This study reviews and critiques the growing body of sociological research that has dramatically increased our understanding of the dynamics of African American disadvantage in access to managerial positions across the post‐1990 period. This literature, first, identifies both the burdensome barriers to entry faced by African Americans (e.g., a relatively narrow and formalistic route to management which is pronounced in the private sector) and how equal employment opportunity (EEO) directives may reduce them. Second, it establishes that African Americans face more difficulties retaining positions than Whites (e.g., process of downward movement is broad and generalized and is pronounced in the private sector) and formal EEO policy governing the process of downward movement often institutionalizes racial inequalities. Nevertheless, both richer/more definitive empirical insights and theoretical development on this topic remains elusive because of two fundamental shortcomings discussed as follows: (1) the nature and consequences of severe data/evidentiary limitations, and (2) limitations in the scope/breadth of issues examined.

中文翻译：

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1990年后的非裔美国人获得管理的途径：对现有社会学研究的回顾和批评

这项研究回顾并批评了不断增长的社会学研究机构，这些研究机构极大地增进了我们对1990年后时期非裔美国人在获得管理职位上的劣势动态的理解。首先，该文献既确定了非洲裔美国人面临的沉重的进入障碍（例如，私营部门中明确规定的相对狭窄和形式主义的管理途径），也指出了平等就业机会（EEO）指令如何减少这些障碍。其次，它确定非裔美国人在保持职位上比白人面临更多的困难（例如，向下运动的过程是广泛而普遍的，在私营部门中很明显），而规范向下运动过程的正式EEO政策常常使种族不平等制度化。不过，