Skip to main content
Back to Top

SSRC Library

The SSRC Library allows visitors to access materials related to self-sufficiency programs, practice and research. Visitors can view common search terms, conduct a keyword search or create a custom search using any combination of the filters at the left side of this page. To conduct a keyword search, type a term or combination of terms into the search box below, select whether you want to search the exact phrase or the words in any order, and click on the blue button to the right of the search box to view relevant results.

Writing a paper? Working on a literature review? Citing research in a funding proposal? Use the SSRC Citation Assistance Tool to compile citations.

  • Conduct a search and filter parameters as desired.
  • "Check" the box next to the resources for which you would like a citation.
  • Select "Download Selected Citation" at the top of the Library Search Page.
  • Select your export style:
    • Text File.
    • RIS Format.
    • APA format.
  • Select submit and download your citations.

The SSRC Library includes resources which may be available only via journal subscription. The SSRC may be able to provide users without subscription access to a particular journal with a single use copy of the full text.  Please email the SSRC with your request.

The SSRC Library collection is constantly growing and new research is added regularly. We welcome our users to submit a library item to help us grow our collection in response to your needs.


  • Individual Author: Moss, Philip; Tilly, Chris
    Reference Type: Book Chapter/Book
    Year: 2001

    Is the United States justified in seeing itself as a meritocracy, where stark inequalities in pay and employment reflect differences in skills, education, and effort? Or does racial discrimination still permeate the labor market, resulting in the systematic under hiring and underpaying of racial minorities, regardless of merit? Throughout the 1980s and early 1990s African Americans have lost ground to whites in the labor market, but this widening racial inequality is most often attributed to economic restructuring, not the racial attitudes of employers. It is argued that the educational gap between blacks and whites, though narrowing, carries greater penalties now that we are living in an era of global trade and technological change that favors highly educated workers and displaces the low-skilled.

    Stories Employers Tell demonstrates that this conventional wisdom is incomplete. Racial discrimination is still a fundamental part of the explanation of labor market disadvantage. Drawing upon a wide-ranging survey of employers in Atlanta, Boston, Detroit, and Los Angeles, Moss...

    Is the United States justified in seeing itself as a meritocracy, where stark inequalities in pay and employment reflect differences in skills, education, and effort? Or does racial discrimination still permeate the labor market, resulting in the systematic under hiring and underpaying of racial minorities, regardless of merit? Throughout the 1980s and early 1990s African Americans have lost ground to whites in the labor market, but this widening racial inequality is most often attributed to economic restructuring, not the racial attitudes of employers. It is argued that the educational gap between blacks and whites, though narrowing, carries greater penalties now that we are living in an era of global trade and technological change that favors highly educated workers and displaces the low-skilled.

    Stories Employers Tell demonstrates that this conventional wisdom is incomplete. Racial discrimination is still a fundamental part of the explanation of labor market disadvantage. Drawing upon a wide-ranging survey of employers in Atlanta, Boston, Detroit, and Los Angeles, Moss and Tilly investigate the types of jobs employers offer, the skills required, and the recruitment, screening and hiring procedures used to fill them. The authors then follow up in greater depth on selected employers to explore the attitudes, motivations, and rationale underlying their hiring decisions, as well as decisions about where to locate a business.

    Moss and Tilly show how an employer's perception of the merit or suitability of a candidate is often colored by racial stereotypes and culture-bound expectations. The rising demand for soft skills, such as communication skills and people skills, opens the door to discrimination that is rarely overt, or even conscious, but is nonetheless damaging to the prospects of minority candidates and particularly difficult to police. Some employers expressed a concern to race-match employees with the customers they are likely to be dealing with. As more jobs require direct interaction with the public, race has become increasingly important in determining labor market fortunes. Frequently, employers also take into account the racial make-up of neighborhoods when deciding where to locate their businesses.

    Ultimately, it is the hiring decisions of employers that determine whether today's labor market reflects merit or prejudice. This book, the result of years of careful research, offers us a rare opportunity to view the issue of discrimination through the employers' eyes. (author abstract) 

  • Individual Author: Holzer, Harry J.
    Reference Type: Report
    Year: 1996

    In this paper I use data from a recent survey of employers to investigate the effects of employer skill needs on the wage levels and employment of newly hired workers, and especially on how these outcomes differ by race and gender. The skill needs are measured by various human capital credentials required of applicants at the hiring stage (educational attainment, specific experience, prior training) and by the daily task performance of those who are newly hired (reading/writing, arithmetic, use of computers).

    The results show that few new jobs are available to those workers who lack most of these credentials or who cannot perform most of these tasks. This is true even of jobs that do not require applicants to have college degrees.

    The hiring and task performance requirements of new jobs are associated with lower employment levels of blacks relative to whites within each gender, and some tasks are associated with higher employment levels of females relative to males. These requirements also have significant effects on starting hourly wages. Both effects are found...

    In this paper I use data from a recent survey of employers to investigate the effects of employer skill needs on the wage levels and employment of newly hired workers, and especially on how these outcomes differ by race and gender. The skill needs are measured by various human capital credentials required of applicants at the hiring stage (educational attainment, specific experience, prior training) and by the daily task performance of those who are newly hired (reading/writing, arithmetic, use of computers).

    The results show that few new jobs are available to those workers who lack most of these credentials or who cannot perform most of these tasks. This is true even of jobs that do not require applicants to have college degrees.

    The hiring and task performance requirements of new jobs are associated with lower employment levels of blacks relative to whites within each gender, and some tasks are associated with higher employment levels of females relative to males. These requirements also have significant effects on starting hourly wages. Both effects are found even after controlling for the educational attainments of hired workers.

    The effects of employer skill needs on employment patterns and wages help to account for some of the observed differences across groups in hourly wages, especially between black and white males, after controlling for education. Recent trends over time in relative wages and employment across these groups also seem to be quite consistent with these findings, along with evidence that these skill needs have been rising among employers.

    In addition, I find that various other employer characteristics such as their size, location, and the racial composition of their clientele also have significant effects on their tendencies to hire blacks. These findings suggest that employer preferences across racial groups play some role in determining employment outcomes of these groups, even after controlling for skill needs. (author abstract)