Thinking About Race And Employment

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Thinking About Race And Employment

  1. 1. THINKING ABOUT RACE AND EMPLOYMENT A Presentation to the Job Opportunities Task Force Baltimore Marc Bendick, Jr., Ph.D. Bendick and Egan Economic Consultants, Inc. February 9, 2006
  2. 2. TOPICS <ul><li>Is employment discrimination still a problem? </li></ul><ul><li>What does 21 st century discrimination look like? </li></ul><ul><li>What might JOTF consider doing about it? </li></ul>
  3. 3. PAIRED COMPARISON TESTING STUDIES OF HIRING <ul><li>Studies conducted in Chicago, San Diego, DC, … </li></ul><ul><li>Discrimination against minorities in entry-level hiring: 20%-25% of employers </li></ul><ul><li>Generally polite in interviews, but different outcomes </li></ul><ul><li>Stereotypes revealed in interviewer questions & behavior </li></ul><ul><li>White perceptions diverge from minority perceptions – and from these testing findings </li></ul><ul><li>Testing provides compelling stories + credible statistics </li></ul>
  4. 4. POST-HIRING MICRO-INEQUITIES IN ONE LARGE FIRM 1.0% 3.4% 0.9% Minority Females 1.6% 3.5% 2.0% White Females 1.5% 2.3% 1.9% Minority Males 2.1% 3.9% 3.5% White Males LATERAL IN YEAR PROMOTED IN YEAR PAY INCREASE IN YEAR
  5. 5. LARGE VARIATION AMONG EMPLOYERS
  6. 6. WEAKNESSES IN ENFORCEMENT <ul><li>EEOC/FEPAs </li></ul><ul><ul><li>Slow, unlikely to sue </li></ul></ul><ul><ul><li>Staff not trained in state-of-the-art </li></ul></ul><ul><ul><li>Reactive—complaints do not track job potential </li></ul></ul><ul><li>Private Litigation </li></ul><ul><ul><li>Focused on individual, not class solutions </li></ul></ul><ul><ul><li>No guidance on industry campaigns (e.g. staffing agencies, hospitals, financial services) </li></ul></ul>
  7. 7. TWO PROBLEMS REQUIRE TWO APPROACHES <ul><li>Hard Core Discriminators </li></ul><ul><ul><li>12% - 20% of employers nationwide </li></ul></ul><ul><ul><li>Conscious & blatant </li></ul></ul><ul><ul><li>Group-specific prejudice </li></ul></ul><ul><ul><li>Blatant name-calling </li></ul></ul><ul><ul><li>Calls for external 2x4: litigation, regulatory enforcement, consumer boycotts, … </li></ul></ul><ul><li>Soft Core Discriminators </li></ul><ul><li>Appears widespread </li></ul><ul><li>Unconscious bias/ stereotypes </li></ul><ul><li>Generic in-group / out-group dynamics </li></ul><ul><li>“ Soft skills” used as code word </li></ul><ul><li>Calls for internal employer “workforce diversity management” </li></ul>
  8. 8. POSSIBLE JOTF INITIATIVES <ul><li>Hard Core Discriminators </li></ul><ul><ul><li>Conduct testing study of prevalence – address public perceptions </li></ul></ul><ul><ul><li>Develop strategic targeting plan for FEPAs and private litigators </li></ul></ul><ul><ul><li>Provide seed money for key private litigation (Impact Fund model) </li></ul></ul><ul><ul><li>Strengthen FEPAs by lobbying for funds </li></ul></ul><ul><ul><li>Strengthen FEPAs by staff training </li></ul></ul><ul><li>Soft Core Discriminators </li></ul><ul><ul><li>Convene industry-specific workforce diversity management initiatives </li></ul></ul><ul><ul><li>(A. E.Casey Jobs Initiative St. Louis construction) </li></ul></ul><ul><ul><li>Train E & T service providers on “best practice” cultural contact tactics </li></ul></ul><ul><ul><li>Assist employers to use internet open postings – monster.com </li></ul></ul><ul><ul><li>Convene coordinated anti-discrimination efforts among out-groups (race, ethnicity, age, disability,…) </li></ul></ul>
  9. 9. For Further Information <ul><li>Organization links on www.bendickegan.com </li></ul><ul><ul><li>Impact Fund </li></ul></ul><ul><li>Publications on www.bendickegan.com </li></ul><ul><ul><li>“ Adding Testing to the Nation’s Portfolio of Information on Employment Discrimination” </li></ul></ul><ul><ul><li>“ Using EEO-1 Data to Analyze Allegations of Employment Discrimination” </li></ul></ul><ul><ul><li>“ Changing Workplace Cultures to Reduce Employment Discrimination” </li></ul></ul><ul><ul><li>“ The Emerging Job Market on the Internet” </li></ul></ul>

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