Racial Discrimination in Employment A Continui

Racial Discrimination in Employment:

The legal framework of protection against employment discrimination is the Civil Rights Act of 1964, which as amended provides protection against race, color, national origin, sex, religion, or age [Civil Rights Division 1]. Protection against discrimination based on disabilities is provided by separate legislation, the Americans with Disabilities Act.

In recent years, media attention with respect to the employment discrimination issue has tended to focus more on gender, age, disabilities, and so on, rather than on race. Several factors may contribute to this shift of emphasis. One is that these other forms of discrimination may affect a larger total number of people.

Half the population (or slightly more) is female, and everyone may some day find himself or herself a victim of age discrimination in employment. Discrimination on account of disabilities affects fewer people directly, but individuals with disabilities are found in every population subgroup. Thus everyone may have a friend or family member who might be subjected to employment discrimination due to a disability.

In contrast, residential and social separation of races is still very considerable. Middleclass whites, who are the primary demographic toward which the news media are oriented, may have few personal contacts with blacks or other minorities, whose experience thus remains abstract to most news consumers. Indeed, the newsconsu

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rnia is in general more liberal than in other parts of the country. This may or may not make individuals feel more comfortable in filing actual complaints. If, however, we assume that racial discrimination in employment, as such, is neither more nor less pervasive in California than elsewhere in the United States, this would correspond to about 250,000 comparable cases nationwide. Other evidence also points to substantial persisting discrimination, by no means confined to small private employers who might feel freer to interject their personal biases into employment decisions. Even the federal government, where administrative protections might be supposed to be strongest, was found in a General Accounting Office report in 1997 to show a rising trend in employment discrimination reports. Complaints were particularly widespread in the Postal Service, one of the largest quasigovernment employers [GAO 2]. Statistics on the number of complaints filed, or trends in filing, do not allow direct evaluation of how these complaints were disposed. Any given complaint may or may not have merit. Disgruntled workers, unhappy at (say) being denied a promotion, may allege discrimination when no grounds exist. Some may well s

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