Anna W. Jacobs, PhD

Vanderbilt University


Anna W. Jacobs, Terrence D. Hill, Daniel Tope, and Laureen K. O'Brien. 2016. “Employment Transitions, Child Care Conflict, and the Mental Health of Low-Income Urban Women with Children.” Women's Health Issues.  Find it Here

Anna W. Jacobs, Terrence D. Hill, and Amy Burdette. 2015. “Health Insurance Status and Symptoms of Psychological Distress among Low-Income Urban Women” Society & Mental Health 5(1):1-15.  Find It Here
Katharine M. Donato, Bhumika Piya, and Anna W. Jacobs. 2014.  “The Double Disadvantage Reconsidered: Gender, Immigration, Marital Status, and Global Labor Force Participation in the 21st Century” International Migration Review 48(1): 335-376. Find It Here
For a complete list of my publications and research-in-progress, you can download my most recent  CV


My dissertation examines how ties
to the corporate elite influence
state legislators to propose and pass
regressive labor laws. To examine
this, I created a comprehensive
dataset of all state-level bills about
collective bargaining proposed in 2012.

After coding these bills on their
stance toward organized labor,
I attached these data to another
dataset I created that has
information on campaign
donations to state legislators
during  the 2012 session.  

With the help of the NSF's  Doctoral
Award , I am currently collecting
more data on the elite ties of
state legislators (e.g., bank ties,
board of directors,  and chamber
of commerce membership).

I have been working with Nashville's Human Relations Commission to conduct research on the diversity of Metro Nashville's workforce. The first project examines the demographic makeup of 50 Metro Nashville departments, drawing attention to the fact that women and racial/ethnic minorities are underrepresented among employees, especially within higher-paying jobs. The second project focuses on one of the largest public institutions in Davidson County–Metro Nashville Public Schools (MNPS). We examine the gender and racial/ethnic diversity of MNPS employees, and again show that racial/ethnic minorities are underrepresented among all employees, and that women and minorities are particularly underrepresented within higher-paying jobs.