Intersections of Power and Privilege: Long-Term Trends in Managerial Representation
Abstract
This article examines post–Civil Rights Act trends in private sector managerial representation for white men, white women, black men, and black women. We examine how three factors affect changing access to managerial positions: (1) industrial restructuring, (2) the process of bottom-up ascription, and (3) organizational characteristics. Accounting for compositional shifts in the labor supply, we find that white male managerial overrepresentation remains virtually unchanged since 1966, even while other status groups make gains. A significant portion of the observed equal opportunity advance for women and blacks takes place in the expanding service sectors of the economy. We also find that female and minority gains are enhanced in larger and more managerially intensive workplaces. For all groups, managerial representation is increasingly tied to the presence of similar others in nonmanagerial jobs. Further examination reveals a new status hierarchy of managers and subordinates—a hierarchy wherein white men are likely to manage men of all races. White women, in comparison, are realizing a growing racial privilege in managing women of color.
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