Racial Discrimination in Employment

Moreover, race remains an ill at ease(predicate) subject for majority white America. A great some(prenominal) people would prefer to assume that the race prune has basically been solved. They nookie point to the obvious succeeder of celebrities, from Colin Powell and Condoleeza Rice to Oprah Winfrey and Barry bonds, as indications that discrimination has largely vanished.

Similarly, those nonagegroup members whom members of the newsoverwhelming white middle class do know are likely to be also middleclass professionals, whose success implies that racial discrimination in employment is no womb-to-tomb a problem. When dramatic incidents of racism occur, as in loathe crimes, these can be regarded as throwback events on the fringes of American life. Generally, racial discrimination tends to be regarded as "yesterday's" social issue.

Significantly, a petition is now circulating to place a "racial privacy" referendum on the 2004 California ballot that would ban charm of much statistical data regarding race. This move, which has brought California statistics to attention, also testifies to the provoke in some political circles in obfuscating the entire issue of persisting racial discrimination.

In fact, however, statistical tell apart indicates that racial discrimination in employment remains widespre

Whether this manner that blacks are subject to proportionally greater employment discrimination (or other groups to less(prenominal)) is again uncertain. Historical deliver has made AfricanAmericans acutely aware of the importance of the political and legal process in asserting and defending their rights. cutting communities are thus politically mobilized, and have at elapse a network of support resources on which workers can call.

racial discrimination thus remains a very corporeal problem, and by some indications a growing one.

Ignoring the issue, much less eliminating access to statistical evidence of it, is not a solution. all the way the need is for more rather than less public parole of the problem, and renewed effort toward providing access to legal and administrative means of redressing it, as well as continued public tuition on racial discrimination in employment and its effectuate on all Americans.

If an employer of 1000 people is located in an area where minorities make 20 percent of the qualified workforce, simply has only 5 percent minority workers, the statistical evidence for bias is strong. On the other hand, if a firm or work group has ten workers and none are minoritygroup members, the statistical basis supporting a suspicion of bias is much more limited. A small employer can more readily plead happenstance, which when dealing with small total is more difficult to disprove.

General Accounting Office. Rising Trends in EEO Complaint Caseloads in the Federal Sector. GAO Briefing Report to congressional Requesters (July) 1998.

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