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First as a journalist and then a publicist at Warner Brothers Records for nearly twenty years, Barbara Charone has experienced, first-hand, the changes in the cultural landscape. Access All Areas is a personal, insightful and humorous memoir packed with stories of being on the cultural frontline, from first writing press releases on a typewriter driven by Tip Ex, then as a press officer for heavy metal bands taking the bus up to Donnington Festival with coffee, croissants and the much more popular sulfate. To taking on Madonna, an unknown girl from Detroit, and telling Smash Hits 'you don't have to run the piece if the single doesn't chart', and becoming a true pioneer in music, Charone continues to work with the biggest names in music, including Depeche Mode, Robert Plant, Foo Fighters and Mark Ronson at her agency MBCPR. The story of how a music-loving, budding journalist from a Chicago suburb became the defining music publicist of her generation, Access All Areas is a time capsule of the last fifty years, told through the lens of music.

Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, corporate personnel experts--not Congress or the courts--were the ones who determined what equal opportunity meant in practice, designing changes in how employers hire, promote, and fire workers, and ultimately defining what discrimination is, and is not, in the American imagination. Dobbin shows how Congress and the courts merely endorsed programs devised by corporate personnel. He traces how the first measures were adopted by military contractors worried that the Kennedy administration would cancel their contracts if they didn't take \"affirmative action\" to end discrimination. These measures built on existing personnel programs, many designed to prevent bias against unionists. Dobbin follows the changes in the law as personnel experts invented one wave after another of equal opportunity programs. He examines how corporate personnel formalized hiring and promotion practices in the 1970s to eradicate bias by managers; how in the 1980s they answered Ronald Reagan's threat to end affirmative action by recasting their efforts as diversity-management programs; and how the growing presence of women in the newly named human resources profession has contributed to a focus on sexual harassment and work/life issues.

\"Musician and technology phenom Shavone Charles explores how curiosity and nerve led her from a small college in Merced, California, to some of the most influential spaces in the tech world: from Google to Twitter to eventually landing a spot on the coveted Forbes 30 Under 30 list. Grateful for being the first in many spaces, but passionate about being neither the last nor the only, Charles tells her story in the hopes of guiding others and shaping a future where people, particularly women of color, feel empowered to make space for themselves and challenge society's status quos\"-- Provided by publisher.

How is it that recipients of white privilege deny the role they play in reproducing racial inequality? Racing for Innocence addresses this question by examining the backlash against affirmative action in the late 1980s and early 1990s—just as courts, universities, and other institutions began to end affirmative action programs. This book recounts the stories of elite legal professionals at a large corporation with a federally mandated affirmative action program, as well as the cultural narratives about race, gender, and power in the news media and Hollywood films. Though most white men denied accountability for any racism in the workplace, they recounted ways in which they resisted—whether wittingly or not— incorporating people of color or white women into their workplace lives. Drawing on three different approaches—ethnography, narrative analysis, and fiction—to conceptualize the complexities and ambiguities of race and gender in contemporary America, this book makes an innovative pedagogical tool.

COVID-19 starkly reveals how structural injustice cuts short the lives of people subjected to systemic racism and economic deprivation.2 4 It is not, however, the only crisis at hand.Since the May 25, 2020, murder of George Floyd, a 46year-old African American man, by the Minneapolis, Minnesota, police, protests have coursed through cities and towns across the United States, denouncing structural racism and police violence,5-7 fueled, too, by COVID-19's disproportionate toll on US populations of color.2 4 In a context in which US police kill upwards of 1000 people peryear-nearly three per day, disproportionately Black Americans, and vastly more than in any other wealthy country5,6 -the last straw was Floyd's horrific murder.7 Floyd died because he could not breathe, because police officer Derek Chauvin knelt on his neck for an agonizing 8 minutes and 46 seconds-in open view, as videoed for all to see, while three other police standing nearby failed to intervene.The current upsurge ofprotest builds on the leadership of so many groups, perhaps most prominently Black Lives Matter, founded in 2013 by three radical Black women organizers-Alicia Garza, Patrisse Cullors, and Opal Tometi-in response to the acquittal of Trayvon Martin's vigilante murderer, George Zimmerman, and which rapidly grew in the wake of Michael Brown's killing by Ferguson, Missouri, police officer Darren Wilson in 2014.8 Also feeding these protests is the post-2016 rise in hate crimes,9 coupled with overt expressions of racism, both by word and by policies, at the highest levels of the US . 2,10 government.

The U.S. military is a massive institution, and its policies on sex, gender, and sexuality have shaped the experiences of tens of millions of Americans, sometimes in life-altering fashion. The essays in Managing Sex in the U.S. Military examine historical and contemporary military policies and offer different perspectives on the broad question: \"How does the U.S. military attempt to manage sex?\" This collection focuses on the U.S. military's historical and contemporary attempts to manage sex-a term that is, in practice, slippery and indefinite, encompassing gender and gender identity, sexuality and sexual orientation, and sexual behaviors and practices, along with their outcomes. In each chapter, the authors analyze the military's evolving definitions of sex, sexuality, and gender, and the significance of those definitions to both the military and American society.

No detailed description available for \"Mexican Women in American Factories\".

Background Maternal mortality and morbidity rates in the United States (US) among racially minoritized populations have continued to worsen over the past decade. Reviews have examined the perinatal healthcare experiences and outcomes of Black individuals in the US. However, few reviews have examined perinatal healthcare providers’ experiences practicing in the US healthcare system. The purpose of this review was to comprehensively assess the current evidence and knowledge gaps related to perinatal healthcare providers’ perspectives on providing respectful maternity care to Black patients. Method A literature search was conducted via PubMed, Embase, Web of Science, and CINAHL using appropriate search terms. This scoping review was conducted in accordance with the Preferred Reporting Items for Systematic Review and Meta-analysis extension for Scoping Reviews guidelines and by the Joanna Briggs Institute enhanced scoping review framework. Results The first and second database searches yielded 764 and 819 articles respectively (2013–2023). An updated search yielded a total of 1,592 articles (2013–2024). Thirty-nine studies met full text review, 14 studies were ultimately included in this review (11 qualitative, two quantitative, and one mix-method). Thematic synthesis of studies in this review yielded a six-component typology of providers’ views and experiences on respectful maternity care in the US. The themes were (1) being free from harm and mistreatment such as physical and verbal abuse; (2) developing rapport between providers and women; (3) meeting professional standards of care such as seeking consent and not performing procedures against patients’ wishes; (4) avoiding discrimination based on age, race/ethnicity, and medical conditions, and low socioeconomic status; (5) health system constraints and facilitators; and (6) macro-level, external constraints, and facilitators. Conclusion Findings from this review showed that providers’ descriptive narratives mirrors the body of evidence on individual pregnant women’s accounts of mistreatment while navigating perinatal care. However, none of the fourteen studies focused on providers admitting to their own practices that are or could be deemed disrespectful. Future research on the topic of this scoping review would benefit from looking at perinatal care providers’ willingness to admit to and be accountable for their disrespectful practices. More research is necessary to fully understand and disrupt dehumanizing perinatal care practices. Registration This review has been registered with the Open Science Framework ( https://doi.org/10.17605/OSF.IO/DQXG2 ).

In All I Want Is a Job!, Mary Gatta puts a human face on workforce development policy. An ethnographic sociologist, Gatta went undercover, posing as a client in a New Jersey One-Stop Career Center. One-Stop Centers, developed as part of the federal Workforce Investment Act, are supposed to be an unemployed worker's go-to resource on the way to re-employment. But, how well do these centers function? With swarms of new clients coming through their doors, are they fit for the task of pairing America's workforce with new jobs? Weaving together her own account with interviews of jobless women and caseworkers, Gatta offers a revealing glimpse of the toll that unemployment takes and the realities of social policy. Women—both educated and unskilled—are particularly vulnerable in the current economy. Since they are routinely paid less than their male counterparts, economic security is even harder for them to grasp. And, women are more easily tracked into available, low-wage work in sectors such as retail or food service. Originally designed to pair job-ready workers with available openings, the current system is ill fitted for diverse clients who are seeking gainful employment. Even if One-Stops were better suited to the needs of these workers, good jobs are scarce in the wake of the Great Recession. In spite of these pitfalls, Gatta saw hope and a sense of empowerment in clients who got intensive career counseling, new jobs, and social support. Drawing together tales from the frontlines, she highlights the promise and weaknesses of One-Stop Career Centers, recommending key shifts in workforce policy. America deserves a system that is less discriminatory, more human, and better able to assist women and their families in particular. The employed and unemployed alike would be better served by such a system—one that would meaningfully contribute to our economic recovery and future prosperity.

Research demonstrates health disparities between gender-minority individuals and cisgender individuals. These disparities arise from multiple sources, including negative health care experiences. This study examines interactions between transgender and gender non-binary (TGGNB) individuals and their health care providers. We analyzed 119 participants' descriptions of positive and negative health care experiences, and what they wish providers knew about caring for TGGNB patients. Health care experiences went well when providers and staff used inclusive language, demonstrated their experience and education, and treated identity disclosure as routine. Negative interactions were characterized by misgendering, unfamiliarity with TGGNB people and health issues, and transphobic practices. Participants wished providers understood their health concerns, did not expect their patients to educate them, and created a welcoming clinical environment. Medical educators, administrators, and providers share responsibility for improving TGGNB patient experiences. Through a framework of cultural safety, we recommend several changes to ensure more equitable treatment in health care.