{[ promptMessage ]}

Bookmark it

{[ promptMessage ]}

American Sociological Review-2006-Fernandez-42-71

American Sociological Review-2006-Fernandez-42-71 -...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
http://asr.sagepub.com/ American Sociological Review http://asr.sagepub.com/content/71/1/42 The online version of this article can be found at: DOI: 10.1177/000312240607100103 2006 71: 42 American Sociological Review Roberto M. Fernandez and Isabel Fernandez-Mateo Networks, Race, and Hiring Published by: http://www.sagepublications.com On behalf of: American Sociological Association can be found at: American Sociological Review Additional services and information for http://asr.sagepub.com/cgi/alerts Email Alerts: http://asr.sagepub.com/subscriptions Subscriptions: http://www.sagepub.com/journalsReprints.nav Reprints: http://www.sagepub.com/journalsPermissions.nav Permissions: http://asr.sagepub.com/content/71/1/42.refs.html Citations: at UNIV CALIFORNIA BERKELEY LIB on October 31, 2010 asr.sagepub.com Downloaded from
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
T he concept of social networks has taken a central theoretical role in the current liter- ature on race and labor markets. For Wilson (1987, 1996), social isolation from the world of work is a key structural feature that leads African Americans and Latinos to underperform in the labor market. While the concept of social iso- lation has a number of facets (Fernandez and Harris 1992), one central feature that has been repeatedly investigated is the extent to which minorities have been cut off from job-finding networks (e.g., Braddock and McPartland 1987; Johnson, Farrell, and Stoloff 2000; Royster 2003; Wilson 1996) Previous studies, however, have produced mixed results on whether social networks pro- duce superior job rewards for minorities. Although the original impulse might have been to emphasize minorities’ disconnection from the world of work, much work suggests the opposite, that minorities are more likely to have obtained their job through networks than non- minorities (e.g., Elliott 1999, 2000; Green, Tigges, and Browne 1995; Reingold 1999). Moreover, these studies have also found that jobs obtained through networks pay less than jobs obtained by other means. A similar find- ing that informal job networks are detrimental for the earnings of Hispanics has appeared in Falcon (1995), Green, Tigges, and Diaz (1999), Korenman and Turner (1996), and Mier and Giloth (1985; but see Elliott and Sims 2001). Rather than exclusion from white networks (e.g., Royster 2003), the emphasis in the liter- ature has shifted to minorities’over-reliance on ethnic networks. Thus, the imagery that emerges from these studies is that minorities are stuck in Networks, Race, and Hiring Roberto M. Fernandez Isabel Fernandez-Mateo MIT Sloan School of Management London Business School It is common for scholars interested in race and poverty to invoke a lack of access to job networks as one of the reasons that African Americans and Hispanics face difficulties in the labor market. Much research has found, however, that minorities do worse when they use personal networks in job finding. Research in this area has been hampered by the complicated and multi-step nature of the job-finding process and by the lack of appropriate comparison data for demonstrating the various ways in which minorities can be isolated from good job opportunities. We seek to specify what it means to say that
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}