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Where as neoclassical economists have responded to the theoretical irreconcilability of competition and discrimination by abandoning serious consideration of the latter, radical political economists have generally embraced the neoclassical formulation of competition while simultaneously arguing that capitalists benefit, and white workers lose from discrimination. This paper offers an alternative formulation. By deploying a specifically Marxian notion of competition, the author both restores a logical place for discrimination in competitive capitalist society and examines the material conditions conducive to the reproduction of racial conflict. In so doing, she challenges the notion that white workers unambiguously lose from discrimination and identifies the conditions under which racially dominant workers gain from the reproduction of racial inequality.

Black & other neoconservatives have begun to open up a new kind of explanatory approach to poverty, which focuses on extension of economic approaches to the cultural domain. This approach is critiqued on three grounds: the unfalsifiability of the human capital hypothesis, the trivialization of the complex relationship between values & actions in economic orthodoxy, & the construction of the poor in contemporary social science as persons who lack the ability to function as self-determining political agents -- which implies that social scientists need to act as social managers on their behalf. Economists cannot support neoconservative positions without giving up their own basic methodological commitment to Popperian falsificationism, as well as some key economic doctrines. W. H. Stoddard

This article presents and econometrically tests three models of discrimination and competition. The analysis facilitates a comparison of Marxist, segmentation, and neoclassical explanations of inter-industry wage differentials and the distribution of employment by race and gender. Our results (1) demonstrate race and gender rationing of manufacturing employment in 1970, and (2) lend support to the notion that both competition between capitals and employment discrimination are historically important determinants of gender and racial earnings inequality.

Most analyses of the relationship between job segregation and gender wage inequality do not examine the race-specific dimensions of occupational segregation. Using personnel data, we examine the impact of race-gender occupational segregation on occupational grading and wage setting within a service and maintenance union. Our empirical results show that the job grading and wage setting processes significantly favor white men's jobs and penalize black women's jobs.