Title,Citation,Topic_area,Study_type,Study_evidence_rating,Outcome_effectiveness,Findings,Intervention_program,Topics,Target_population,Firm_characteristics,Geographic_setting,Original_publication_date,Original_publication_link
"Developmental students' persistence towards graduation in paired coursework programs among African American and Latino males in community colleges","Davis, E. (2018). Developmental students' persistence towards graduation in paired coursework programs among African American and Latino males in community colleges. (Doctoral dissertation). Retrieved from ProQuest Dissertations and Theses database.","Community College","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Education and skills gains-Low-Favorable impacts
      
    
  
              


      
            Education and skills gains","Summary:

The study’s objective was to examine the impact of accelerated paired courses on male African American and Latino students’ academic persistence.
The study used a nonexperimental design to compare the outcomes of students who completed paired coursework to students who did not. The author examined enrollment and course completion using college administrative records.
The study found that students who completed paired coursework were significantly more likely to enroll in college the following semester than students in the comparison group.
The quality of causal evidence presented in this report is low because the author did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to the paired coursework; other factors are likely to have contributed.","Accelerated paired courses","Community college education and other classroom training","Adult, Male, Black or African American, Hispanic of any race",,"United States",2018,https://jscholarship.library.jhu.edu/handle/1774.2/59950
"Does “ban-the-box” help or hurt low-skilled workers? Statistical discrimination and employment outcomes when criminal histories are hidden","Doleac, J. L., & Hansen, B. (2016). Does “ban-the-box” help or hurt low-skilled workers? Statistical discrimination and employment outcomes when criminal histories are hidden. (NBER Working Paper No. 22469). Cambridge, MA: National Bureau of Economic Research.",Reentry,"Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

	The study’s objective was to examine how preventing employers from asking about an applicant’s criminal record in the early stage of the hiring process (ban-the-box) affected employment outcomes for low-skilled African American and Hispanic men ages 25 to 34.
	The authors use a nonexperimental difference-in-differences design to compare the employment probability of White non-Hispanic, African American non-Hispanic, and Hispanic men in areas that adopted ban-the-box policies with the employment probability of their counterparts in areas that did not adopt ban-the-box policies. The authors use a linear probability model to estimate employment outcomes. Information on study participant characteristics were from the Current Population Survey in 2004 to 2014.
	The study found that the probability of African American men obtaining employment was 3.4 percentage points lower among those who lived in areas with ban-the-box policies than among those who did not. In addition, the authors found that ban-the-box policies reduced the probability of African American men obtaining employment by 5.1 percentage points between one and two years after the policy went into effect, by 8.3 percentage points between three and four years afterward, and by 2.3 percentage points four or more years afterward. The study found no statistically significant relationships between ban-the-box policies and employment outcomes for Hispanic men.
	The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to the ban-the-box policies, but other factors might also have contributed.",Ban-the-Box,Reentry,"Male, Black or African American, Hispanic of any race",,"United States",2016,https://www.nber.org/papers/w22469.pdf
"Employment outcomes among African American and white women with disabilities: Examining the inequalities.","Balcazar, F. E., & Suarez-Balcazar, Y. (2015). Employment outcomes among African American and white women with disabilities: Examining the inequalities. Women, Gender, and Families of Color, 3(2), 144-164.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-No impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of adult vocational rehabilitation (VR) services on employment outcomes for African American and white women.
The authors used a statistical model and data from a Midwestern state VR system to compare the odds of employment after completing VR services for older versus younger women.
The study found no significant difference in employment outcomes between older and younger women who completed VR services.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before receiving VR services. This means we are not confident that the estimated effects are attributable to participation in VR services; other factors are likely to have contributed.","Vocational Rehabilitation (VR) Services","Vocational rehabilitation","Adult, Older worker, Female, Black or African American, White, Disability",,"United States",2015,
"Sustained gains: Year Up’s continued impacts on young adults’ earnings","Roder, A., & Elliott, M. (2014). Sustained gains: Year Up’s continued impacts on young adults’ earnings. New York: Economic Mobility Corporation.","Opportunities for Youth","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Mod/high-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Education and skills gains-Mod/high-No impacts
      
    
  
              


      
            Education and skills gains
      


  
      
            Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the effect of the Year Up program on employment, earnings, and education outcomes. Year Up is an intensive, yearlong program that provides training and internships in financial operations and information technology for young adults from low-income urban communities.
About 200 students in three cities were randomly assigned to the treatment group, which was eligible to participate in Year Up beginning in September 2007, or the control group, which was not eligible to participate in Year Up in 2007. Members of the control group were eligible to reapply to the program after 10 months, and many did. The authors compared the outcomes of the treatment and control groups using data collected through telephone interviews with participants four years after random assignment.
The authors reported a positive, statistically significant impact of Year Up on earnings measured three years after random assignment, but these impacts did not extend to the fourth year after random assignment. Cumulatively, treatment group members earned $13,645 more than the control group over years 2 through 4 after random assignment, and they were more likely to have been employed in a field targeted by the program.
The quality of the causal evidence presented in this study is moderate because, although it was based on a randomized controlled trial with high attrition, the authors demonstrated that the treatment and control groups were similar before the intervention. This means we have confidence that the estimated effects are attributable at least in part to Year Up, although other factors could also have contributed.","Year Up","Basic skills Other training and education Work based and other occupational training Youth programs","Youth, Black or African American, Hispanic of any race, Low-skilled, Low income",,"United States, Urban",2014,http://economicmobilitycorp.org/uploads/sustained-gains-economic-mobility-corp…
"Mentoring practices proven to broaden participation in STEM disciplines","Crumpton-Young, L., Elde, A., & Ambrose, K. (2014, June). Mentoring practices proven to broaden participation in STEM disciplines. Paper presented at 2014 American Society for Engineering Education Annual Conference, Indianapolis, IN.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	The study identified effective mentoring practices, mostly at postsecondary institutions, for women and minority students in science, technology, engineering, and mathematics (STEM) fields.
	The authors surveyed 25 randomly selected mentor programs or individuals who received a National Science Foundation award for being successful in mentoring students who are typically underrepresented (including women) in STEM. The survey asked award recipients to rate their performance on 22 mentoring practices using a scale ranging from not doing well to doing exceptionally well. The authors deemed those mentoring practices rated most highly as best practices.
	The study found that the highest-rated mentoring practices were being passionate about mentees and their development, creating opportunities for mentees, setting high expectations for mentees’ performance, providing needed support to mentees, and respecting mentees’ confidentiality. Conversely, the lowest-rated practices set the mentor in an authoritative light and included providing constant feedback to and having constant contact with mentees.",,"Mentoring Science, Technology, Engineering, and Math (STEM) programs","Youth, Female, Black or African American, Asian, Hispanic of any race, Multiracial, American Indian or Alaska Native, Native Hawaiian or other Pacific Islander",,"United States",2014,https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&ved=0ahUKEwiM7t…
"The persistent effect of temporary affirmative action","Miller, C. (2014). The persistent effect of temporary affirmative action (Unpublished job market paper). Cambridge, MA: MIT Department of Economics.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to determine the effect of affirmative action requirements for federal contractors through Executive Order 11246 on African American employment shares at the establishment level.
The study used establishment transitions between federal contractor and non-contractor status to pinpoint the effects of affirmative action regulation using multiple regression analysis. The author based his analysis on EEO-1 Employer Information Report files from 1978–2004.
The study found that federal contractors subject to the affirmative action Executive Order increased African American employment share by 0.13–0.15 percentage points each year relative to non-contractors not subject to the Order.
The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to affirmative action requirements under Executive Order 11246, but other factors might also have contributed.","Executive Order 11246","Executive Order 11246 (E.O. 11246)","Black or African American",,"United States",2014,http://economics.cornell.edu/sites/default/files/files/events/Conrad.Miller_jmp…
"Accelerating change for women faculty of color in STEM: Policy, action, and collaboration","Institute for Women’s Policy Research. (2013). Accelerating change for women faculty of color in STEM: Policy, action, and collaboration. Washington, DC: Institute for Women’s Policy Research.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		This report highlighted a 2013 convening of stakeholders who discussed barriers to becoming successful STEM faculty for black, Hispanic, and Native American women, and strategies to overcome those barriers. The Institute for Women’s Policy Research organized the convening.
		The report was compiled from a series of conference sessions presented at the convening by about 50 experts from various academic, political, corporate, and community sectors. Session topics included the current status of women of color in STEM, areas of progress and nonprogress, and current initiatives to increase the representation of women of color in STEM faculty positions. Attendees provided recommendations for improvement.
		Conference representatives identified three main barriers to the advancement of minority female faculty: workplace climate policies that did not meet the needs of female faculty of color, a lack of multicultural perspectives, and a lack of embracement of diversity in academic departments. Health, financial, and family issues and obligations; high community service demands; and a lack of social support also created unique challenges for this population.
		Recommendations for improvement included raising awareness of underrepresentation of minority women in STEM faculty positions, monitoring and publicizing institutions’ progress on diversity in STEM faculty, and tailoring faculty mentoring programs or tools to effectively serve female faculty of color.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, STEM professional, Black or African American, Hispanic of any race, American Indian or Alaska Native","Professional, scientific, and technical services","United States",2013,http://www.iwpr.org/publications/pubs/accelerating-change-for-women-faculty-of-…
"Affirmative action bans and minority employment: Washington State’s Initiative 200","Colello, A. (2011). Affirmative action bans and minority employment: Washington State’s Initiative 200. Washington, DC: Georgetown University.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to assess the effect of Washington State’s Initiative 200 (I-200), which repealed affirmative action statewide, on racial and ethnic minority employment and wages.
Using the Current Population Survey (CPS) outgoing rotation groups from 1993 to 1996 and 2000 to 2003, the author compared changes in racial and ethnic minority employment and wages relative to white employment and wages in Washington State to the corresponding changes in the rest of the United States.
After the state’s affirmative action repeal, Washington State residency was associated with a 4.1 percentage point increase in unemployment for African Americans relative to whites.
The quality of causal evidence provided in this study is low. This means that we are not confident that the estimated effects were attributable to I-200; other factors are likely to have contributed.","Washington State's I-200","Affirmative action","Black or African American",,"United States",2011,http://hdl.handle.net/10822/553693
"Questioning a white male advantage in STEM: Examining disparities in college major by gender and race/ethnicity","Riegle-Crumb, C., & King, B. (2011). Questioning a white male advantage in STEM: Examining disparities in college major by gender and race/ethnicity. Educational Researcher, 39(9), 656-664.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		The study's objective was to examine differences in students’ likelihood of majoring in a science, technology, engineering, and mathematics (STEM) field, based on gender and ethnicity.
		The study used statistical methods to estimate the likelihood of majoring in the physical sciences or engineering, or in the biological sciences, versus non-STEM fields. The authors also examined this likelihood for traditionally underrepresented groups (white, black, and Hispanic women and black and Hispanic men) compared to white men. The analyses controlled for student socioeconomic factors, delayed college entry, academic preparation, and attitudes toward math. Data sources included students’ high school transcripts and surveys conducted through the Educational Longitudinal Study of 2002.
		The study found that white and Hispanic women were less likely to major in the physical sciences or engineering, versus a non-STEM major, than white men. Black women were also less likely to major in a physical science or engineering field than white men, but the gap was slightly smaller.
		In contrast to the large gender gaps evident in the choice of physical science and engineering majors, there were no differences between the gender/ethnicity groups in the likelihood of majoring in a biological sciences field compared to a non-STEM field. The study found that academic preparation and attitudes toward math rarely explained why men were more likely to choose a STEM major than women.",,"Youth programs Science, Technology, Engineering, and Math (STEM) programs","Youth, Female, Male, White, Black or African American, Hispanic of any race",,"United States",2011,
"Enforcement of civil rights law in private workplaces: The effects of compliance reviews and lawsuits over time","Kalev, A., & Dobbin, F. (2006). Enforcement of civil rights law in private workplaces: The effects of compliance reviews and lawsuits over time. Law & Social Equity, 31(4), 855-903.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to examine the effectiveness of compliance reviews by the Office of Federal Contract Compliance Programs (OFCCP) and lawsuits initiated by individuals or the Equal Employment Opportunity Commission (EEOC) in reducing discrimination against women and African Americans in management positions.
The authors applied a fixed-effects regression model to workforce data in the EEO-1 Employer Information Reports. These data were supplemented by a survey of compliance enforcement activities administered to a random sample of establishments drawn from the EEO-1 reports.
The study found that compliance reviews begun in the 1970s increased an establishment’s share of women and African Americans employed as managers, not only in the 1970s but also through the 1980s and 1990s.
The quality of causal evidence presented in this report is low because the study did not adequately control for existing differences between the study groups. This means we are not confident that the estimated effects are attributable to OFCCP compliance reviews or to lawsuits. Other factors are likely to have contributed.","the Civil Rights Act of 1964 and Affirmative Action Executive Orders","Civil Rights Act of 1964 Equal Employment Opportunity Act of 1972 Executive Order 11246 (E.O. 11246)","Female, Black or African American",,"United States",2006,
"A comparison of two Welfare-to-Work strategies among African American women in Atlanta, Georgia. (Unpublished doctoral dissertation).","Wilson-Brewster, V.L. (2006). A comparison of two Welfare-to-Work strategies among African American women in Atlanta, Georgia. (Unpublished doctoral dissertation). Capella University, Minneapolis, Minnesota.","Low-Income Adults","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the effectiveness of two welfare-to-work programs—the Labor Force Attachment (LFA) program and the Human Capital Development (HCD) program—on the employment and earnings of African American women 25, 35, and 45 years old in Atlanta.
The author analyzed a subsample of participants in the National Evaluation of Welfare-to-Work Strategies (NEWWS) study. The study was a randomized controlled trial that assigned individuals within a geographic location to one of three groups: LFA, HCD, or a control group.
The study found that women in the 35-year-old group who participated in LFA or HCD had higher earnings and needed less time to find a job than those in the other age cohorts.
The quality of causal evidence presented in this report is low because the study was a randomized controlled trial with unknown attrition and the authors did not account for preexisting differences between the groups being compared in their analysis. This means we are not confident that the estimated effects are attributable to LFA or HCD programs; other factors are likely to have contributed.","Labor Force Attachment (LFA) and Human Capital Development (HCD)","Other employment and reemployment Other training and education","Female, Black or African American, Low income, Parent",,"United States, Urban",2006,
"The labor market effects of sex and race discrimination laws.","Neumark, D., & Stock, W. (2006). The labor market effects of sex and race discrimination laws. Economic Inquiry, 44(3), 385-419.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the effect of state-level sex and race discrimination laws passed before 1960 on employment and earnings outcomes for women and African Americans.
The authors used a triple difference estimator including state, year, and subgroup variables. The primary data source was U.S. Census data from 1940 to 1960.
The study found that sex-related equal pay laws had negative, statistically significant effects on women’s employment relative to men and a growing positive effect on women’s earnings relative to men over time. Racial discrimination laws had no significant immediate effects on employment or earnings for African American men compared with white men in the short term, but there were positive effects after the laws were in effect for a number of years.
The quality of causal evidence presented in this report is low. This means we are not confident that the estimated effects were attributable to the state sex and race discrimination laws; other factors are likely to have contributed.","State Sex and Race Discrimination Laws","Affirmative action","Female, Male, Black or African American",,"United States",2006,
"The effect of court-ordered hiring quotas on the composition and quality of police","McCrary, J. (2006). The effect of court-ordered hiring quotas on the composition and quality of police. National Bureau of Economic Research working paper no. 12368. Cambridge, MA: NBER.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to examine the effect of litigation for claims of hiring discrimination on the representation gap of African Americans in U.S. police and fire departments.
The author examined Equal Employment Opportunity (EEO-4) State and Local Government Report data from 1973 to 1999 for 314 major U.S. cities. The author also examined additional data covering 1960 to 1973 for 120 cities, collected from a variety of historical sources. 
The study found that the difference in the African American representation gap between litigated and unlitigated cities diminished and almost completely disappeared by 1999.
The quality of causal evidence provided in this study is low because the author did not control for pre-existing differences between unlitigated and litigated cities. This means that we are not confident that the estimated effects are attributable to hiring discrimination litigation. Other factors are likely to have contributed.","litigation related to hiring discrimination","Civil Rights Act of 1964 Equal Employment Opportunity Act of 1972","Black or African American","Other services","United States",2006,http://www.nber.org/papers/w12368.pdf
"The impact of Equal Employment Opportunity Commission enforcement on the wages of African American and white women, 1988–1996","Wilhelm, S. (2002). The impact of Equal Employment Opportunity Commission enforcement on the wages of African American and white women, 1988–1996. The Review of Black Political Economy, 30(2), 25-51.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages","Summary:


The study’s objective was to examine the impact of employment discrimination charges filed with the Equal Employment Opportunity Commission (EEOC) on the wages of African American and white women.
The author used regression analyses to compare the effects of sex- and race-based discrimination charges within an industry in a given year on the wages of African American and white women from 1988 to 1996. Data came from the Current Population Survey and the EEOC National Database.
The study found that increases in employment discrimination charges based on sex were positively correlated with increases in wages for both African American and white women. 
The quality of causal evidence provided in this study is low because the study did not adequately control for existing differences between the study groups. This means that we are not confident that the estimated effects are attributable to EEOC enforcement. Other factors are likely to have contributed.","Equal Employment Opportunity Commission Enforcement","Equal Employment Opportunity Act of 1972","Female, Black or African American, White",,"United States",2002,
"The labor market impact of state-level anti-discrimination laws","Collins, W. (2001). The labor market impact of state-level anti-discrimination laws. National Bureau of Economic Research working paper no. 8310. Cambridge, MA: NBER.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Mixed impacts
      
    
  
              


      
            Employment","Summary:


This study’s objective was to assess the impact of state-level fair employment legislation, enacted in the 1940s through the 1960s, on labor market outcomes including income, unemployment, and labor force participation, by gender and race.
The study used a nonexperimental design, drawing on data from the 1940, 1950, and 1960 decennial U.S. Censuses for 19 non-southern states.
The study found that state-level fair employment laws adopted in the 1940s had larger positive effects on the relative income of African American workers than those adopted in the 1950s. In contrast, laws adopted in the 1950s led to larger increases in African American male unemployment but larger increases in African American women’s labor force participation. Only states that implemented the laws in the 1940s experienced a narrowed income gap between white and African American workers.
The quality of causal evidence presented in this report is low because the author did not demonstrate that the states that adopted fair employment legislation when they did were comparable to those that did not adopt or adopted at a later time. This means we are not confident that the estimated effects are attributable to state-level fair employment legislation. Other factors are likely to have contributed.","State-level Fair Employment Legislation","Affirmative action","Black or African American, Female, Male",,"United States",2001,http://www.nber.org/papers/w8310.pdf
"Antidiscrimination measures of the 1960s and occupational mobility: Evidence for black American men","Fosu, A. (2000). Antidiscrimination measures of the 1960s and occupational mobility: Evidence for black American men. Journal of Labor Research, 21(1), 169-180.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to assess the effect of the Civil Rights Act of 1964 on the occupational status of African American men in the United States.
Using labor force statistics derived from the Current Population Survey and other sources, the author used an interrupted time series design to estimate the occupational status of black men relative to white men from 1958 to 1981, specifically focusing on differences after the Civil Rights Act of 1964.
The study found a positive trend in the occupational status of African American men relative to white men over the entire 1958–1981 period and a larger positive trend for years after 1964. The author estimated that about half of the rise in relative earnings for African American men from 1964 to 1981 could be attributed to increased occupational status.
The quality of causal evidence provided in this study is low because the author examined only one demonstration of the intervention. This means that we are not confident that the estimated effects are attributable to the passage of the Civil Rights Act of 1964. Other factors are likely to have contributed.","the Civil Rights Act of 1964","Civil Rights Act of 1964","Black or African American",,"United States",2000,
"Using establishment size to measure the impact of Title VII and affirmative action","Carrington, W.J., McCue, K., & Pierce, B. (2000). Using establishment size to measure the impact of Title VII and affirmative action. Journal of Human Resources, 35(3): 503-523.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-No impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-No impacts
      
    
  
              


      
            Employment","Summary:

This study’s objective was to assess the impact of the Civil Rights Act of 1964 (the Civil Rights Act) and subsequent affirmative action executive orders on the employment share of African American employees at larger employers (which were subject to those laws) and the African American–white wage gap.
The authors examined trends in the annual employment shares of African American men, African American women, white men, and white women at employers in different size classes. They also assessed the contributions of individual- and firm-level factors to the gaps in wages earned by African American and white workers over time. Analyses used March Current Population Survey Annual Demographic Survey (1964–1988) linked with County Business Pattern data.
The authors estimated that the Civil Rights Act and affirmative action increased the share of African American men and women employed by large firms. In addition, the authors found that a substantial proportion of African American–white wage convergence during the study period was attributable to African American employees’ growing employment share at large firms.
The quality of causal evidence presented in this report is low. This means that we are not confident that the observed changes in employment are attributable to the Civil Rights Act and affirmative action; other factors are likely to have contributed.","the Civil Rights Act of 1964 and Affirmative Action Executive Orders","Affirmative action Civil Rights Act of 1964 Executive Order 11246 (E.O. 11246)","Black or African American",,"United States",2000,
"The impact of federal civil rights policy on black economic progress: Evidence from the Equal Employment Opportunity Act of 1972","Chay, K. (1998). The impact of federal civil rights policy on black economic progress: Evidence from the Equal Employment Opportunity Act of 1972. Industrial and Labor Relations Review, 51(4), 608-632.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Mod/high-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to examine the impact of the 1972 Equal Employment Opportunity Act (EEOA) on employment, earnings, and occupational outcomes of African American men.
The study used a non-experimental design that used regression analysis for impact evaluation. The author used data from the 1968–1980 Current Population Survey (CPS).
This study found that the 1972 EEOA had positive impacts on the employment, earnings, and occupational status of African American men in the South in industries with more than 50 percent of workers employed in small establishments covered by the law.
The quality of causal evidence presented in this study is moderate because it was based on a strong non-experimental design. This means we are somewhat confident that the estimated effects are attributable to the 1972 EEOA, but other factors might also have contributed.","the 1972 Equal Employment Opportunity Act","Civil Rights Act of 1964 Equal Employment Opportunity Act of 1972","Male, Black or African American","Small business","United States",1998,
"The effect of federal contractor status on racial differences in establishment-level employment shares: 1979–1992.","Rodgers, W., & Spriggs, W. (1996). The effect of federal contractor status on racial differences in establishment-level employment shares: 1979–1992. The American Economic Review 86(2), 290–293.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Mixed impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to assess the effect of Executive Order 11246, a 1965 directive that subjected federal contractors to stringent antidiscrimination standards, by comparing the proportion of minority employees among federal contracting firms who were covered by such policies to the share among other private organizations that were not covered.
The authors analyzed the effect of federal contractor status on racial and ethnic groups’ shares of a firm’s employment while also accounting for other establishment-level differences using data from the 1979–1992 Employer Information Report EEO-1 files.
The study found that by 1992, the African American employment share was 1.36 percentage points higher among federal contractors than at an average EEO-1 reporting company. For Hispanics, however, federal contractor status had the opposite effect; it decreased the proportion of Hispanic employees by 0.45 percentage points in 1992.
The quality of causal evidence presented in this study is low. This means we are not confident that the estimated effects are attributable to Executive Order 11246; other factors are likely to have contributed.","Executive Order 11246","Executive Order 11246 (E.O. 11246) Civil Rights Act of 1964","Asian, Black or African American, Hispanic of any race",,"United States",1996,
"Some new historical evidence on the impact of affirmative action: Detroit, 1972","Hyclak, T., Taylor, L., & Stewart, J. (1992). Some new historical evidence on the impact of affirmative action: Detroit, 1972. The Review of Black Political Economy, 21(2), 81-98.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to examine the effect of federal affirmative action reporting requirements on Detroit firms’ hiring of minorities into managerial positions in 1972.
The authors compared the probability that minority candidates applied to and were hired for managerial positions at firms that were and were not subject to affirmative action reporting requirements. The sample comprised 99 Detroit firms that fully responded to the 1972 Detroit Area Study survey.
The study found that firms subject to affirmative action reporting requirements were significantly more likely to hire African American males than firms not subject to the requirements.
The quality of causal evidence presented in this report is low because the authors did not adequately control for existing differences between firms that were and were not subject to affirmative action reporting requirements. This means we are not confident that the estimated effects are attributable to affirmative action reporting requirements. Other factors are likely to have contributed.","the Civil Rights Act of 1964 and Affirmative Action reporting requirements","Affirmative action Civil Rights Act of 1964 Equal Employment Opportunity Act of 1972","Adult, Black or African American",,"United States",1992,