Chapter 7
Because they are White, people think White women experience few disadvantages at work. What is the reality?
"Myth: Because they are White, White women experience few disadvantages at work. Reality: Like other women, White women experience sexual discrimination and harassment and occupy lower-level, lower status, and lower-paid occupations than their co-ethnic men.
Myth vs Reality- Women and minorities have difficulty fitting in when organizations. What is the reality?
"Myth:Women and minorities have difficulty fitting in when organizations become more diverse. Reality:In some ways, increasing diversity can be more difficult for Whites and males—members of higher-status groups—than for women and minorities."
""Quotas," "Reverse Discrimination," and Systemic Racism"- What is the myth and reality of affirmative action?
"Research consistently shows that the attitudes of White men and women are most negative toward affirmative action programs, which are valuable for increasing diversity in organizations and which, as mentioned, have benefited White women more than minorities.66 Faye Crosby's book Affirmative Action Is Dead: Long Live Affirmative Action examines research on resistance to affirmative action and the continued need for such programs in the United States.67 Frequent use of the term quotas by the uniformed in reference to affirmative action and other diversity efforts contribute to misperceptions that they are legal and commonly used "Myth: Affirmative action frequently results in quotas and reverse discrimination. Reality: Quotas are largely illegal and reverse discrimination is uncommon."
Associational discrimination-- Occurs when?
"which occurs when someone experiences discrimination on the basis of their relationship or association with another individual."
Describe "aversive" or "modern" racism. How is it different from "traditional" overt racism? Is modern racism intentional? How is it related to the Justification-Suppression Model of Prejudice? How can modern racism be measured by the IAT (describe)? How can the IAT be used to combat modern racism?
Aversive Racism occurs when those who say they have egalitarian values and believe themselves to be unprejudiced still possess negative feelings and beliefs about racial issues and minority group members. Overt racism or explicit racism is the intentional and/or obvious harmful attitudes or behaviors towards another minority individual or group because of the color of his/her skin. Modern racism can be intentional, for example the justification-suppression model describes the urge to express prejudice while having the need to maintain a positive self-concept. When some individuals find a valid justification to hold a negative attitude towards out-group members, they act out against them. Modern racism can be measured by the IAT. The Implicit Association Test has been used online to assess implicit racial attitudes. The IAT results were found to be correlated with more explicit questionnaire measures of prejudice. So this can potentially be used to make people aware of potential bias and make conscious efforts to combat their ideas.
Followup: Policing (Table 4.5)- Over a two-year period involving nearly 1.3 million traffic stops, what did they find out about white police officers?
Close & Mason (2007). Racial profiling doesn't work Over a two-year period involving nearly 1.3 million traffic stops. White officers conducted proportionately more searches than African American and Latino officers yet were less successful in finding evidence of criminal activity African American and Latino drivers were more likely to be searched, although they were no more likely to have contraband than Whites.
Define White Ethnic Identity. What has research on ethnic identity found?
Ethnic identity is that part of one's self-concept that one derives from membership in a particular ethnic group and the meaning and significance associated with that group membership. European Americans typically have lower levels of ethnic identity than people of color. However, consistent with Cox and Blake's ideas about human resources acquisition for employers that value diversity, regardless of their race or ethnicity, individuals with higher ethnic identity find organizations with diversity initiatives to be more attractive. Research on ethnic identity development indicates that those with high ethnic identity have positive attitudes toward their own and others' ethnicities. One study found that Whites with high racial identity development—measured as displaying acceptance, appreciation, and respect for racial differences and active involvement in cross-racial interactions—were most comfortable with African Americans.
Hispanic and Asian Immigrants at Work- how much do they get paid in comparison to other groups. What are wage penalties per hour? Why are employers able to exploit immigrant workers? Which store agreed to settle the largest case involving immigrant labor? How much was the settlement?
Hispanic or Asian immigrants over native-born American workers paid noticeably lower wages—sometimes up to 75% less than other employers. In organizations where at least one manager praised the immigrant work ethic, the wage penalty was 39 cents per hour. When half or more managers praised immigrant workers, the wage penalty was 96 cents per hour. These wage disparities benefit employers and help stoke racial and ethnic animosity among groups seeking work. Employers may be able to exploit immigrant workers more easily than native-born workers because of immigrants' fears of deportation and little government attention to the matter.72 In 2005, Walmart Stores, Inc. agreed to settle the largest case to that date involving immigrant labor. The U.S. government alleged that Walmart knowingly hired undocumented immigrants from Mexico, Eastern Europe, and other countries, even though the hiring was done through contractors rather than by Walmart directly. The $11 million settlement
PPT: Visibility
How does the visibility (identifiability) of groups such as Blacks and Asians contrast with the invisibility of White ethnics in shaping their organizational experiences?
PPT: 5.4 Unemployment by Educ by Race- Men in all races are more likely to do what?
Men of all groups participate more than women, and White, Asian, and Hispanic women are less likely to participate than Black women.
PPT: History of Puerto Ricans, Cubans, and Dominicans
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Hispanics: Myths v. Reality
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PPT: Organizational Recommendations
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PPT: Education
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PPT: Whites in the United States
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PPT: White Ethnic Groups in the United States. Myth vs Reality. White racial categorizations are what?
Slide 48 Myth: White racial categorizations are homogenous, inerrant, and stable. Reality: White racial categorizations have varied considerably in the United States. (27 countries in 2010 census)
Similarities and Differences in the Experiences of White Women and Black Men- What is The Naturalization Law of 1790?
The Naturalization Law of 1790 specifically allowed only White men to become citizens. Male immigrants of color were denied citizenship and White women experienced differential treatment as well. In many cases, White women were unable to own property, enter into contracts, or make decisions about themselves or, if married, about their children. Although they were White, they were also women and subject to patriarchal systems and ideals. As a result, Black men, at least in theory, obtained the right to vote in 1870, 50 years before White women did.
Research on Whites and Diversity- How has it evolved? Who pointed out what was wrong with research management with white people? What did the research find?
"Although often unstated, by default, most of the research done in management, psychology, and sociology has focused on the experiences of Whites. Whites are the numerical majority and so race differences in experiences, outcomes, and opportunities were not generally considered by most researchers for a long time. Consequently, because they were a much smaller proportion of the population, minorities' experiences as they related to common management topics (e.g., job satisfaction, turnover) were simply subsumed in the data for all workers. In a 1990 publication, Taylor Cox and Stella Nkomo pointed out the absence of race as a variable in organizational behavior research, noting the invisibility of men and women of color (as contrasted with the unspoken visibility of Whites). Since their call for more research on the subject, countless articles on management topics (e.g., organizational behavior, human resources, strategy) have included race and ethnicity as variables. Most of this research has focused on people of color, using Whites as the "norm" and comparing minorities to Whites. Researchers have reported differences between Whites and minorities in terms of income, promotions, performance evaluations, training, opportunities for mentoring, and job-related attitudes (e.g., job satisfaction, attitudes toward affirmative action programs, and organizational commitment). In previous chapters, we have considered some of that research, Whites' advantages in most job-related outcomes, and many of the differences between Whites and minorities in job-related attitudes. In the following sections, we focus on differences between White men and women and the meaning of ethnicity for Whites"
Employer preferences for Whites- What did they find when white people increase ses? What about black people? What about hispanics?
Employer preferences for Whites in audit studies were discussed in previous chapters and included name-based preferences (Emily vs. LaKisha) and preferences for Whites with and without criminal records over Blacks without them. Broad preferences for Whites exist at high and low SES levels. In one study, Whites who were receiving welfare were encouraged to go to school, yet Blacks were not. Negative stereotyping about welfare recipients is worse for Black and Hispanic women, although the numbers of Whites receiving public assistance are greater than for other groups. Government programs to reduce poverty, facilitate homebuying, and build wealth have disparately benefited Whites throughout U.S. history. And, as Whites move up the SES ladder, their experiences improve. While Whites with higher education report less discrimination, Blacks with higher education report experiencing more discrimination. Blacks' reports may be due to hopes that education would provide some refuge from discrimination. African Americans and Hispanics at the same SES as Whites are more likely to be steered to minority and poorer neighborhoods, with higher crime rates and worse schools; this steering affects generations. Previous chapters discussed higher mortgage and loan rates for similarly qualified Black and Latino borrowers compared with White borrowers. Thus, although Whites of low SES experience individual and institutional inequity and discrimination, race, identifiability, and immediate race-based advantages are also critical in providing them with advantages that others do not have."
Effects of Increasing Diversity on Dominant Group Members- What did Tsui, Egan, and O'Reilly find in their organizational diversity study? What did they suggest?
In a field study of more than 1,700 people working in 151 groups, Tsui, Egan, and O'Reilly found that increasing organizational diversity was associated with lowered psychological attachment among Whites and males but not among women and minorities. They speculated that increasing diversity may require changes in behavioral norms, such as in language or behavior (for example, in the case of the presence of more women, this could require changes in sexist language or behavior). Such changes could be taxing, stressful, or resisted by the dominant group. Tsui and her colleagues also suggested that increased numbers of women and minorities in formerly homogenous groups may signal a lowering of job status to Whites and males. This perceived lowering of status may result in decreased attachment to the organization and overt resistance to change. The researchers suggested that future research should more closely examine the effects of increasing diversity on majority group members rather than solely focusing on minority group members.
Race, sex, interview assessments and offer decisions-- What did Caren Goldberg find in their study?
In a study involving 311 pairs of recruiters and applicants, Caren Goldberg assessed the effects of similarity in race and sex on interview assessments and offer decisions.73 The recruiters were managers and human resources professionals in a variety of industries, including banking, telecommunications, manufacturing, services, and retail. Goldberg found that White recruiters preferred White applicants, rating them higher in interview assessments and making more job offers to them. Black recruiters did not favor Black applicants, however; their lack of favoring Blacks may be due to internalized oppression, greater hiring scrutiny, and penalties for engaging in the similarity effect. Goldberg suggested that her findings regarding Whites, but not Blacks, preferring similar others are consistent with high-status group members seeking to maintain their status by over-valuing in-group members. The results for sex similarity indicated that male recruiters preferred female candidates, but female recruiters showed no preference for male or female applicants. Data analyses indicated that the physical attractiveness of female applicants affected male recruiters' ratings of them.
"Race, quality of education and grades, and "fit""
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U.S. Census has shuttled Mexicans, Middle Easterners, and Asian Indians in between what two categories? What Berkley law professor detailed court rulings on these ethnicities? Middle Eastern people and North African people activists tried to do what with the US Census Bureau?
"Along with differential treatment and categorization of those of European descent, more recently, the U.S. Census has shuttled Mexicans, Middle Easterners, and Asian Indians between the White and non-White categories.26 Berkeley Law professor Ian Haney Lopez has detailed how Court rulings based on "common knowledge" and "legal precedent" wavered in terms of who was or was not White.27 Syrians are White, Syrians are not White; Asian Indians are not White, Asian Indians are White; Arabians are White, Arabians are not White, and other such irrational decisions were rendered in cases in which people tried to "prove" their whiteness in order to become U.S. citizens. In the past, people from the Middle East tried to prove their whiteness in order to avoid restrictive legislation that prevented Asians from becoming citizens, as discussed in Chapter 6. Ironically, many Middle Eastern, North African, and other activists have lobbied the U.S. Census Bureau to change classifications to be more accurate, without success.
PPT: Discrimination Systems- Who does it disfavor? What are some examples of discrimination systems?
In Discrimination Systems, there are disparities that systematically favor or disfavor certain groups and are reinforcing. These interrelated systems help maintain disparities by affecting individuals' beliefs and values about color and shaping the distribution of resources, thus maintaining disparities. •E.g., residential location is related to quality of schooling and to the level of policing in an area; •differential treatment in the justice system affects ability to obtain employment; •differential treatment in credit systems affects ability to obtain employment.
Origin percent
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Relevant Legislation
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Earnings by Race and Gender
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Name three effects of discrimination on those being discriminated against. Be sure to include research on stereotype threat as one of your answers. Give examples from research and reading. For example, you could describe Brief's empirical study of "new racism" in hiring. What role might pervasive stereotypes about Blacks play in decision-makers' failure to promote clearly qualified Blacks? For example, how can the Trevon Martin case and shootings of other black citizens by police officers be explained in terms of stereotype activation?
While there were many forms of discrimination, there are three forms of discrimination that were mentioned in the book such as stereotype threat, scapegoating, and racial profiling. Stereotype threat is when a group is effected by a negative stereotype on one's group membership. Studies show that priming one's group performance has an effect on how they perform on things like standardized tests. Scapegoating is the tendency for individuals, when frustrated or unhappy, to displace aggression onto groups that are disliked, visible, and relatively powerless. For example, after COVID, there has been an increase in violence against Asians in the U.S.Racial Profiling. Another form of discrimination is racial profiling. Latino and Black people are more likely to experience racial profiling and searches, but not more likely to have contraband. For example, lack of supervision contributed to police conduct in L.A.
% Population Age 35 or Younger- Latins birth rates in comparison to other women?
•The median age is just under 30 years (growth of labor force). •Latinas have slightly higher average birth-rates compared to other women.
Why aren't quotas part of affirmative action plans? What do they do instead?
"Although quotas, specified hiring percentages of women or other underrepresented groups, are used successfully in many nations, for employers in the United States, quotas are not commonly part of affirmative action programs. Beliefs that affirmative action means quotas help those who are historically privileged maintain their self-esteem and beliefs about their own intelligence and merit. U.S. employers implementing affirmative action may use flexible goals and timetables, but not quotas, to reduce imbalances in the representation groups (e.g., among women, Blacks, Latinos, or Asians). These efforts may include enlarging the pool of applicants by using different recruitment sources, the training, and development of current employees, or other legal means. The goals and timetables are flexible, and if they are not met after legitimate efforts, there is no penalty."
Whites in positions of high power- What percentage of white men are corporate executives in comparison to population size? What did Stainback and Tomaskovic find?
"Another measure of the existence of reverse discrimination would be fewer Whites in positions of high power, status, and income compared to minorities and women. As we have mentioned, White men's occupation of those positions far exceeds their representation in the population. White males make up a disproportionate number of high-level executives in Fortune 500 companies, university administrators and tenure-track professors, physicians and surgeons, politicians, and many other high-status positions." "Although White men constitute less than 40% of the population, more than 90% of corporate executives at the highest level are White men. A legitimate question is whether these disparities exist because White men are more meritorious than other groups and whether the disproportionate representation of White men would persist after 50 years of "reverse" or any discrimination against White men. In their study of changes in managerial representation between the passage of the Civil Rights Act and the year 2000, Stainback and Tomaskovic-Devey found a higher proportion of White men were managers in the private sector in 2000 than in 1966.71 While 11% of White men were managers in 1966, nearly 15% of White men were managers in 2000."
Relevant Legislation- Who is Lyndon Johnson? What is Title VII? what is the myth vs reality of Title VII?
"As all but one of the presidents of the United States, White men have consistently occupied the country's most powerful position in terms of legislation related to diversity in organizations. Lyndon Johnson, a former senator from Texas who became president when John Kennedy was assassinated, signed Title VII of the Civil Rights Act, the most comprehensive civil rights legislation in the United States. As with the other racial and ethnic groups covered thus far in this book, the primary legislation protecting Whites from discrimination in employment is Title VII. Although often thought of as being solely for people of color, Title VII prohibits discrimination on the basis of race and national origin and thus is applicable to Whites. For allegations of race discrimination, Title VII is actually used considerably less by Whites than by people of color, simply because Whites are far less likely to be targeted by intentional racial discrimination. Whites are also much more likely to be in positions of power as managers, executives, supervisors, and others with hiring, firing, promotional, and other responsibilities, than are members of other groups, making disparate treatment by non-Whites against Whites considerably less likely. In addition, although Whites are often underrepresented in jobs primarily occupied by minorities, such jobs are likely to be lower paid and less desirable than those commonly performed by Whites. Claims of disparate impact or underutilization of Whites in such jobs are less likely, given Whites' greater access to higher-paid, higher status positions. However, as shown in some of the cases discussed, employers have "sometimes purposely excluded Whites (and Blacks) from certain positions in favor of Hispanics. Lastly, despite Whites' often expressed resistance to affirmative action, executive orders concerning affirmative action in employment have benefited White women more than other groups. "Myth:Title VII protects only minorities from racial discrimination. Reality:Title VII prohibits discrimination against Whites, including White men."
Caryn Block, Loriann Roberson, and Debra Neuger investigated what? What complex relationship did they find? What importance did they try to emphasize? What is the problem with not seeing color?
"Caryn Block, Loriann Roberson, and Debra Neuger investigated the racial identity development of White adults. They found a complex relationship between levels of racial identity and attitudes toward interracial situations at work. Participants' levels of identity development were related to their beliefs in the existence of discrimination against Blacks, the need for affirmative action, and the existence of reverse discrimination against Whites and to their support for or resistance to measures taken to increase equity and levels of comfort interacting with Blacks at work or in work-related social set-tings. Block and her colleagues emphasized the importance of measuring Whites' levels of identity development prior to implementing diversity training because the type of training needed (e.g., awareness of the existence of inequities and the need for efforts to reduce them versus skills training) would vary based on employees' level of identity. One impediment to Whites' cross-racial interactions in diverse settings is perceiving the need to appear colorblind. For some people, fear of being labeled or viewed as racist creates artificial attempts to "not see color," which impedes Whites' cross-racial interactions. Purposeful attempts at colorblindness can have unintended effects—making the person seem more, rather than less, prejudiced. Researchers have found that a color-blind ideology is associated with denial of White privilege as a means of distancing from an unearned advantage. Such an ideology is associated with opposition to programs designed to provide opportunities for others, such as affirmative action.
Chrobot-Mason Study. What did he hypothesize? What did he find?
"Chrobot-Mason hypothesized that Whites who perceived themselves as members of a White ethnic group would be better at managing diverse employee groups due to their high ethnic identity. In her study investigating the effect of White managers' ethnic identity on minority employees' perceptions of support, 20% of the White managers reported their ethnicity as something other than White/American, such as Italian American or German American, in response to an open-ended question. Chrobot-Mason found that when both White managers and minority employees had a high ethnic identity, the managers were perceived as more supportive, through listening, encouraging, guiding, being a role model, and fostering a relationship of mutual trust. The difference between those who genuinely self-identify as a member of an ethnic group and those whose ethnic ties are symbolic is worth noting. Herbert Gans has described the latter as symbolic ethnicity, which is invoked at will but has little meaning in a person's everyday life; for example, those from Irish backgrounds who emphasize and celebrate St. Patrick's Day but whose ethnicity has little meaning at other times. Symbolic ethnics are less likely to achieve the diversity-related benefits identified by Chrobot-Mason."
What was Goldberg's findings? What was Castilla's findings?
"Goldberg's finding that White, but not Black, managers and human resources professionals working as recruiters for a variety of organizations rated racially similar others more highly and were more likely to make job offers to them indicates that interviewer ratings and job offers should be carefully monitored. Castilla's findings that starting salaries for women and minorities were similar to those offered to White men but that salary increases for women and minorities differed from those of White males despite the same performance ratings underscore the need for organizational attention to the outcomes of processes designed to be meritocratic. Not only should employers pay attention to initial salaries and to biases in performance evaluation ratings for different demographic groups, they should also monitor salary increases and promotions in terms of equivalent ratings and look at and report data regularly. Because research indicates that formalization of human resource practices reduces gender and race discrimination in earnings, practices should be formalized and monitored as much as possible. When this is not done, gaps and disparities are likely to appear over time. Build accountability into managers' performance evaluations."
Race, sex, performance ratings, and salary increases- What did Emilio Castillo find in his study?
"In a study of the relationships between performance ratings and salary increases, Professor Emilio Castilla of Massachusetts Institute of Technology found that women and minorities received lower salary increases than White men even with the same performance.74 Because Castilla controlled for factors other than race, ethnicity, and sex that could contribute to differences in salary increases, any differences could then be "attributed to race, ethnicity, and sex (i.e., discrimination). Castilla's sample of nearly 9,000 employees worked in a large service organization proud of its diversity efforts and received performance evaluations at least once per year by their immediate supervisor. Over a six-year period, there were no differences in starting salaries based on race, sex, or other ascriptive characteristics (e.g., age and nationality); comparably skilled employees, regardless of their demographic characteristics, received similar initial salaries. Over time, however, employees who were carefully matched in terms of human capital characteristics, job experience and performance, job class, work unit, and supervisor but differ-ent in demographic characteristics earned different dollar amounts of salary increases. These differences resulted in significantly smaller salary growth for women and minorities. Castilla speculated that this performance-reward discrimination occurred when employers consciously or unconsciously undervalued the work of minorities in reward situations. In other research, Castilla and Benard found that the more people believed they were unbiased, the more likely they were to exhibit bias when distributing bonuses. These types of discrimination highlight the importance of continual internal monitoring to identify practices and outcomes that may be discriminatory.
How Jews Became White Folks & What That Says About Race in America- Who created that book? What did she say about Irish Catholics? How were Jewish people that immigrated here treated?
"In her book How Jews Became White Folks & What That Says About Race in America, Karen Brodkin considers the transformation of Jews in America from a separate race to White and in the process provides interesting insights into the social constructions of race in America.14 Brodkin documents the initial employment discrimination by the original Whites (English and Northern Europeans) against White ethnic groups who arrived in the United States later, including Irish, Italians, Poles, Greeks, the French, and Jews. White ethnic groups were segregated from one another; certain jobs were reserved for members of one ethnic group and other jobs for other groups. Italians were perceived as likely to engage in criminal activity, a stereotype that remains to some extent (e.g., mobsters).15 Irish Catholics, many of "who had fled Ireland in the face of religious persecution, faced open hostility and exclusion. In response, they formed social, political, and labor organizations to resist discrimination and played key roles in the formation of the American Federation of Labor.16 The exclusion and discrimination faced by Irish Catholics were instrumental in their efforts to shape "ethnic politics" in the United States. Jews, fleeing persecution elsewhere, were excluded from many jobs and denied service by some organizations. Albert Einstein's views on race and racism in America, discussed in Individual Feature, were reportedly influenced by his experiences with racism as a Jewish person in Germany.
Knowles and his colleagues proposed what? What should white people learn?
"White men and women, even those whose ancestors did not own slaves or who do not practice discrimination, should recognize the privileges associated with whiteness in the United States. Knowles and his colleagues proposed that rather than denying or distancing themselves from White privilege to avoid guilt and decrements to self-esteem, some Whites work to dismantle unearned advantages. Whites should also actively work to dispel myths and stereotypes about non-dominant group members. When working for equality, Whites, particularly White men, are viewed as more credible than people of color. Whites are members of the dominant racial and ethnic group, but they may also be long to non-dominant groups at some points in their lives. White men may be older, gay, Jewish, overweight, or have a disability. White women experience sex discrimination and harassment and may have many other non-dominant group statuses. Although Whites' racial dominance likely pervades their personal learning about and understanding of diversity, active efforts to apply to their racial advantages to what they have learned from membership in any non-dominant group would be worthwhile. For example, understanding about disadvantages and discrimination experienced as a religious minority could be applied to learning about and understanding the disadvantages and discrimination racial and ethnic minorities experience. Even though religion is largely invisible, some experiences as a non-dominant group member can help people learn about and care about other areas. Because Whites are more likely to be executives, managers, and organizational leaders than others, they are an influential positions to create climates favorable to diversity. The favorable environment and the diversity-supportive behaviors they model are likely to be also modeled by subordinates, contributing to a positive diversity climate. "
Reverse Racism- How common is it? Who is more likely to think that this is common? What is the average amount (percent) of discrimination claims in a 4 year period?
"Whites are more likely to think that reverse discrimination, the act of giving preference to members of protected classes to the extent that others feel they are experiencing discrimination, is far more common than minorities are. How common is "reverse discrimination" in organizations? Although we reiterate that most people do not sue when they feel they have experienced discrimination, one gauge of the prevalence of reverse discrimination would be the relative number of lawsuits in which it is alleged. A report commissioned by the U.S. Labor Department indicated that "reverse discrimination" cases constituted between 1% and 3% of all discrimination claims during the four-year period studied. The report indicated that of the more than 3,000 discrimination opinions in federal courts during that period, such discrimination was established in only six cases. As discussed previously, multiple audits conducted in major U.S. cities confirm the greater likelihood of Whites being preferred over similarly qualified Blacks and Latinos, rather than vice versa."
History of Whites as Anti-Racist Allies- Black, a White Jewish labor organizer and activist, was interned with her Japanese American husband during World War II. What did she argue? What gender and race is vital for diversity and inclusion and why?
"laine Black, a White Jewish labor organizer and activist, was interned with her Japanese American husband during World War II. During the 1930s, Black also argued for equal pay for equal work for women and free childcare; she was a woman at the forefront of working for equality and inclusion. Despite their differences with Black women activists, White female suffragists often pursued rights for Blacks along with women's rights to vote. Currently, many Whites actively support equality for racial, ethnic, and other types of non-dominant groups (such as sexual minorities), in which they may or may not have a membership. During the Black Lives Matter movement's protests and responses to anti-Black police and vigilante violence in 2020, many Whites were among the diverse protestors. Because White men are more likely to occupy decision-making positions in organizations and have more authority and credibility in many areas, their commitment to equity and inclusion is vital. White men continue to dominate the highest positions in organizations. Between 1999 and 2021, between two and six different Black CEOs have headed Fortune 500 companies. A high of six was reached in 2012.39 Despite considerable discussion of the importance of diversity at the top levels of organizations and on boards of directors, there remains relatively little racial diversity in these powerful positions. Thus, White CEOs and other executives in positions where they can implement important diversity supportive actions are important contributors to diversity and inclusion in organizations."
PPT: Followup: Microaggressions and Race-- List some examples
1.You're so articulate. You speak really well. (Did you assume I wouldn't be able to speak well?) 2. Where are you really from? (What do you mean by this question? Where are you really from?) 3. Why are you getting so angry? (Why are you policing my tone?) 4. Would you mind coordinating lunch? (Why are you asking me to do this?) 5. How's everything going, Kim? (My name isn't Kim. Kim is the other Black woman, who looks nothing like me.) 6. Can I call you Q for short? (My name matters, please don't disregard it.) 7. Wow, your hair is so interesting. Can I touch it? (No. You may not.)
Published Article in CRT: Developing a database of Structural Racism-Related State Laws for Health Equity Research and Practice in the United States. What were the objectives, methods, and conclusions of this study?
Abstract Objectives: used systematic policy surveillance methods to develop a comprehensive database of state laws that are explicitly or implicitly related to structural racism, with the goal of evaluating their effect on health outcomes among marginalized racial/ethnic groups. Methods: Legal scholars used primary and secondary sources to identify state laws and developed a coding scheme that assigned a numeric code representing a mutually exclusive category for each salient feature of each law Legal scholars systematically applied this coding scheme to laws in all 50 US states and the District of Columbia from 2010 through 2013. Results: We identified 843 state laws linked to structural racism. Conclusions: By providing comprehensive, detailed data on structural racism-related state laws in all 50 states DC over time, our database will provide public health researchers, social scientists, policy makers, and advocates with rigorous evidence to assess states' racial equity climates and evaluate and address their effect on racial/ethnic health inequities in the United States. Database will allow testing of effects of types of legislation on protected
English-Only Rules- Anchor Coin settled for how much money? What were they sued for? Who filed the suit? What did they allege happen? How did they try to defend themselves? In Major League Baseball (MLB), what percent of players are from Spanish-speaking countries? How do they resolve the language barrier?
Anchor Coin, doing business as Colorado Central Station Casino, Inc. (CCSC), agreed to settle a national origin discrimination lawsuit for $1.5 million and other relief. The EEOC filed a suit on behalf of a class of Hispanic employees of the casino's housekeeping department who were verbally harassed and subjected to unlawful English-only rules. The EEOC alleged that the human resources director, despite their objections, instructed several managers and supervisors to implement a blanket English-only language policy in the housekeeping department. The human resources director also instructed them to discipline any housekeeping employee who violated the policy. The housekeeping department had the highest concentration of Hispanic employees, and although some employees there were bilingual, others spoke only Spanish. According to the EEOC, the reason given for implementing the restrictive language policy was that a non-Spanish-speaking employee thought that other employees were talking about her in Spanish and that CCSC needed the policy for undefined "safety reasons." Following the new policy, management told the housekeeping staff that English was the official language of the casino and that Spanish could no longer be spoken. According to the litigation, managers chastised employees for speaking Spanish at any time, saying, "English-English-English" or "English-only." In the course of the suit, CCSC's claim of a "business necessity" basis for its misguided and discriminatory language policy was eroded by its own management witnesses, 1.5 million settlement In Major League Baseball (MLB), at least 25% of the players are from Spanish-speaking countries, and many players, often very young men, speak little or no English when arriving in the United States. Similarly, many American players, coaches, and front office staff speak little or no Spanish. Some MLB teams now prioritize helping native Spanish and English speakers learn English and Spanish, respectively.
Bill Proudman and Michael Welp joined forces in running what? What do white men need to do? Who is an example of a white man that is involved in diversity?
Bill Proudman and Michael Welp joined forces in running "The White Men's Caucus," which presents "White Men as Full Diversity Partners" workshops that are specifically designed to engage White men in diversity initiatives. Employees at clients such as Shell Oil and Detroit Edison report being enlightened about White male privilege, the dominance of White male cultures in organizations, and other diversity issues to which they were previously oblivious. One client realized the need for White men to get more involved in diversity, saying he felt White men tend to think of it as other people's issues rather than as being relevant to White men as well as to minorities, women, and other non-dominant groups. Frank McCloskey, inaugural vice president of diversity at Georgia Power, who is profiled in, is one White man who is involved in diversity work and is genuinely committed to fairness, equity, and inclusion
Latinos as Customers- When did prime-time shows start doing in 2005 and what did this accomplish?
By focusing on Latinos, Univision has been able to capitalize on the growing market and become a top-ranked network. In 2005, the ABC network began offering prime-time shows in Spanish and English, which is an acknowledgment of the growing proportion of Latinos in the United States
What is Classism? Do white people face classism? How are they identified? What did the study find about low ses?
Classism refers to negative attitudes, beliefs, and behaviors directed toward those with less power and in a lower position in a hierarchical social structure. Like racism and sexism, classism includes institutional barriers to resources, individual prejudice and stereotypes, and discrimination. Derogatory terms for Whites of low SES or class backgrounds are also well-known and widely understood and are associated with pain and humiliation for those denigrated. Although members of the dominant racial group, Whites of lower SES may be identifiable through attire, behavior, speech patterns, and other class-based identifiers. They also have differential power, experience discrimination, and are aware of their differential treatment and status as lower-SES group members. Researchers specifically studying SES using White samples found that White participants were motivated to derogate and physically distance themselves from low-SES Whites and inflated their own SES when interacting with low-SES Whites. Whites perceived low-SES Whites to be a greater threat to Whites' status than low-SES Black people and were uncomfortable interacting with low-SES Whites. This can extend to coworkers and customers and is inconsistent with valuing diversity and inclusion"
Describe how social identity and categorization processes can lead to discrimination. Discuss social identity in terms of similarity, outgroup homogeneity, ingroup bias, and some of its effects. Can stereotypes be suppressed and/or controlled? Give two ways by which to do so, pro or con.
Dani: Social Categorization is the tendency of individuals to perceive themselves and others as belonging to particular groups. Social identity refers to the part of an individual's self-concept that is derived from his or her membership in a particular social category, and the value and emotional significance attached to that group membership. Social identiy comes in three forms which include similarity, homogeneity, ingroup bias. Ingroup bias is the positive feelings and special treatment we reserve for people we have defined as part of our in-group. Outgroup homogeneity effect is not noticing subtle differences among outgroups because we have little personal contact with them. We often do not encounter a representative sample of outgroup members. Similarity effect is bias in which individuals select and hire demographically similar others. There are wats to combat social identity and categorization discrimination. One way to control for stereotpyes is the blinding technique when hiring individuals. Blinding technique is a way to Intentionally not know a person's category membership so that are fair in choosing qualified applicants. Another way to control for stereotypes is having exposure to counter-stereotypic examples or generating imagery of counter-stereotypes to reduce stereotype activation.
PPT: CRT Examples :Accumulation of Wealth-- What happened to Black wages after CRA 1964? How many black people were homeowners in 2020 in comparison to white people? What did FHA believe when it came to black families? What happened between 1940-1960 in relation to discrimination?
For decades after the end of slavery, Blacks were legally denied the right to own property by various laws across the United States. After CRA 1964, Blacks' wages still suffer the effects of discrimination. Blacks were discriminated against with access to home loans and business credit. in 2020, about 46% of Blacks and 76% of non-His-panic Whites were homeowners. In the period of 1940 to 1960, while White (male) veterans capitalized on education, employment, and housing benefits after their service, Black veterans were systematically and purposefully denied such benefits The FHA believed in racial segregation often denied loans to Black families. For Blacks who were able to purchase homes, residential segregation and steering by realtors still contribute to continued stratification and lower appreciation for Black people's homes. What specific organizational steps can banks, mortgage companies, and realtors take to ensure they do not perpetrate credit and housing discrimination?
Participation and Unemployment- Who has the highest and second highest for native-born workers? What about for foreign born? Who has the highest rates
Hispanics and Asians have the highest and second highest participation rates for native-born workers. For foreign-born workers, Blacks and Hispanics have the highest and second highest participation rates. In both years, among those who are native-born and foreign-born, Blacks and Hispanics have the highest and second highest unemployment rates. native-born Hispanics participate in the work-force at higher rates than other groups; Hispanic immigrants participate at the seco overall, foreign-born men are more likely to participate in the labor force than native born men (78.0% vs. 67.4%), and foreign-born women are less likely to participate than native-born women (54.8% vs. 57.9%).
Visibility- Just questions from class
How does the visibility (identifiability) of groups such as Blacks and Asians contrast with the invisibility of White ethnics in shaping their organizational experiences?
History of White in the US- How was it represented and what is a common complaint about how white history is presented?
In contrast to the majority of other racial and ethnic groups, anyone educated in the United States has likely encountered many parts of the history of Whites in an "American history" course. In the past, and in the present to some extent, a common complaint about such courses was that they effectively, and at times purposely, excluded people of color or represented them in a derogatory manner. In recent decades, the content of many courses has changed to include wider and more accurate explanations of the "discovery" of America, and of Native Americans, Blacks, Latinos, and Asians in the United States. In this chapter, we consider some of the White ethnic groups and compare their experiences with those of people of color. As previously mentioned, during the same period that Africans were first sold as slaves in the United States, some Whites were held as indentured servants. Over time, however, White servitude ended, while Blacks and their descendants remained enslaved
How white people in power can use their privilege for good? What is a mentoring and networking system?
One way that Whites in positions of power can get more involved and be more ef-fective in diversity work is by serving as mentors for non-dominant group members. Mentoring can be helpful in facilitating the entry of non-dominant group members into positions of power, providing access to resources and insights, to the "unwritten rules" of leadership, to information on power systems and organizational dynamics, and to a host of other benefits. Historically, White men have been advantaged by mentoring and networking systems (the "good old boy" network) when compared to women and mi-norities. In one study in 24 high-tech firms, White men received more training, mentor-ing, and coaching and had more favorable performance evaluations than members of other groups.99 Active mentoring by Whites in power can open doors to employees from different backgrounds and can more widely distribute some of the many benefits of mentoring to both parties of the mentoring relationship."
Diversity and Socio-Economic Status for Whites- What is SES? What is an example of SES?
Socio-economic status (ses) is an individual in a hierarchical social structure, based on their access to or control over wealth, prestige, and power, and is often measured by such things as education, income, and occupation. The term SES is of-ten used interchangeably with "class," and the terms working-, lower-, middle-, and upper class are commonly used and well-understood. Despite common understandings, SES is complex and not easy to determine with certainty. For example, some poorly educated people may earn high wages, as we discuss later in the chapter. Some wealthy people of color experience race-based inequality and indignity despite having high wealth and income. After a White female neighbor called police reporting that two Black men were trying to force their way into a home, Henry Louis Gates, a renowned Harvard professor, was arrested after entering his own home. Gates showed the officer his license and Harvard ID, but after accusing the officer of racism, he was arrested for disorderly conduct. Class intersects with race and sex to strongly influence people's lives. Despite being members of the non-dominant class group, experiencing class-based inequality, and experiencing denial and distancing by higher-SES Whites, lower-SES Whites often experience unearned advantages (see Feature 7.3) denied to minorities at the same or higher class levels. These include such things as being given the benefit of the doubt in ambiguous situations and being presumed to be a better "fit" for certain jobs than minority group members. Racial and ethnic minorities, whose "otherness" is readily apparent and cannot be obscured or mistaken, do not have similar experiences. White advantages often extend to poor Whites in many contexts."
White Ethnic Groups- What white groups faced discrimination in the early years of the US? What types of discrimination did they face? Who has it easier? White immigrants or native black Americans?
Some White ethnic groups faced considerable overt discrimination and exclusion in their early years in the United States. Nearly 40 million Europeans (including Irish, Greek, Germans, Italians, and Poles) migrated to the United States between the 1820s and the 1920s. Brutal, sometimes deadly clashes between Irish, German, Polish, and Italian immigrants and conflicts over work occurred. Job and residential segregation were common. There was a pecking order for Whites, with the earliest immigrants, the English, at the top, followed by Germans, Irish, Italians, and Poles. The English viewed later White immigrants as dirty, immoral, unintelligent, and dishonest Lower status White ethnic groups encouraged and capitalized on the fear and antipathy of high-status Whites toward Blacks, using it to "become insiders, or Americans, by claiming their membership as Whites" and designating Blacks as the "other."Because the ethnicity of White ethnic groups is largely invisible, it was considerably easier for White immigrants and their descendants to become insiders than it was for native-born Blacks, which continues today and now includes immigrants of color who remain identifiable as "other." White immigrants continue to be accepted into organizations, neighborhoods, and personal relationships and are viewed as "American" faster than immigrants of color. In recent studies, researchers investigated the extent to which Afri-can, Asian, and White Americans are associated with the category "American." They found that Whites and Asians appear to equate "American" with "White," although Blacks do not.
PPT: Example Laws, Stand your Ground Laws, Mandatory Minimum Sentencing---State prohibits what in regards to minimum wage? What do they require for Immigrants? What do they require for voting? Can the state remove voting rights? Does the state have a law addressing law enforcement to stop and ask for identification? What does the state comprehensive consumer protection include? What does the state impose penalities on?
State prohibits any city or town from setting its minimum wage above the federal minimum wage or limits it from exceeding the minimum wage by more than $1.00 State does not allow undocumented immigrants to obtain a driver's license or state identification State requires a government-issued Photo identification for voting State permanently removes voting rights based on court discretion, unless government approves restoration State has no law addressing law enforcement officers' authority to stop and demand identification State provides comprehensive consumer protection (including credit and real estate) State imposes penalties on victims of domestic violence when breaking a lease and requires proof State excludes people who have been convicted of a drug felony from fair-housing protections
Associational Discrimination- Two cases
Tampa, Florida-based environmental services company agreed to settle a race discrimination and harassment case brought by the EEOC and 11 intervening plaintiffs for $2,750,000 and other relief. The EEOC alleged that the harassment of African American employees included multiple displays of nooses, the repeated use of the "n-word," and physical threats. The EEOC also claimed that four White employees were harassed by their white coworkers because they associated with African American employees. Two African American employees also alleged they were fired because of their race and two White employees asserted they were fired for engaging in protected activity and in retaliation for associating with African American employees. Although the company denied liability for the harassment, the three-year consent decree enjoined the company from engaging in further retaliation, race discrimination, or racial harassment, including associational bias According to a favorable decision in a Title VII associational discrimination case, three White workers at the Whirlpool plant in LaVergne, Tennessee witnessed numerous instances of racial hostility and slurs directed at their Black coworkers. Because they maintained friendly relationships with and engaged in various acts of advocacy on behalf of their Black coworkers, they became targets of various threats and harassment by other White employees who were responsible for the racial hostility directed against their Black colleagues. The hostile conduct ranged from "cold shoulder" type behavior to the use of the term "n-word lover," references to the KKK, and direct threats on their lives, as well as being told to "stay with their own kind."
Termination of Whites for Refusing to Comply with Discrimination against Minorities- The EEOC obtained a $317,000 settlement in a Title VII case alleging what? A Warren, Michigan, automotive supplier paid $190,000 to settle what case?
Termination of Whites for Refusing to Comply with Discrimination against Minorities "The EEOC obtained a $317,000 settlement in a Title VII case alleging that an ex-tended-stay hotel business discharged and otherwise retaliated against a district manager (DM) for six properties in Georgia, Alabama, and Virginia because she complained about race discrimination. The DM, a White female, e-mailed the defendant's Chief Operating Officer in expressing her concerns about the exclusion of African Americans and other racial minorities from management positions. Despite being considered a stellar performer, following her e-mail, the DM was reprimanded, threatened with a performance improvement plan, accused of being disloyal to the company, and terminated. The 24-month consent decree applied to all of the defendant's facilities in Georgia and included requirements that the defendant create and institute a non-retaliation policy, advise all employees that it will not retaliate against them for complaining about discrimination, instruct all management and supervisory personnel about the terms of the decree, and provide them with annual training on Title VII's equal employment obligations, including non-retaliation. ●A Warren, Michigan, automotive supplier paid $190,000 to settle a race discrimination and retaliation lawsuit in which the EEOC alleged that the supplier repeatedly overlooked qualified non-White employees, including a group of Black employees and a Bangladeshi employee, for promotions to the maintenance department. In addition, a White employee who opposed this type of race discrimination and complained that managers in the maintenance department were using racial slurs allegedly was fired shortly after the company learned of his complaints."
Recommendations for Individuals- What can white people do for organizational diversity?
Whites play distinctive roles in organizational diversity. As members of the dominant racial group, Whites have more individual power to make changes than do individual people of color. As members of the dominant group, they may also erroneously view increasing "diversity as a lowering of their individual power even though diversity is beneficial to everyone. Along with other groups, Whites should view diversity as a potential source of competitive advantage—something to be embraced rather than feared. By working toward diversity proactively, organizations will be able to increase competitiveness through cost savings and through gains in human resources acquisition, system flexibility, marketing, creativity, and problem-solving, among other areas. This increased competitiveness will result in more opportunities for all rather than in fewer opportunities and advantages for Whites."
PPT: Latinos as Customers ch 5- What happened in the Conoco case?
• in a Conoco convenience store and gas station in Fort Worth, Texas, the store employee cursed the Hispanic customers and referred to one as an "Iranian, Mexican (expletive), whatever you are." • The employee then threw the customers' purchases on the floor and, over the store loudspeaker, told them to "go back to where you came from you poor Mexicans ..." •The customers' complaints to Conoco were ignored, even though the clerk admitted she had done what the customers alleged. •What would your recommendations be for dealing with the behavior of the Conoco clerk and for ensuring such behavior did not occur again? •What measures would you recommend to prevent such discrimination against Hispanic customers in the future?
Population- Asians- how many are in the US, what percent of that is foreign born?
•19 million; 7% of population; 80% foreign-born •Fastest growing group in U.S. due to immigration
PPT: Population in the US. What percent of the population is white? Which origins belong to the white category?
•About 60% of the U.S. population is non-Hispanic White. •In 1930 and 1940, the White population was at its largest proportion, 89.8%. •Although Whites are still the largest group, it has declined to the current level. •According to the Census Bureau's 2010 instructions, the term "White" refers to those whose origins were any of the original peoples of Europe, the Middle East, or North Africa. It includes those who labeled themselves as Arab, German, Irish, Italian, Lebanese, Moroccan, Palestinian, or Polish, among others.
PPT: Education in Hispanics- What % of hispanics have a HS degree in comparison to the rest of the population? What does this effect? Do levels vary in different hispanics? Do Latino administrators make a difference?
•About 70% of Hispanics have at least a high school degree, compared to about 88% of the population. •Significantly impacts recruitment, selection, training, and compensation •Levels differ across nativity, country of origin, and immigration status •School performance is positively affected by the presence of Latino administrators.
Access and Treatment Discrimination- Describe name-based discrimination study? What were the results? What is inter-ethnic employment discrimination? What did they find in that experiment? Who is more likely to get hired? Latino or black employees? Who receives sentencing disparities?
•Access and treatment discrimination •Name-based discrimination •500 matched resumes, 22% less likely to advance in selection process •Inter-ethnic employment discrimination •Practiced by racial and ethnic minority groups against other minorities •Employers pit Black v. Hispanic labor against each other •Black Hispanics treated as African-American •Customer discrimination •Racial profiling •Feature 5.5 Latinos and Blacks less likely to get withheld adjudication in FL (prevents felony on record) •Police misconduct Latinos may be preferred over Black employees, in part due to perceptions that Latinos are hard workers and that Blacks are not and also partly due to employers' preference for workers who are more easily exploited.7 In the United States, Black and darker-skinned Dominicans, Puerto Ricans, and other Hispanics face "intense stigmatization, prejudice, and discrimination to which all people of African origin are subjected."8 As discussed in Feature 5.5, Latinos and Blacks in Florida are less likely to receive withheld adjudication, a legal benefit that would allow them to avoid the stigma of having a felony conviction and the associated negative employment and social costs. Latinos and Blacks experience sentencing disparities in the courts compared to sentences imposed on Whites. In addition, there are disparities in sentencing based on Hispanic country of origin and immigrant status. In her review of sentences imposed in U.S. federal courts, Melissa Logue found that Mexican Hispanics received harsher sentences than Hispanics who were not of Mexican origin.109 Mexican immigrants also received harsher sentences than native-born Mexican Americans. Although all Hispanic immigrants (from various areas) received harsher penalties than native-born Hispanics, the immigrant penalty was greatest for Mexican immigrants. Logue speculated that Mexican immigrants' harsher penalties were related to widespread publicity about immigrants and fears of Mexican immigrants taking jobs and committing crimes. Perceptions about the proportion of crimes committed by immigrants (and minorities) and their representation in the population are quite distorted and shape th
Access and Treatment Discrimination- What did they find on name-based discrimination? Black Hispanics are treated the same as? Who do they compete against? Latinos and Blacks less likely to get withheld what in FL?
•Access and treatment discrimination •Name-based discrimination •500 matched resumes, 22% less likely to advance in selection process •Inter-ethnic employment discrimination •Practiced by racial and ethnic minority groups against other minorities •Employers pit Black v. Hispanic labor against each other •Black Hispanics treated as African-American •Customer discrimination •Racial profiling •Feature 5.5 Latinos and Blacks less likely to get withheld adjudication in FL (prevents felony on record) •Police misconduct
Asian American- From what region? What are the current classifications in the US Census?
•Asian American •A heterogeneous group of people having origins in the Asia Pacific region—people from the Far East, Southeast Asia, or the Indian subcontinent, including Cambodia, India, Malaysia, and Pakistan. •Current Classifications in US Census •Asians and Pacific Islanders (API) •Native Hawaiians or other Pacific Islanders
Participation, Unemployment, Occupations, and Earnings- Who works more? Asian men or women? What are there average earning in comparison to white people?
•Asian men participate more than Asian women •Those with higher education levels work in managerial and professional specialty jobs; those with poor language skills and low education have worse jobs. •Earnings •Average earnings are higher than those of Whites and other ethnic groups. •Average Asian American household income is higher than average American household income. But more likely to live in costly urban centers
Education- Are all Asians that move to the states well educated?
•Asians' immigration, education, employment, and earnings are closely intertwined, largely because many adult Asian immigrants arrive to pursue employment or higher education. •Some Asians are well-educated, while others are poorly educated. •Many Asian immigrants arrive in the United States with high degrees of education, reflecting what is termed a brain drain.
Hispanic Immigrants at Work- Disproportionate representation in what kind of industries. What do they experience based on their skin color? What are the work conditions like for undocumented immigrants? Who assists with combating the explotation of workers?
•Disproportionate representation in dangerous industries •Experience physical harm and harassment based on skin color •Immigrants who are undocumented often receive low wages and work longer hours with no overtime. (Hispanic and Asian workers may be paid up to 75% less) •OSHA and EEOC assist in combating exploitation •What can organizations that pay low wages for low-skill work do to ensure that workers are treated fairly? What is the role of the perception that immigrant workers are "better off than if they were in [their home country]" in justifying paying them low wages? How pervasive do you think this perception is? What can be done to educate people about discrimination against immigrant workers?
PPT: Hispanic Immigrants at Work- Disproportionate representation affects what? Immigrants, who are undocumented often receive what? OSHA and EEOC assist with what?
•Disproportionate representation in dangerous industries •Experience physical harm and harassment based on skin color •Immigrants who are undocumented often receive low wages and work longer hours with no overtime. (Hispanic and Asian workers may be paid up to 75% less) •OSHA and EEOC assist in combating exploitation •What can organizations that pay low wages for low-skill work do to ensure that workers are treated fairly? What is the role of the perception that immigrant workers are "better off than if they were in [their home country]" in justifying paying them low wages? How pervasive do you think this perception is? What can be done to educate people about discrimination against immigrant workers?
PPT: Education, Earnings, and Employment. What is educations levels of white in comparison to blacks, hispanics, and asians? What are the earnings of white women in comparison to men's? What contributes to women's wage gaps?
•Educational levels of Whites are higher than those of Blacks and Hispanics but generally lower than those of Asians. •Earnings of White women are between 63% and 76% of White men's earnings levels. •Women work fewer hours and have shorter work tenures, contributing to this wage gap. Along with sex segregation and devaluation of women's work, contributing to the male/female earnings gap is the fact that White women work fewer hours even when working full-time and have shorter tenure than White men.
Reasons for Higher Level of Entrepreneurship of Asian Americans- 3 reasons
•Encountering the glass ceiling or discrimination in other organizations •Limited language skills, low education, and fewer opportunities •Presence of informal networks that increase the likelihood of starting small businesses
White Ethnic Identity- Define Ethnic Identity. Research evidence shows that Whites with high racial identity development are most comfortable with what? (2 items). What is symbolic identity and what is an example of that?
•Ethnic identity: Part of an individual's self-concept derived from memberships in certain ethnic groups •Research evidence shows that Whites with high racial identity development are most comfortable with Blacks. •Better at managing diverse employee groups •Symbolic ethnicity: Invoked at will, but has little meaning in a person's everyday life •e.g. Wearing green on St Patrick's Day If you are White, do you know your ethnic origin? How much of a role does your ethnic origin play in your everyday life, experiences, and opportunities? Can outside observers discern your ethnic origin by looking at you?
PPT: Latinos as Customers- What is the GDP Growth in comparison to non-latinos? How much did the buying power increase? Do hispanics like shopping? What are stereotypes against hispanics?
•Hispanic buying power increased from $504 billion in 2000 to $2.6 trillion in 2018. The Latino GDP grew nearly twice as fast as non-Latino GDP and included large growth in personal consumption, driven by growth in personal income compared with other groups. •Hispanic customers as a group: •Are strongly enthusiastic about shopping •Prefer paying cash •Hispanics stereotyped as undesirable customers or potential shoplifters, which also occurs with Blacks. •Given the Hispanic buying power discussed in this chapter, what might retailers do to capitalize on the Hispanic consumer market?
PPT: Employment and Earnings- Hispanic Men have the highest what? Latinas have the lowest what? Hispanic unemployment rate higher and lower than which races? What does this affect?
•Hispanic men have the highest participation rate compared with other men, while Latinas participate less than all other women. •The unemployment rate is lower than that of Blacks but higher than that of Whites and Asians. •Earnings increase with education.
Organizational Recommendations- What are the four recommendations for diversity?
•Include Whites as active participants and allies in the diversity process to reduce resistance. •Assure employees that diversity is not a zero-sum situation, but is valuable for all. •Provide organizationally sanctioned mentoring programs. •Formalize human resources practices.
Racial Microaggressions- Define what it is. What are common microaggressions against asians?
•Intentional or unintentional daily verbal, behavioral, or environmental indignities that communicate negative or derogatory racial insults. •For Asian Americans, these insults include such things as being asked, "Where are you from?" or "Where were you born?" •Asians "represent significant buying power and a large consumer base and will use that weight" if treated unfairly.
PPT: Followup: What is Critical Race Theory? What is the debate surrounding critical race theory?
•Last class we tried to distinguish between CRT as developed by legal scholars and as defined by the general public •critical race theory -often introduced to students at the graduate level - and taking a critical approach to studying impact of laws on maintaining discrimination •The current debate surrounding CRT is roiling many K-12 schools throughout the U.S., most of which do not actually teach the framework itself. •Parents are afraid that their children are being taught that everyone is a racist and we all live in a racist country.
Who are Hispanics? % Hispanics self-identified as White? % of them that identify as some other race? What are the names they go under? What ethnicities fall under hispanic?
•Mexican, Puerto Rican, Cuban, or other Spanish origin or culture, regardless of race. •Include people from various races (Whites, Blacks, and Asians) •Hispanics face discrimination based on skin color and ethnicity. •Terminology used interchangeably •Hispanic/Latino/Latina/LatinX (not universally accepted) •White/non-Hispanic White •Black/non-Hispanic Black •Census: 53% Hispanics self-identified as White; 37% Some Other Race
Model Minority Myth- What is Model Minority? What is Model Minority Myth?
•Model minority—a non-dominant group whose members are perceived to have achieved success through hard work and determination and who are perceived as those who should be used as the model or ideal for other non-dominant groups to emulate. •Model minority myth—the erroneous perception that U.S. Asians are free from concerns that plague other minorities and have all succeeded through hard work, determination, and commitment to education.
PPT: Socioeconomic Status (SES)- What is the definition? What are measures of SES? What is classism? Who is the most advantaged race regardless of class?
•Position in a hierarchical social structure, which depends on access to or control of wealth, prestige, power •Measured by occupation, income, and education •Classism: Negative beliefs, behaviors, and attitudes directed at those who have a low SES •Many advantages extend to Whites regardless of class
Employment Experiences- Which discrimination are Asian people subject against? What types of businesses do they often work in? Who earns more Asian men or women?
•Presence of positive and negative stereotypes •Subject to access and treatment discrimination, the glass ceiling, and name-based discrimination •Asian women earn less than men •Often work in computer and electronic product manufacturing, retail, and healthcare industries •Often work for family-owned businesses enduring long hours, low wages, and no benefits
PPT: English-Only Rules- In what situation (3 items)
•Some situations in which English-only rules are justified include: •for communications with customers, coworkers, or supervisors who only speak English; •in emergencies or other situations in which employees must speak a common language for safety reasons; •for cooperative work assignments in which speaking English promotes efficiency; and •to enable supervisors who only speak English to monitor the performance of employees who speak with coworkers or customers as part of their job duties.
Asians as the "Model Minority"- Why does this group get animosity from other minority members and white people? What issues does this cause for Asians?
•The "Model Minority" Stereotype •The enduring and widely held perception of Asians as succeeding through hard work and determination, in contrast to other groups. •Fuels animosity toward Asians from other minority groups and Whites. •Ignores differences among Asians in education, income, and employment and understates the barriers and discrimination Asians face. •Asians tend to live in high-cost areas and have more family members contributing to "family income." •Overt anti-Asian racist sentiments openly expressed.
Language Fluency and Bilingualism: Issues for Diverse Organizations- What is the official language of the US? What deters latino children from going to school? When can they require Spanish for a job?
•There is no official language for the United States as a whole; 23 states have identified English as the official language. In three states, there are two official languages. •Latino children in schools still report frequent harassment and punishment for speaking Spanish, and this sometimes deters them from attending school. •Although bilingualism among Hispanics is an asset, the requirement that employees speak Spanish can only be used for hiring decisions when it is a legitimate business necessity.
PPT: Language Fluency and Bilingualism: Issues for Diverse Organizations-- Is there an official US language? What deters Latino children from going to school? Is requiring to speak Spanish in employees legal?
•There is no official language for the United States as a whole; 23 states have identified English as the official language. In three states, there are two official languages. •Latino children in schools still report frequent harassment and punishment for speaking Spanish, and this sometimes deters them from attending school. •Although bilingualism among Hispanics is an asset, the requirement that employees speak Spanish can only be used for hiring decisions when it is a legitimate business necessity.
Hispanic Population- How many people in the US population? How many are citizens? How many are born here? Where are majority of them located?
•This population comprised 60 million people in 2019, about 20% of U.S. Population •Half of U.S. population growth since 2010 •About 80% of Hispanics in the United States are citizens, and 70% native-born •62% Mexican origin (37 mil), with Puerto Ricans next largest group (6 mil), 2 million Cubans, Dominicans, Salvadorans. •Concentration >1 million in AZ, CA, CO, FL, GA, IL, NJ, NM, NY, NC, PA, TX. •Majority of LA and Houston are Mexican, in Orlando Puerto Rican, and in Miami, Cuban •The meaning of race, for Hispanics, is contextual, variable, and complex.
Research Evidence- White women and men have negative attitudes towards what? Do they feel reverse discrimination is common? During interview assessments, what were the applicant preferences for white, black, and female recruiters? What reward discrimination exists? Who receives higher salary increases even with the same performance as other groups?
•White men and women tend to have negative attitudes toward Affirmative Action Plans •Feel that reverse discrimination is common •During interview assessments: •White recruiters preferred White applicants •Black recruiters did not favor Black applicants •Female recruiters showed no preference •Performance-reward discrimination exists •White men received higher salary increases than women and minorities even with the same performance.
Race Discrimination against Whites- Two case examples
● The County of Kauai in Hawaii agreed to pay $120,000 to settle an EEOC charge of race harassment, alleging that a White former attorney for the County's Office of the Prosecuting Attorney was subjected to racially disparaging comments by a top-level manager. The manager allegedly referred to the White attorney using a racial slur and advised the former attorney that she needed to assimilate more into the local culture and break up with her boyfriend at the time, also White, in favor of a local boy. Aside from the monetary relief, the county agreed to establish policies and complaint procedures dealing with discrimination and harassment in the workplace and to provide live EEO training to all managers and supervisors. The county further agreed to post notices on the matter on all bulletin boards throughout the county and to permit the disclosure of the settlement. ● The EEOC received a favorable jury verdict in its Title VII lawsuit against the Great Atlantic & Pacific Tea Company (A&P). The suit alleged that a Black senior manager terminated a White manager because of his race. The jury concluded the White man-ager was discharged solely because of his race and awarded approximately $85,000 in monetary relief.
Discrimination against Whites in Favor of Hispanics- Name the two case examples
●A Statesville, NC grocery store agreed to settle for $30,000 a lawsuit alleging that it had fired a White, non-Hispanic meat cutter based on his race and national origin and replaced him with a less-qualified Hispanic employee. In addition, the store agreed to distribute a formal, written anti-discrimination policy, train all employees on the policy and employment discrimination laws, and send reports to the EEOC on employees who are fired or resign. ●The EEOC filed a lawsuit against a Charlotte, NC supermarket chain, alleging that it fired or forced long-term White and African American employees to resign and replaced them with Hispanic workers after it took over a particular facility. "
