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Journal of Professions and Organization
Number of Followers: 5

Free journal
ISSN (Print) 2051-8803 - ISSN (Online) 2051-8811
Published by Oxford University Press

[419 journals]

Is the Mansfield Rule moving the needle for women and minorities'
- Authors: Cecchi Dimeglio P.
  Abstract: AbstractIn 2016, inspired by the NFL’s Rooney Rule, the Mansfield Rule was devised to push soft affirmative action policies, including the so-called 30% rule, to incentivize law firms to affirmatively consider women and underrepresented groups for leadership and governance roles, equity partner promotions, and lateral positions. To determine the effectiveness of the Mansfield Rule, I carried out an empirical study that compares those firms that have adopted the Mansfield Rule with law firms that have not. Using a Mann–Whitney Wilcoxon test, I compared the deviation in the demographics, recruitment, attrition, promotion, and committee compositions, including leadership composition, between firms that have been Mansfield-certified, the ‘treatment group’, with the analogous deviation for a ‘comparison–control group’ that did not opt for the Mansfield Rule application. I did so for the years 2007–19. The findings show that the overall population of all law firms and the diversity proportion within the population show an increase from 2007 to 2019, irrespective of the treatment. Furthermore, the treatment had no statistically significant effect on either the growth rate evolution or the predictability of law firms’ behavior related to recruitment, attrition and promotion, and committee composition. These results indicate that applying the Mansfield Rule has no measurable impact on the diversity proportion of the population of the firm, its growth rate, or its predictable behavior related to their firm’s diversity.
  PubDate: Thu, 21 Apr 2022 00:00:00 GMT
  DOI: 10.1093/jpo/joac007
‘It could never be just about beer’: race, gender, and marked
professional identity in the US craft beer industry
- Authors: Wilson E.
  Abstract: AbstractTo critical observers, the growth and professionalization of the US craft beer industry over the last few decades has meant the expansion of yet another kind of workplace replete with standards of whiteness and masculinity. Yet the first-hand experiences of workers in this setting—one that values authenticity and features growing support for social inclusivity—remain understudied. This study asks how do women and people of color negotiate work identities in craft beer' Based on 56 in-depth interviews as well as ethnographic field research in US craft breweries, this study demonstrates how minoritized workers enact their work identities in ways that are both enabled and constrained by their workplace contexts. I find that women and people of color attempt to construct marked professional identities that adhere to existing standards of industry professionalism while selectively engaging their race and gender identities when it is advantageous to do so. I elaborate on how marked professional identities may especially resonate in organizational settings that prioritize authenticity and feature less entrenched organizational norms.
  PubDate: Tue, 05 Apr 2022 00:00:00 GMT
  DOI: 10.1093/jpo/joac010

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