook about gender; and a forthcoming introductory text: Terrible Magnificent Sociology. You can follow her on Twitter and Instagram.

Jake C. sent in a good example of the racialization and gendering of jobs within the service industry. This photo shows two notices for openings at a restaurant, one in English, one in (misspelled) Spanish:

The notice in Spanish isn’t a translation of the one about the hostess job; rather, it announces that two people are needed as dishwashers. It shows the way that particular positions within a workplace are often associated with certain groups, and how organizational policies may reinforce occupational segregation by sex or race/ethnicity. The role of greeting and seating customers is explicitly gendered as a hostess, while the language difference will channel applicants into different jobs. These types of practices are one part of the process that channels individuals into different positions in the workplace, both by restricting access to information about jobs and providing subtle messages to potential applicants about which positions are the best fit for them.

Cross-posted at Jezebel.

The U.S. Census Bureau recently released a report on employment and parental leave for first-time mothers. The mean age at first birth is now 25 years. And while a few decades ago the norm was for women to quit work upon getting pregnant, from 2006 to 2008, 56.1% of women worked full time during their pregnancy, leaving work only as the due date approaches. However, this varies widely by educational level, largely because women with the lowest levels of education are less likely to be working regardless:

The graph on the left below shows how many months before the birth working women left their work; the graph on the left shows how many months after the birth they returned. As we see, over time women have stayed at their paid jobs longer and returned more quickly:

During the 2006-2008 reporting period, for the first time a majority — but a bare one, at 50.8% — of first-time mothers in the labor force used paid leave (maternity leave, sick days, etc.). Not surprisingly, access to paid leave also varied greatly by educational level, and that gap has widened significantly over time:

So nearly half of first-time mothers in the U.S. still do not have paid leave from their jobs.

PBS created an interactive program based on the data that allows you to see the patterns more clearly. You select a race/ethnicity and educational level and get a detailed breakdown of the data. For instance, here’s the info for White non-Hispanic women with a 4-year college degree or higher:

Yesterday we posted about an effort to raise consciousness about racist costumes.  Those who celebrate Dia de los Muertos are similarly frustrated about people who appropriate the traditions of the holiday, celebrated in Mexico, Guatemala, Ecuador, California, and Arizona.

Not just another name for Halloween, Dia de los Muertos is a two day celebration honoring children and family members who have passed.  Nuestra Hermana explains:

On these days, altars are made in honor of them. People build them on their loved ones graves, at home or anywhere they find rightful to honor their loved ones. They make ofrendas (offerings) to the dead of their favorite foods, toys (for children), pictures, pan de muertos, sugar skulls and many other things that help guide the spirits of the dead safely to the altars. Marigolds, known as the flowers of the dead, are usually prominent in the altars.

In Mexico, many people sleep overnight at the graves. Every ritual & altar is not the same everywhere. Many places have their own traditions and ways of honoring the dead. One thing is for sure, Dia De Los Muertos is not Halloween. It is a sacred time and holiday for Latin@s everywhere.

Hermana implores readers not to borrow imagery or traditions from Dia de los Muertos just for fun.  To do so, she argues, is “disrespectful… [and] also a erasure of someone’s real life culture.”

“Day of the Dead” (and other offensive Mexican stereotype costumes) from Costume Craze:

Thanks to Dolores R. for the tip!

Lisa Wade, PhD is an Associate Professor at Tulane University. She is the author of American Hookup, a book about college sexual culture; a textbook about gender; and a forthcoming introductory text: Terrible Magnificent Sociology. You can follow her on Twitter and Instagram.

Eleven readers sent in this wonderfully simple campaign to discourage people from dressing up like racial or ethnic caricatures for Halloween.  Or dressing their dogs up as such.

Kudos to the STARS students at Ohio University behind this campaign!  The costumes that they’re holding up, by the way, are real; we’ve featured several of them in previous years at SocImages.

Thanks to Norma M., Amias, Katrin, Dmitriy T.M., A.M.S., Joe F., Sarah D., Sara P., Molly, Patrick C., and Washburn University professor Sangyoub Park!  It’s exciting that so many readers sent this in and that the campaign got so much attention. It suggests that many people were hungry for a clear message against this phenomenon.

Lisa Wade, PhD is an Associate Professor at Tulane University. She is the author of American Hookup, a book about college sexual culture; a textbook about gender; and a forthcoming introductory text: Terrible Magnificent Sociology. You can follow her on Twitter and Instagram.

Race, sex, religion, color, national origin, age, disability, and veteran status are all what are called protected classes under federal law — characteristics that cannot be used as the basis for discrimination in hiring, housing, or other arenas. There are loopholes, however; one is that it is acceptable to discriminate based on a protected characteristic if you can show that it is “bona fide occupational qualification” (BFOQ). So, for instance, if you can show that being female is a legitimate requirement for being able to perform a particular job, you can refuse to hire men. Hooters used the BFOQ argument when they were sued for sex discrimination because they would not hire men as servers.

The exceptions are race and color, which are not legally seen as ever being legitimate qualifications for doing a job. As the Equal Employment Opportunity Commission website states, “Nor may race or color ever be a bona fide occupational qualification under Title VII.” That is, there is absolutely no good reason that being of one race or another would ever be a legal basis for hiring.

And yet, there’s still at least one arena where race is blatantly and openly used as a basis for hiring: Hollywood casting. Back in 2006, Russell Robinson, a faculty member at the UCLA School of Law, looked at the sex and race/ethnicity characteristics specified in “breakdowns” — the summaries of characteristics presented in casting announcements. As Robinson explains in the article “Casting and Caste-ing: Reconciling Artistic Freedom and Antidiscrimination Norms,” his sample certainly doesn’t include all roles in the process of being cast during that period. Roles aimed at big stars who don’t go through the typical audition process may never be released as a breakdown, since there’s no intent to recruit for the role. But

Robinson’s team looked at all breakdowns for feature films released between June 1 and August 31, 2006, excluding calls for extras and stunt people. As they reported in the research brief “Hollywood’s Race/Ethnicity and Gender-Based Casting: Prospects for a Title VII Lawsuit,” the vast majority of the breakdowns explicitly state the race of the character, with only 8.5% of roles open to any race/ethnicity:

Notice that African Americans and Latinos are particularly under-represented compared to their proportion of the total U.S. population. And while 22.5% of breakdowns specifically said the character should be White, almost half included language that designated the role as implicitly White — for instance, including only White actors in a list of prototypes for the role. In fact, interviews with casting directors indicate that roles are presumed to be White unless the breakdown specifically says otherwise.

Almost all breakdowns specified the sex of the character; 59% of the breakdowns specified the role was for a man, while 35% of roles were for women.

Robinson also analyzed the cast of 171 films released in 2005 that made at least $1 million. The majority of all roles were reserved for men. An overwhelming 73% of leads were men, and even supporting roles were predominantly for men:

Of the leads in those films, 81.9% were White non-Hispanic:

Robinson’s work shows that Hollywood still explicitly uses protected classes in hiring decisions, including race/color, which have been excluded from the BFOQ loophole. For more on this, see our posts on race and roles in recent trailers, casting Whites in Asian roles, Hollywood’s discomfort with Asian lead roles, gendered positioning in promotional posters, race and representation in Hollywood, the Smurfette Principle in movies, who goes to see movies, anyway?, Anita Sarkeesian on male-centric plots, and the lack ofra African Americans on Friends.

Thanks to Dolores R. for the tip about Robinson’s study, which she originally saw at Racialicious.

Gay men and bisexual men still represent a disproportionate number of HIV cases in the United States (CDC).  In addition, African-American and Latino men are significantly more likely than white men to be diagnosed with HIV and die from AIDS-related illnesses.  Numerous HIV prevention campaigns are thus aimed at these populations.

It’s important to try to reduce the HIV among these populations, but we also need to think critically about how prevention strategies reinforce stigmatization.

For example, this ad from a western Massachusetts clinic uses the phrase “man up, get tested” — taking care of yourself by getting tested for HIV is linked to your masculinity.  What’s interesting is that by including only men of color in the photo, the ad suggests that black and Latino men are particularly obsessed with their masculinity, more so, perhaps, than white men.  It also potentially reinforces stereotypes about black men as hyper-sexualized and Latino men as machismo.

The Atlantic posted several graphs from a recent Census Bureau report on income and poverty as of 2010. The racial differences in median household income are truly awful; half of African American families make less than $32,000 a year. Stop and just seriously think, for a second, about the dramatic difference in access to resources — decent housing, some savings for emergencies, retirement accounts, etc. — these numbers translate into:

Not surprisingly, the percentage of Americans falling below the poverty line rose:

For more on income, poverty, and health insurance coverage, check out the full Census Bureau report.