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��ࡱ�>�� r�~�bjbj��2��}�}2x ��8/��$�rl��p�p�p�p�p�p�p$rs�v8�p��p��4�q��p��p��^uݤj��v��p�q0r�lv�:lv��/lv�9mh��p�p��r��lv��: public administration review volume 82, issue 3, may/june 2022 1. title: reckoning with race and gender in public administration and public policy: a substantive social equity turn authors: sanjay k. pandey, kathryn newcomer, leisha dehart-davis, jasmine mcginnis johnson, norma m. riccucci abstract: promoting race-aware and gender-aware scholarship is essential for giving substance to social equity research. this review and introduction provides an account of one such initiative to promote race and gender scholarship through collaboration between public administration review (par), and the consortium of race and gender scholars (corges), and introduces the par race and gender symposium. corges is an informal group of scholars motivated by the pressing need to address issues of racial justice and gender justice in public administration and public policy scholarship. this par symposium is based on the corges inaugural conference, held virtually in september 2020. conference organizers, with the help of editor-in-chief jeremy hall, devised and oversaw a thoughtful and detailed plan to provide developmental feedback before papers were submitted to par's standard peer review process. the symposium is comprised of 14 research articles and 2 viewpoint contributions. in addition to describing symposium contributions, this review provides an account of corges origins and its ongoing intellectual and normative commitments on furthering inquiry on racializing and gendering, while also elaborating on the idea of everydayness of scholarly activism. corges, with a recently expanded board of advisors committed to centering public administration scholarship on race and gender, as well its intersection with other markers of oppression, continues to support academic research and public outreach on race and gender scholarship. 2. title: representing personal and professional identities in policing: sources of strength and conflict authors: andrea m. headley abstract: representing diverse identities in government is important for equal employment, symbolic benefits, and opportunities to improve public service outcomes. this article uses qualitative interviews with 32 frontline police officers to examine the ways in which personal and professional identities intersect to promote or impede those benefits. the findings highlight how holding similar sociodemographic identities with the public can be a source of strength as it pertains to promoting shared understanding and reducing the social distance that comes with identity incongruence. however, internal identity conflicts arise as white officers overcome culture shock and endure learning curves, whereas officers of color navigate the dual pressures of empathetic treatment (that comes with shared personal identity) versus arms length treatment (that comes with professional identification). even then, as seen in this study, the way officers treat and interact with the community is imperative and can overcome symbolic identity barriers. 3. title: black women in the military: prevalence, characteristics, and correlates of sexual harassment authors: rachel a. breslin, samantha daniel, kimberly hylton abstract: sexual harassment is a persistent problem in the workplace that warrants further attention in public administration research. despite the fact that black women are one of the largest subpopulations in the military, most studies of sexual harassment treat women as a homogenous group, and results generally reflect the experiences of white women, given their overrepresentation in samples. using data from a large scale and representative survey of military members, we find that nearly one in five black women in the military (17.9%) experienced sexual harassment in 2018. our findings further detail black women's sexual harassment experiences and advance the discourse on the need to address sexual harassment in the workplace through an intersectional lens in order to design more inclusive prevention and response programs and policies. for example, inclusive programs should proactively account for the experiences of black women in the design and evaluation of prevention and response efforts. 4. title: diffusion of complex governance arrangements: state approaches to addressing intimate partner violence. authors: fay, daniel l.; polischuk, luciana. abstract: in the 1970s, many viewed domestic violence as a private concern. since then, every state has adopted a domestic violence coalition to address intimate partner violence (ipv) through government intervention. states vary, however, in the structure of the coalitions, participation in federal programs, and the comprehensiveness of ipv services offered. using the theoretical lenses of policy diffusion and policy drift, this study assesses the development of ipv coalitions from 1976 to 2018, paying particular attention to institutional structures, intergovernmental resources, and strategic service priorities. we find evidence of policy drift and multidirectional policy diffusion in state ipv institutional structures, service delivery, federal program participation, and strategic priorities of these activities. federal grant programs increase the likelihood of program emulation among states and may encourage innovation within existing institutional and policy structures for the development of comprehensive services and a preventive approach to ipv that best serve vulnerable groups. 5. title: intersectionality and social welfare: avoidance and unequal treatment among transgender women of color. authors: butz, adam m.; gaynor, tia sher�e. abstract: this research adds to the emergent literature on intersectionality and public administration through examining how transgender women of color (trans woc) are interacting with u.s. social welfare offices. it is our contention that trans woc, facing a compounded set of negative stereotypes derived from racial and gender identities, will be more likely than other transgender identifying persons to: (1) avoid seeking out public welfare benefits and (2) be more likely to report experiencing discriminatory treatment in social welfare offices. using data from the 2015 u.s. transgender survey we uncover evidence that trans woc are more likely to avoid social welfare offices and face discrimination in social welfare offices. scholars and administrators of social welfare programs, including social security related benefits, should be aware of the potential for public benefit avoidance and administrative discrimination directed toward historically marginalized groups and prioritize social equity considerations among clients facing compounded intersectional barriers. 6. title: some parents survive and some don't: the army and the family as "greedy institutions". authors: strader, eiko; smith, margaret. abstract: the military and the family are "greedy institutions" that require the full attention of their members. being aware of the tension between work and family, the united states military has developed family support policies that are more generous than legally required to ensure personnel readiness. however, family formation remains a major obstacle for recruitment, retention, and integration of women. using administrative data, this research shows that fathers were more likely to leave prematurely for family reasons than childless men, particularly among non hispanic black and american indian/alaska native men. however, women who gave birth while in service were much less likely to leave for work family reasons than childless women, while the same could not be said for women who joined as mothers and had no additional children. the results reflect the gendered logic of the organization and the narrow conceptualization of work family conflict, both of which perpetuate gender role stereotypes. 7. title: managerial practice and diversity climate: the roles of workplace voice, centralization, and teamwork. authors: jiang, zhongnan; dehart davis, leisha; borry, erin l. abstract: diversity climate shared employee perceptions of the extent to which an organization is inclusive and fair�is of increasing interest to public administration scholars. while research has linked diversity climate to a range of employee and organizational outcomes, less is known about how common managerial practices affect diversity climate. this article addresses this gap by examining three such practices: workplace voice, centralized decision making, and teamwork. each is theoretically expected to act upon both the inclusion and fairness dimensions of diversity climate. we test these expectations using regression analysis of departmental level data collected through surveys of four north carolina public organizations. the results suggest that workplace voice and teamwork enhance diversity climate, while centralized decision making diminishes it in workplaces with mostly white employees. practically speaking, the results imply that common management techniques that benefit public organizations also foster positive diversity climates. evidence for practice: employee perceptions of the extent to which an organization is fair and inclusive, known as diversity climate, have been linked to a range of important organizational outcomes.common managerial practices that produce organizational benefits also appear to strengthen diversity climate, specifically workplace voice, decentralized decision making, and teamwork.public managers wishing to improve diversity climate should consider giving employees meaningful voice in workplace decisions, pushing decisions downward, and fostering teamwork. 8. title: nonprofit density and distributional equity in public service provision: exploring racial/ethnic disparities in public park access across u.s. cities. authors: cheng, yuan; yang, lang; deng, shuyi. abstract: existing research on the distributional impacts of nonprofits and philanthropy focuses on how different groups directly benefit from nonprofit service providers. given the increasing roles nonprofits play in public service provision and urban governance, it is critical to examine how the nonprofit sector may influence the distribution of public services. combining the literature from urban affairs and nonprofit studies, we propose a theoretical framework to articulate various pathways through which communities with a larger nonprofit sector may create favorable conditions for public services to be distributed to certain racial�ethnic groups. we further test this framework using a unique geospatial dataset of public park access by different racial ethnic groups in 2,392 u.s. cities. our findings indicate that communities with a higher density of park supporting nonprofits generate better park access for all racial ethnic groups. however, more benefits accrue to whites than to other racial�ethnic groups. 9. title: the intersectionality of deservingness for state support. authors: assouline, michaela; gilad, sharon. abstract: studies of the ramifications of client race and ethnicity for bureaucrats' judgments treat minority status as homogenous. yet, individual identity does not boil down to race or ethnicity. members of racial and ethnic minority groups likely vary in their experiences and capacity to overcome the negative sentiments and stereotypes that burden their inherited group. to transcend unidimensional explanations, we combine van oorschot's deservingness framework and a gendered lens to study how the intersection of group identity and gender, as well as individuals' work history, co shape bureaucrats' categorization of clients. empirically, we analyze israeli professionals' categorization of applicants for state benefits, comparing their assessments of men and women of three social groups: the jewish majority, ultra orthodox jews, and muslims. interpreting the empirical findings, we offer that underlying the effect of applicants' group demographics are perceived cultural affinity to the majority and social contributions that vary with gender. evidence for practice: minority status, based on race, ethnicity, or nationality, and the perceived contributions of different groups, shape bureaucrats' judgments of individuals' deservingness for state support.minorities' workforce opportunities and interactions with members of the majority likely vary with gender roles.if traditional gender roles among some minority communities provide men with greater opportunities for workforce participation and for interaction with members of the majority, bureaucrats may perceive women as less deserving than men. depending on the task at hand, this could hamper women's likelihood of attaining benefits for which they are entitled. 10. title: structural advocacy organizations and intersectional outcomes: effects of women's police stations on female homicides. authors: arvate, paulo; cabral, sandro; mcgahan, anita m.; reis, paulo ricardo. abstract: by introducing the concept of "structural advocacy organizations," this study theorizes and tests the boundary conditions within which organizations designed to protect the rights of disenfranchised groups promote structural changes at the intersection of gender and race. we test these claims on brazil's "women's police stations," a type of structural advocacy organization with greater female representation on staff and with specialized procedures and an institutional mandate to address violence against women. the analysis indicates that homicides are lower among the population of women in municipalities which have women's police stations. however, within this group, homicides committed against women who self identify as "black" and "brown" are lower only in municipalities that are characterized by high levels of female education and in metropolitan areas with infrastructure development. the results suggest that improving intersectional outcomes for women who are disenfranchised on race requires complementary policies and institutional mandates to address racialized violence. 11. title: the impact of demographic composition of social networks on perceived inclusion in the workplace. authors: jung, heyjie; welch, eric w. abstract: inclusion in the workplace is defined as the extent to which individuals perceive that they are part of significant processes in organizations. this article explores the determinants of workplace inclusion by asking: how does the demographic composition of social networks inside and outside of the workplace affect perceived inclusion in the workplace? we apply literature on social identity theory and social network theory to develop and test hypotheses on professional sub network demographic composition using the linear regression analysis on data from the 2011 national science foundation funded national survey of academic faculty on work environment and careers in us universities. among other results, we find that perceived inclusion is explained by the interactions between race, gender, and demographic composition of professional networks. findings provide new insights for the management of diversity in the workplace. 12. title: beyond a numbers game? impact of diversity and inclusion on the perception of organizational justice. authors: hoang, trang; suh, jiwon; sabharwal, meghna. abstract: organizational justice, diversity, and inclusion are central tenets of social equity in public organizations. this study explores the effects of diversity management and inclusive leadership practices on employees' perceptions of organizational justice. drawing from fedscope and the 2019 federal employee viewpoint survey, we find that an increase in the number of women and black, indigenous and other people of color (bipoc) is not sufficient to improve employees' perceptions toward organizational justice; rather, as workforce diversity increases, the perception of organizational justice decreases when the relationship is moderated by an active form of diversity management, such as an organization's policies and programs to promote heterogeneous workgroups. the results suggest that as workplace diversity increases, inclusive leadership practices positively influence organizational justice. the findings also indicate that the impact of diversity and inclusion on employees' perceptions of organizational justice differs by gender and race. 13. title: the role of gender in government and nonprofit workplaces: an experimental analysis of rule compliance and supervisor trust. authors: piatak, jaclyn; mcdonald, jared; mohr, zachary. abstract: the underrepresentation of women in leadership positions persists. existing research examines barriers women face in climbing organizational hierarchies, but we know less about women who break past the glass ceiling. once women obtain supervisory positions, do they face additional hurdles in managing employees? specifically, how does gender, gender congruence, and rule formalization influence employee rule compliance and trust? using a survey experiment across both government and nonprofit contexts, we find that both men and women are more likely to trust men managers, but this gender gap is mitigated when rules are written. gender congruence plays a role for rule compliance, where both men and women are more compliant when the supervisor matches their gender, while gender congruence is only a significant factor for enhancing trust for men. the findings advance role incongruence theory and have implications for the challenges women leaders face in terms of trust and rule following. 14. title: is there a glass cliff in local government management? examining the hiring and departure of women. authors: yang, lang kate; connolly, laura; connolly, jennifer m. abstract: women are underrepresented in public sector leadership positions, including municipal management. we examine one explanation that may contribute to gender inequity in the profession�a "glass cliff" phenomenon whereby councils are more likely to hire women as managers during difficult times, increasing the likelihood for women to fail in the position. using original observational data on municipal managers in florida, we test whether municipalities are more likely to hire women during times of fiscal stress and whether women ar$&./19<=>?@bkuv��ʹʹʧ��um`rg:h�m�5�ojqj^jo(h�m�5�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(hwm�5�cjojqj^jajh 2e5�cjojqj^jaj#hwm�hwm�5�cjojqj^jaj hwm�5�cjojqj^jajo(#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#hwm�hwm�5�cjojqj^jaj?@a�% 23��6sef�t u � � -%.%��gd�psgd)w�gd$?�gdto�gd�l$gd%j,gdu<�gd�"�$a$gdt4v��$ % . / 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municipalities are more likely to hire women as managers when faced with increasing budget deficits. when deficit conditions fail to improve post appointment, women have a higher probability than men of leaving the position. the glass cliff may be one barrier to women's advancement in the field of municipal management, as a woman who faces a glass cliff may find it more difficult to reach top leadership positions again due to harm to her professional reputation. objective evaluation metrics that benchmark the assessment of managers to the organizational condition and trends at the time of hire may be useful for scholars and practitioners alike in mitigating gender biases in municipal personnel decisions. 15. title: weaponization of wokeness: the theater of management and implications for public administration. authors: zavattaro, staci m.; bearfield, domonic. abstract: contemporarily, the word "woke" has moved into the popular lexicon, largely to mean aware of and ideally doing something about systemic racism. after the george floyd murder, and many other state sanctioned murders of black americans, protests erupted globally, and public administrators responded either with actionable policy changes or sometimes symbolic, "woke" statements that did little to alter the system. in this conceptual paper, we explore the reasons for this via baudrillard's phases of the image, showing how the word "woke" has moved from roots in the black community to being weaponized today via its disconnection from this reality, thus trending toward its own hyperreality. in this final phase, the word "woke" has no connection to its former reality, leading to the passage of legislation that upholds white power structures. 16. title: representative bureaucracy theory and the implicit embrace of whiteness and masculinity. authors: portillo, shannon; humphrey, nicole; bearfield, domonic a. abstract: throughout much of representative bureaucracy literature, scholars have primarily focused on the representation of people seen as other in the professional workforce people of color and women. however, whiteness and masculinity have been central to the development of public administration as a field of scholarship and practice. as a field, we have often avoided explicit discussions regarding the impact whiteness and masculinity. we argue that silences around race and gender have significant implications. using representative bureaucracy as a frame, we seek to highlight how acknowledging whiteness and masculinity in our scholarship can help provide a more comprehensive understanding of race and gender in public administration. 17. title: the racialized dimensions of contemporary immigration and border enforcement policies and practices. authors: daniel e. mart�nez abstract: immigration policies in the united states have not been explicitly race based since the mid 20th century. nevertheless, the effects of contemporary us immigration enforcement practices are highly racialized. the further development of a "race conscious" approach in public policy and administration will help expand our understanding of the racialized dimensions of these policies and practices. specifically, i call attention to how current approaches to immigration control disproportionately negatively affect non white immigrants from the so called "global south," contribute to racialization processes, and perpetuate racial inequality in the united states. examples include the ways that undocumented immigration status is leading to the emergence of a new "underclass" in the united states, the separation and dissolution of latino families through mass deportation, and the systematic criminalization of non white undocumented immigrants from mexico, guatemala, honduras, and el salvador. v�b�d�$�&�6�8��:�<�>�b��ⱥ��yk^pe8h�s�5�ojqj^jo(h)w�5�ojqjo(h[h)w�ojqj^jo(h�[#h�[#ojqj^jh�[#h�[#ojqj^jo(hih)w�ojqj^jo(h$?�h)w�5�ojqj^jh$?�h �5�ojqj^jo(h*%�h*%�5�ojqj^jh*%�h*%�hmw�h �5�ojqj^jh[h 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