Marc Bendick Jr

Bendick and Egan Economic Consultants, inc.

319 Prince Street
Alexandria, VA
22314 |  Visit Personal Website

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My research interests are: poverty, employment , discrimination, and economic development

Pathways to Equity, Narrowing the Wage Gap by Improving Women’s Access to Good Middle-Skill Jobs Washington: Institute for Women’s Policy Research, 2016. (with Ariane Hegewisch, Barbara Gault, and Heidi Hartmann).
“Making it Count: Discrimination Auditing and the Activist Scholar Tradition.” In: S. M. Gaddis (ed.). Audit Studies: Behind the Scenes with Theory, Method, and Nuance (Springer, in press 2017) (with Frances Cherry).
Abstract: Discrimination auditing can usefully be viewed as part of a tradition of social science activist scholarship since World War II. This perspective suggests that the single-minded pursuit of methodological rigor, especially when reflected in exclusive reliance on documents-based audits, often sacrifices other characteristics historically associated with auditing’s unique contributions to societal and scientific advancement. This chapter advocates and illustrates a balanced research agenda in which the most rigorous auditing studies are paralleled by others more directly in the activist scholar tradition. The hallmarks of that tradition are: in-person testers, the lived experience of discrimination, researcher-community partnerships, and goals beyond academic ones.
“Employment Discrimination in Upscale Restaurants: Evidence from Paired Comparison Testing.” Social Science Journal 47 (2010), pp. 802-818.(Marc Bendick, Jr., Rekha Rodriguez and Sarumathi Jayaraman).
Abstract: We conducted 138 employment tests in which whites and race-ethnic minorities with equal qualifications applied simultaneously for waiter/waitress jobs in upscale New York City restaurants. White and minority applicants were treated with equal courtesy. However, minorities were only about 80% as likely to be interviewed seriously and 50% as likely to receive a job offer. Such discriminatory behavior, reflecting either conscious prejudice or unconscious stereotypes, was found in 20% of restaurants tested. It substantially limits advancement opportunities for workers of color, native-born or immigrant, within a large and growing industry. Strategies for reducing discrimination include litigation, legislation, and consumer pressure.
Rosemary Hayes-Thomas and Marc Bendick, Jr., "Professionalizing Diversity and Inclusion Practice: Should Voluntary Standards be the Chicken or the Egg?” Industrial and Organizational Psychology: Perspectives on Science and Practice 6 (2013), pp. 193-205
Abstract: ABSTRACT. Workplace diversity and inclusion (D & I) practices today are based to a great extent on unevaluated experience and intuition rather than empirical evidence. Would voluntary professional practice standards in this field help to raise the level of current and future practice? Or would they be premature? If developed under four principles we describe, we predict the former. However, this positive outcome will also require I-O psychologists to join their D & I colleagues in expanding research on D & I practices, strengthening the skills of D & I practitioners, assisting employers to avoid self-incrimination, and enhancing employer commitment to D & I itself. I-O psychologists should also be aware of other implications of D & I practice standards for their work.
Marc Bendick, Jr. and Mary Lou Egan, “Using Information Regulation to Enhance Workplace Diversity, Inclusion and Fairness.” Argumenta Oeconomica Cracoviensia 10 (2015), pp. 59-77.
Abstract: In the U.S., traditional means of promoting improved employment practices -- such as public regulation, union pressure, litigation, and long-term employment relationships -- have weakened, increasing the power imbalance between employers and their workers and contributing to increased economic inequality in American society. Management theory and empirical evidence suggest that “information regulation” (IR) can significantly affect employer behavior and contribute to countering these trends. This paper explores development of a large-scale “data utility” in which objective information on the employment practices and employment outcomes of individual employers are collected, curated, made accessible on-line, and actively marketed to a range of stakeholders. The goal is to muster information to empower these stakeholders -- from individual workers and their advocates to employers’ key business partners -- to reward good employer behavior and sanction bad behavior, thereby moving employers toward “high road” practices concerning, among other things, workplace diversity, inclusion, and fairness. Keywords: information regulation, workforce diversity, workplace inclusion, employment discrimination, affirmative action

Substantive Focus:
Economic Policy PRIMARY
Social Policy SECONDARY
Comparative Public Policy
Urban Public Policy

Theoretical Focus:
Policy Analysis and Evaluation PRIMARY