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This article explores the manner in which race, ethnicity, and gender intersect to produce inequality in wages and employer benefits among "workers" (employees with no job authority), "supervisors" (employees with broad supervisory responsibilities), and "managers" (employees who can hire/fire and set the pay of others). Using data uniquely suited to examine these relationships, the author finds that, contrary to the glass ceiling hypothesis, the white male advantage over women and minorities in wages and retirement benefits generally does not increase with movement up the authority hierarchy net of controls. Instead, relative inequality remains constant at higher and lower levels of authority. However, in nontraditional work settings where white men report to minority and female supervisors, there is evidence that a glass ceiling stifles women and minorities while a glass escalator helps white men. Instead of representing mutually exclusive processes and outcomes, glass ceilings and glass escalators may actually overlap in certain employment contexts. The implications of these results for future analyses of workplace inequality are discussed. [Reprinted by permission of Sage Publications Inc., copyright The American Academy of Political and Social Science.]

This article explores the manner in which race, ethnicity, and gender intersect to produce inequality in wages and employer benefits among "workers" (employees with no job authority), "supervisors" (employees with broad supervisory responsibilities), and "managers" (employees who can hire/fire and set the pay of others). Using data uniquely suited to examine these relationships, the author finds that, contrary to the glass ceiling hypothesis, the white male advantage over women and minorities in wages and retirement benefits generally does not increase with movement up the authority hierarchy net of controls. Instead, relative inequality remains constant at higher and lower levels of authority. However, in nontraditional work settings where white men report to minority and female supervisors, there is evidence that a glass ceiling stifles women and minorities while a glass escalator helps white men. Instead of representing mutually exclusive processes and outcomes, glass ceilings and glass escalators may actually overlap in certain employment contexts. The implications of these results for future analyses of workplace inequality are discussed.

This article uses survey data to address two previously unanswered questions: What explains the gap in promotion between women and minorities relative to White men? and Are the processes that determine promotions for White men the same for minorities and women? Overall, race and gender intersect to produce unique promotion outcomes for all groups. Specifically, promotion gaps between White men and their female and minority counterparts are largely a function of group differences in performance indicators and work commitment. Also, relative to White men, before receiving a promotion, Black men must work longer periods of time after leaving school and Latinos must accrue more years with their current employer. Finally, the processes that lead to promotion do not differ between White men and White women, but relative to White men, Black women and Latinas must have more prior job-specific experience and more overall work experience before receiving a promotion—allelse equal.

▪ Abstract  This chapter surveys sociological approaches to the study of job authority, including theoretical foundations, measurement, and emergence as an important dimension of social inequality. The focus here is mainly on studies of race and gender differences in the determinants of authority and the consequences of race and gender differences in authority for income. Despite significant advancements in the overall socioeconomic status of minorities and working women, race and gender remain important impediments to their attainment of authority. This pattern, which is consistent and robust in state-level, national, cross-national, and cross-temporal studies, is sustained net of an incumbent's human capital investments and structural location within and between several economic units. Following a review of the predominant explanations for gender and racial disparities in job authority is the conclusion that the most promising explanations for persistent racial and gender disparities in authority concern the racial and gender demography of the workplace and the tendency on the part of authority elites to reproduce themselves through both exclusionary and inclusionary processes. Suggestions for future research include additional delineation of these processes based on samples of multiple racial/ethnic groups of men and women and studies that synthesize quantitative and qualitative approaches to understanding the effects of employer and employee attitudes/preferences and practices on the authority attainment process.

The rise of the global financial industry is treated by many economists as a critical component of the rise of neoliberalism. What few address is the role of the 1973 OPEC Oil Embargo and the 1979 Oil Shock in making modern financialization possible. Here, it will be demonstrated that the dramatic transfer of wealth from the industrialized, capitalist world to OPECs members triggered by the Oil Embargo and the Oil Shock created a vast pool of liquid capital. Oil prices inflation, as a result of Embargo and Shock, also triggered a balance of payments crisis that created unprecedented global demand for credit. Processing this capital and mitigating the inflationary pressures which followed the 1973 Shock encouraged the development of more liquid, internationally mobile instruments that made financialization possible and ushered in the effective privatization of money creation. This transformation of the creation of money, the rise of a new global debt cycle, and petrocapital-fuelled changes to financial practices laid the foundations of modern finance and the neoliberal world order as we know them. Ryan C. Smith is an independent scholar specializing in modern finance, the oil industry, energy and geopolitics, and the Middle East. He received his Ph.D. in Economic and Social History from the University of Glasgow in 2022. .

The Southern Dead and the Moment -- The Churchyard -- African Burial Grounds -- The New Burying Ground -- Grounds for the Free People of Color and the Enslaved -- Hebrew Cemeteries -- Confederate Cemeteries -- National CemeteriesC -- Post-Emancipation Uplift Cemeteries.