There seems to be a sense among many white Americans that any programs designed to remedy the effects of racism and segregation discriminate against whites. This stems in part from the false belief that opportunities are equal and that racial and ethnic minorities somehow have great advantages over whites.<\/p><\/blockquote>\n
On my site, one commenter suggested that the second sentence was debatable, but the actual research shows fairly consistent patterns of discrimination.\u00a0<\/p>\n
Let me provide one very blatant example of racial discrimination documented by Professor Devah Pager<\/a>.\u00a0 Pager won the American Sociological Association dissertation award in 2003 for her dissertation, which examined how a person’s race and criminal background affected their likelihood of getting job call backs.\u00a0 Pager created an experiment where black and white male testers with similar resumes were sent out to apply for low wage jobs.\u00a0 Pager assigned testers\u00a0resumes\u00a0with or\u00a0without\u00a0felony convictions, and they went into the field to conduct tests in the city of Milwaukee.\u00a0 You can read part of the study here<\/a>\u00a0(PDF)., Pager found White testers with felony convictions were MORE likely to get callbacks from employers than Black testers without felony convictions.\u00a0 Here is\u00a0a results table from Pager’s dissertation conducted in Milwaukee:\u00a0<\/p>\n \u00a0 The solid black bar represents those with felony convictions, and the grey bar represents those without felony convictions.\u00a0 Recently Pager and Bruce Western<\/a> conducted a similar study in New York city<\/a>\u00a0(PDF).\u00a0 The findings were fairly similar, but they also included Latinos, who fared better than blacks and worse than whites. Pager and Western go on to say,<\/p>\n In this study, Calibrating the magnitude of the race effects to the effects\u00a0of a felony conviction presents a disturbing picture. Blacks remain at the very end of the hiring queue, even in relation to (white) applicants who have just been released from prison. The results here point to the striking persistence of race in the allocation of employment opportunities. Employers faced with large numbers of applicants and little time to evaluate them seem to view race as an adequate means by which to weed out undesirable applicants upon first review.<\/p><\/blockquote>\n I don’t know what evidence of racism in the workplace could possibly be more apparent.\u00a0 It probably doesn’t surprise people that felons fair worse than non-felons of the same race, but the fact that Black men without criminal records are viewed similar to white men with felony convictions reveals the strong impact of race in just one stage of the hiring process.<\/p>\n Given this evidence, what can we do to stop this discrimination? (Note to Robert.\u00a0 The links include more thorough discussions of the experiment for your reading pleasure.)<\/p>\n","protected":false},"excerpt":{"rendered":" In the thread where I outlined my views on the 2006 trends in race and racism.\u00a0\u00a0A few people challenged this statement: There seems to be a sense among many white Americans that any programs designed to remedy the effects of … Continue reading ![\"pager-milwaukee-results.png\"](\"https:\/\/amptoons.com\/blog\/wp-content\/uploads\/2007\/01\/pager-milwaukee-results.png\")
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