Racial Equality In The Workplace

The authors begin their argument by admitting we have made progress against racism in the American workplace, particularly blatant racism. The authors review the literature and survey polls to affirm progress against blatant racism in the workplace (racial slurs, derogatory remarks, and blatantly racist actions). As Brief (et al. 59) note, “Just 50 years ago, public opinion polls showed widespread acceptance of segregation and discrimination based upon race; today, these polls demonstrate that blatant racist attitudes are no longer popular and racist expressions are socially unacceptable.” Despite

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gal concerns, and ethical issues” (Brief et al. 62). In these studies the subjects were randomly assigned either to receive or not to receive business justifications to discriminate. These justifications came from their “boss” and were designed to mirror new racism justifications in the real workplace. For example, one reads: “Given that the vast majority of our work force is white, it is essential we put a white person in the VP position. I don’t want to jeopardize the fine relationship we have with out people in the units. Betty worked long and hard to get these folks to trust us; and I do not want her replacement to have to overcome any personal barriers” (Brief et al. 62). We can see how justifications are used to cloak racist attitudes in the new racism in action. The results of this studied demonstrated that those subjects who received such justifications rated black candidates lower on a five-point scale and selected significantly fewer qualified black candidates to be interviewed. The authors use their review of the literature and their simulated study to argue that more steps are needed to make racial equality a reality in the American workplace. The good intentions of executives up to this point have been resp
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Approximate Word count = 2026
Approximate Pages = 8 (250 words per page)