Editing Interfirm racial segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
1998<br>
United States
===== Definition ===== 

Interfirm racial segregation refers to the practice of racial segregation between different firms or companies. This means that companies may intentionally segregate their workforce based on race, leading to different racial groups being assigned to different firms or divisions within the same company.

This form of segregation can occur in several ways:

1. Recruitment and hiring: Companies may have biased hiring practices that favor one racial group over another. This can result in certain firms having a predominantly white workforce, while others have a predominantly non-white workforce.

2. Promotion and advancement: Discrimination in promotion and advancement opportunities can contribute to racial segregation between firms. If certain racial groups consistently face barriers to advancement within a company, they may be overrepresented in lower-level positions at certain firms.

3. Segregated workspaces: Some companies may physically separate employees based on race, either through assigning different racial groups to different departments or segregating them within the same workplace. This can lead to limited interaction and communication between different racial groups.

4. Discriminatory policies and practices: Companies may have policies or practices that disproportionately affect certain racial groups, leading to racial segregation between firms. For example, if a company implements a dress code policy that disproportionately affects employees of certain racial backgrounds, those employees may be more likely to seek employment elsewhere.

Overall, interfirm racial segregation is a systemic issue that perpetuates racial inequality and limits diversity and inclusion within the workplace. It is important for companies to actively work towards creating equitable and inclusive environments that promote diversity and equal opportunities for all employees, regardless of their race or ethnicity.
==See also== 
==Related segregation forms==
Interfirm racial segregation is frequently discussed in the literature with the following segregation forms: 

[[interfirm segregation]]
[[File:interfirm_racial_segregation.png|780x780px]]

This visualization is based on the study [[Segregation_Wiki:About| The Multidisciplinary Landscape of Segregation Research]]. 

For the complete network of interrelated segregation forms, please refer to: 

* [https://tinyurl.com/2235lkhw First year of publication] 

* [https://tinyurl.com/2d8wg5n3 Louvain clusters] 

* [https://tinyurl.com/223udk5r Betweenness centrality] 

* [https://tinyurl.com/244d8unz Disciplines in which segregation forms first emerged (Scopus database).] 
==References== 
==Notes== 
<references /> 
{{NoteAI}} 
==Interfirm racial segregation appears in the following literature== 

Carrington W.J., Troske K.R. (1998). Interfirm segregation and the black/white wage gap. ''Journal of Labor Economics'', ''16''(2), 231-260. University of Chicago Press.https://doi.org/10.1086/209888

Mouw T. (2002). Are black workers missing the connection? the effect of spatial distance and employee referrals on interfirm racial segregation. ''Demography'', ''39''(3), 507-528. Duke University Press.https://doi.org/10.2307/3088329