Soc 338

• Frictional
• Cyclical
• Structural

Results from unavoidable delays netween jobs, such as when a person moves to a new location

gap between available work and people needing work during a temporary economic downturn

chronic gap between the number of jobs the conomy provides and the number of people seeking work

employment that is inadequate for the workers in terms of income, hours of work, or use ofthe worker's skills

jobs generally viewed as inadequate because they do not meet community norms for wage, hours, or use of worker skills

non-permanent employment whos continuity depends upon the availability of work

government mandated hiring procedures that attempt to compensate for past discrimination through hiring goals, preferncial consideration among otherwise equal candidates, or active recruitment of women or minority workers

An invisable barrier thats said to keep women and minorities out of high level government and corporate jobs

Hiring of a few minorities or women in an occupation as token adherence to diversity goals

• Racial quotas in employment and education are numerical requirements for hiring, promoting, admitting and/or graduating members of a particular racial group.
• Racial quotas are often established as means of diminishing racial discrimination against those racial groups.
• Racial quotas are closely linked to notions of group rights, and special rights

These goals are directed to achieving a balanced work force. The nature of these goals is contingent upon the nature of any underrepresentations of women, minorities and persons with disabilities in any of the job categories/groups of the vendor's work force.

occupational differences in pay that include unequal rewards for equal qualifications and job demands between jobs that have typically been filled by men and those that have been typically been filled by women

• Civil Rights Act of 1964
• Affirmative Action

• job markets that operate to preserve jobs with better pay and greater security for dominant groups
• Primary- benefits, advancement
• Secondary- low wage, no benefits

channeling of women or minorities into jobs considered "appropriate" for them under the previaling ideas of the cultural division of labor

cultrual division of labor characterizing jobs by ones thought most appropriate for each gender

channeling of minority groups or women into restricted sets of oppupations

arises when employer bases hiring or promotion decisions on the average qualifications of a group , rather than on the idividual's qualifications

refers to those in the lower class who have access to only the most insecure and poorly paid jobs