Impact of Diversity on Organization and Career Development by 
Color Matters: Skin Tone Bias and the Myth of a Postracial America by
In the United States, as in many parts of the world, people are discriminated against based on the color of their skin. This type of skin tone bias, or colorism, is both related to and distinct from discrimination on the basis of race, with which it is often conflated. Preferential treatment of lighter skin tones over darker occurs within racial and ethnic groups as well as between them. While America has made progress in issues of race over the past decades, discrimination on the basis of color continues to be a constant and often unremarked part of life. In Color Matters, Kimberly Jade Norwood has collected the most up-to-date research on this insidious form of discrimination, including perspectives from the disciplines of history, law, sociology, and psychology. Anchored with historical chapters that show how the influence and legacy of slavery have shaped the treatment of skin color in American society, the contributors to this volume bring to light the ways in which colorism affects us all--influencing what we wear, who we see on television, and even which child we might pick to adopt. Sure to be an eye-opening collection for anyone curious about how race and color continue to affect society, Color Matters provides students of race in America with wide-ranging overview of a crucial topic.
Skin Deep by 
Color Bind: Talking (and Not Talking) About Race at Work by
Since the 1960s, the dominant model for fostering diversity and inclusion in the United States has been the "color blind" approach, which emphasizes similarity and assimilation and insists that people should be understood as individuals, not as members of racial or cultural groups. This approach is especially prevalent in the workplace, where discussions about race and ethnicity are considered taboo. Yet, as widespread as "color blindness" has become, many studies show that the practice has damaging repercussions, including reinforcing the existing racial hierarchy by ignoring the significance of racism and discrimination. In The Color Bind, workplace experts Erica Foldy and Tamara Buckley investigate race relations in office settings, looking at how both color blindness and what they call "color cognizance" have profound effects on the ways coworkers think and interact with each other. Based on an intensive two-and-a-half-year study of employees at a child welfare agency, The Color Bind shows how color cognizance--the practice of recognizing the profound impact of race and ethnicity on life experiences while affirming the importance of racial diversity--can help workers move beyond silence on the issue of race toward more inclusive workplace practices. Drawing from existing psychological and sociological research that demonstrates the success of color-cognizant approaches in dyads, workgroups and organizations, Foldy and Buckley analyzed the behavior of work teams within a child protection agency. The behaviors of three teams in particular reveal the factors that enable color cognizance to flourish. While two of the teams largely avoided explicitly discussing race, one group, "Team North," openly talked about race and ethnicity in team meetings. By acknowledging these differences when discussing how to work with their clients and with each other, the members of Team North were able to dig into challenges related to race and culture instead of avoiding them. The key to achieving color cognizance within the group was twofold: It required both the presence of at least a few members who were already color cognizant, as well as an environment in which all team members felt relatively safe and behaved in ways that strengthened learning, including productively resolving conflict and reflecting on their practice. The Color Bind provides a useful lens for policy makers, researchers and practitioners pursuing in a wide variety of goals, from addressing racial disparities in health and education to creating diverse and inclusive organizations to providing culturally competent services to clients and customers. By foregrounding open conversations about race and ethnicity, Foldy and Buckley show that institutions can transcend the color bind in order to better acknowledge and reflect the diverse populations they serve.
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Colorism is widely covered in sociology journals. The research covers issues of employment and discrimination.
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Arthur H. Goldsmith, Professor at Washington and Lee University, put forth a preference-for-whiteness theory and has written extensively on the relationship of wages and skin color.
"From Dark to Light: Skin Color and Wages among African-Americans"
Author(s): Arthur H. Goldsmith, Darrick Hamilton and William Darity Jr.
Source: The Journal of Human Resources, Vol. 42, No. 4 (Fall, 2007), pp. 701-738
“Shades of Discrimination: Skin Tone and Wages”
Authors: Arthur H. Goldsmith, Darrick Hamilton and William Darity Jr.
Source: American Economic Review , Vol. 92, No. 2, (May 2006) pp. 242-245
Use the database, EconLit, to find these and other articles by Goldsmith and his co-authors.
These databases may be helpful in adding different perspectives on the issue of colorism.
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