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More Than One Way: How Migrants Are Able To Achieve Belonging Beyond Their Legal Status, Claudia Soto
More Than One Way: How Migrants Are Able To Achieve Belonging Beyond Their Legal Status, Claudia Soto
Theses and Dissertations
Is legal status a master status for migrant belonging? If not, how do other factors--such as social networks, religious participation, language and cultural familiarity--shape belonging? Over the past few years, some migration scholars have suggested that legal status is a "master status"which determines migrant outcomes (Gonzales 2015). Other literature suggests that migrant outcomes are determined by a variety of factors, asserting that migrant experiences can be better understood by studying the interaction between these factors (Enriquez 2017; Valdez and Golash-Boza 2020). Utilizing 73 semi-structured interviews with migrants in Utah, I compare the experiences of refugees, permanent migrants, temporary migrants, and …
Nhl Data, Mikaela J. Dufur, Tom Leppard, Kevin Shafer, Jonathan Jarvis
Nhl Data, Mikaela J. Dufur, Tom Leppard, Kevin Shafer, Jonathan Jarvis
ScholarsArchive Data
These data include two data sets. The first, NHL Data.csv, contains information on professional North American hockey players in the National Hockey League (NHL) in the 2018-2019 season. The data include information on players' race, ethnicity, position, captaincy status, penalty minutes, and physical characteristics. The second data set, NHL Exec.csv, contains data on general managers and head coaches of NHL teams during the 2018-2019 season. The data include information on executives' ethnicity and position.
Increasing Workplace Diversity: Evidence From A Recruiting Experiment At A Fortune 500 Company, Jeffrey A. Flory, Andreas Leibbrandt, Christina Rott, Olga B. Stoddard
Increasing Workplace Diversity: Evidence From A Recruiting Experiment At A Fortune 500 Company, Jeffrey A. Flory, Andreas Leibbrandt, Christina Rott, Olga B. Stoddard
Faculty Publications
While many firms have set ambitious goals to increase diversity in their ranks, there is a dearth of empirical evidence on effective ways to reach them. We use a natural field experiment to test several hypotheses on effective means to attract minority candidates for top professional careers. By randomly varying the content in recruiting materials of a major financial services corporation with more than 10,000 employees, we find that signaling explicit interest in employee diversity more than doubles the interest in openings among racial minority candidates, as well as the likelihood that they apply and are selected. Impacts on gender …