by Race in the Workplace special correspondent Erica

Minority workers still fighting job recruiters’ misconceptions - The Clarion-Ledger
“‘The titans of business really don’t care about this issue,’ [executive recruiter Ken Arroyo Roldan] says. ‘They have this ‘I gave at the gate’ mentality. Many executives have been sensitized to death (about minorities) but at the end of the day, are they exposed to others? No. It’s a gated community of white males.’”

EEOC Wants to ‘E-Race’ Discrimination in the Workplace - NPR
Audio story. “Naomi Earp, chair of the Equal Employment Opportunity Commission, discusses the current state of discrimination in the workplace and their new anti-discrimination initiative.”

Mixed Messages on Affirmative Action - Inside Higher Ed
Explaining the nuances between the Supreme Court ruling last week rejecting the assignment of kids to schools based on race and the Supreme Court’s previous rulings on affirmative action in colleges and universities. (via Workplace Blog)

Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies - The American Sociological Review (PDF)
Diversity training and diversity evaluation for management was the least effective. Networking and mentorship were moderately effective. Establishing responsibility for diversity was most effective. (via Workplace Prof Blog)

Workplace Segregation in the United States: Race, Ethnicity, and Skill - IDEAS: Economics and Finance Research
“We define segregation based on the extent to which workers are more or less likely to be in workplaces with members of the same group.” “Only a tiny portion (3%) of racial segregation in the workplace is driven by education differences between blacks and whites, but a substantial fraction of ethnic segregation in the workplace (32%) can be attributed to differences in language proficiency.”

Recommended Reading is a weekly feature where we link to some of our favorite workplace-related blog posts and articles. If you would like to suggest a link to Erica, please email [email protected]