156488 Workplace Gender and Racial Bias Workplace Gender and Racial Bias Name Instructor Date Introduction, problem statement, and purpose Introduction Historically, the rates of participation of Black women in the labor force have been studied. Many studies have found high labor force participation in this category. Despite the high number, Women of color have not reached economic equity with other ethnic and gender groups as they have to bear the burden of gender and racial discrimination in the workplace. The discrimination represents a considerable potential source of problems such as job-related stress and low income compared to their peers. As a result, the discrimination is reflected in other areas such as the inequities, personal and financial advancements. Workplace discrimination manifests itself in multiple ways that may range from intentional and overt to subtle and ambiguous, as well as from institutional to personal whether through organizational processes, profiling or statistical discrimination. It operates differently in different domains and may cumulate with time across or within domains. Regardless of which form workplace racial and gender discrimination takes, it creates barriers to opportunities and equal treatment and can have negative effects on a range of outcomes. Due to the nature of the problem, historical and ethnographic studies on African American Women provide important textural details about the impact that the practice may have on individuals, organization and the economy. As a result, organizations have implemented policies to prevent discriminatory practices in the workplace against minority groups. Additionally, the current law prohibits discrimination on the basis of a range of characteristics. Due to these changes, there is a need to determine whether workplace discrimination against African-American Women still persists despite the measures available. This research work will make an important contribution to this field by assessing the level of discrimination against women of color in today’s workplace. Problem statement Despite evidence that workplace discrimination has significant impacts on the lives of the victims and well as the organizations that allow it, little is known about the level of discrimination following anti-discrimination policies and laws. Additionally, only a few researchers have assessed the level of workplace discrimination against African-American women. A lot of studies aim to explain racial differences in women's employment such as occupational mobility, earnings, and labor force participation rates. Although these studies serve their purposes, they tell us little about the actual level of workplace discrimination or factors that influence it. Hence, the empirical knowledge about how conditions at work influence job experiences among African American women is inadequate. For example, studies of job conditions such as low decision-making authority, low task var.

1. 156488 Workplace Gender and Racial Bias
Workplace Gender and Racial Bias
Name
Instructor
Date
Introduction, problem statement, and purpose
Introduction
Historically, the rates of participation of Black women in the
labor force have been studied. Many studies have found high
labor force participation in this category. Despite the high
number, Women of color have not reached economic equity with
other ethnic and gender groups as they have to bear the burden
of gender and racial discrimination in the workplace. The
discrimination represents a considerable potential source of
problems such as job-related stress and low income compared to
their peers. As a result, the discrimination is reflected in other
areas such as the inequities, personal and financial
advancements.
Workplace discrimination manifests itself in multiple ways that
may range from intentional and overt to subtle and ambiguous,
as well as from institutional to personal whether through
organizational processes, profiling or statistical discrimination.
It operates differently in different domains and may cumulate
with time across or within domains. Regardless of which form
workplace racial and gender discrimination takes, it creates
barriers to opportunities and equal treatment and can have

2. negative effects on a range of outcomes. Due to the nature of
the problem, historical and ethnographic studies on African
American Women provide important textural details about the
impact that the practice may have on individuals, organization
and the economy. As a result, organizations have implemented
policies to prevent discriminatory practices in the workplace
against minority groups. Additionally, the current law prohibits
discrimination on the basis of a range of characteristics. Due to
these changes, there is a need to determine whether workplace
discrimination against African-American Women still persists
despite the measures available. This research work will make an
important contribution to this field by assessing the level of
discrimination against women of color in today’s workplace.
Problem statement
Despite evidence that workplace discrimination has significant
impacts on the lives of the victims and well as the organizations
that allow it, little is known about the level of discrimination
following anti-discrimination policies and laws. Additionally,
only a few researchers have assessed the level of workplace
discrimination against African-American women. A lot of
studies aim to explain racial differences in women's
employment such as occupational mobility, earnings, and labor
force participation rates. Although these studies serve their
purposes, they tell us little about the actual level of workplace
discrimination or factors that influence it.
Hence, the empirical knowledge about how conditions at work
influence job experiences among African American women is
inadequate. For example, studies of job conditions such as low
decision-making authority, low task variety, high psychological
workload, and other well established occupational stressors are
primarily based on samples of male workers. Although recent
studies have assessed such job characteristics among female and
African American employees, very few have distinguished

3. African American female employees from other female or
African American male employees.
Purpose
Although African American Women actively participate in the
labor market, they have been found to be less likely to occupy
jobs that are less secure, pay less and with few benefits compare
to those held by White Women (Combs, 2003). There are
different job factors that explain these discrepancies. Gender
and racial discrimination account for a substantial degree of the
discrepancies. However, not much is known about the level of
discrimination that exists in today’s workplace. Since
discrimination still exists in the workplace, there is a need to
investigate the work experiences of African-American Women
as compared to other minority groups due to their dual status as
both minorities and women. The current study findings on other
demographic subgroups cannot necessarily be generalized to
African American women.
Literature Review
Workplace discrimination means organizational practices that
promote differential treatment on the basis of race that
disadvantage a racial group on the basis of inadequately
justified factors other than race to disadvantage a racial group.
Workplace discrimination against women includes two
components, racial discrimination, and gender discrimination.
Different studies have examined the topic of racial
discrimination in the workplace. A study by Hughes & Dodge
(1997) examines the relationship between African American
women's exposure to different occupational stressors including
racial bias and its impact on job quality (Hughes & Dodge,
1997). Racial bias is often in the form of interpersonal prejudice
and institutional discrimination. Findings indicate that
interpersonal prejudice and that institutional discrimination

4. were significant predictors of job quality among the participants
compared to other occupational stressors such as decision
authority, low task variety, poor supervision, and heavy
workloads. The study also established that racial bias in the
workplace was more likely to be reported by individuals
working in predominantly white work organizational settings.
Additionally, African-American women who worked in service,
unskilled or semiskilled occupations reported substantially more
institutional discrimination than interpersonal prejudice,
compared to those in managerial, professional, and technical
occupations or those in clerical and sales and occupations. The
findings are supported by Collins (2004), Ridgeway& Correll,
(2004) and Shorter (2004).
The findings of a study by Pew Research Center comprising of
2,300 male and female participants working in science,
technology, engineering or maths (STEM) fields underscore the
reality that for individuals in STEM jobs, race and gender are
still a barrier to success. The report based on a survey
conducted in 2017, 50% of female and 19% of male participants
acknowledged to having faced discrimination owing to their
gender. 41% of women outside STEM jobs reported gender
discrimination by comparison. The most cited discriminatory
practices included earning less than other people compared to
others in the same position or being passed over for a job or
promotion based on their gender (Pew Research Center, 2017).
Therefore, for women, the workplace can be a very hostile
environment than the one that male co-workers experience.
According to Buchanan & Fitzgerald, (2008), discrimination is
seen to be more frequent, and gender is more of a barrier than
an advantage to career success (Buchanan & Fitzgerald, 2008).
The trend continues to be a concern especially among women in
male-dominated workplaces. Other studies have uncovered race-
based barriers, especially for African Americans women.
Workplace discrimination on African American Women has an

5. influence on different processes on job outcomes. A study by
Shorter (2004), examined the experience of between African-
American women in different occupations. This group of women
reported encountering very intractable and persistent negative
race-based stereotypes. Reports to relevant authority are
questioned for their credibility. Hence, they lack organizational
or institutional support Shorter (2004). Additionally, this group
emphasizes the lack of connection with others in the workplace
while responding to scrutiny from coworkers about themselves.
Race is particularly a difficult topic to discuss in the workplace
due to the sensitive nature of the matter stemming from the
legacy of slavery, discrimination based on skin color, legally
enforced racial segregation. Also, many African-American
women perceive their relationships with others as conflicted.
According to Fassinger (2008), challenges are still prevalent in
the workplace despite diversity programs. In response to the
growing diversity of the workforce in the United States, they
have limited benefits for African-American women (Fassinger,
2008). In some organizations, they are opportunities to advance
to senior management. Hence, they are ineffective in addressing
racism. Intra-organizational pressures affect the implementation
of federal laws and guidelines. To effectively address workplace
against African-American women, race and sex-appropriate
behavior should be reinforced.
Theoretical Framework and Research Hypotheses
Social learning theory as a framework for discrimination
research
To effectively measure the extent and existence of racial
discrimination of a specific type in different domains, it is
important to have a theory of how such discrimination occurs
and its impacts. The model then specifies the approach that will
be used to support the findings or intervention of social learning

6. theory. Social learning theory suggested by Bandura, (1977) is a
prominent theory that describes the interaction between an
individual’s experiences, knowledge, the environment in which
they operate and the behavior (Crittenden, 2005). This theory
posits that a person’s behavior is the result of a learning process
that is partly dependent on the support present in the
environment, regarded as situational support. Bandura contends
that the process is continuous and that outcomes can evolve as
different factors of situational support change. By examining
the antecedents of compliance from the perspective of social
learning theory, a research model that provides a unique
framework for understanding workplace discrimination, the
influence of the workplace environment on individual outcomes
can be formed.
To understand the integrative framework that social learning
theory can provide a framework within which to conduct
discrimination study, it is important to establish how behavior
is acquired in the organizational system. Behavior can be
acquired through observation or experience of others.
Differential reinforcement of behavior may result in the
development of successful modes of behavior for organizational
members. Such reinforcement plays different roles. First, it
provides information concerning executed behaviors. It also
motivates and regulates behavior. Moreover, through learning,
individuals develop expectancies about their behavior and its
outcomes. For example, observational and direct learning can be
used to account for the acquisition of sex-typed behavior
(Barclay, 1982).
Despite measures to prevent different types of discrimination in
the workplace, there has been little progress. The courts have
tightened their definition of discrimination to include only
deliberate acts that can be proved as having been motivated by
discriminatory intent. This is a very steep burden of defining
and proving discrimination can be challenging. On the other

7. hand, many employers do not have an outward motivation to
discriminate. However, they do not do enough to prevent or stop
the prevalent discrimination from co-workers or organizational
processes (Marsick & Watkins, 2015).
This means that workplace managers should not that employees
learn acceptable behavior by observing the treatment of others
under similar circumstances. Hence, organizational managers
should be consistent with their expectations regarding
employees’ behavior and not give special treatment to certain
individuals. The theory supports the concept that managers
should be role models of appropriate behavior. Social learning
opportunities created through rewards would assist managers in
promoting desired behavior. Similarly, inappropriate social
behavior, such as discrimination should be punished uniformly
across the workplace to build the correct context to modify
behavior. While addressing the issue of African-American
discrimination in the workplace is critical, it is important to
first identify how the behavior occurs, which forms it takes as
well as the impact it has on individuals within this group in
order to propose mechanisms to address the problem.
Research Hypotheses
H0: African-American women experience prevalent
discrimination in the workplace.
H1: African-American women do not experience prevalent
discrimination in the workplace.
Research Methodology
Research design
A qualitative design was employed as the most appropriate for
the study of workplace gender and racial bias. Qualitative
research design attempts to answer questions analytically and

8. employs defined procedures to collect evidence and produce
results (Wiersma & Jurs, 2005). In this context, the use of a
qualitative study in investigating the workplace gender and
racial bias was appropriate because there is inadequate
information on the African-American women discrimination.
The qualitative approach was also appropriate because the topic
has not been widely investigated using a definite sample of a
group of people or healthcare organizations. The design is
appropriate where the issue has not been widely addressed.
The choice of the design was also influenced by the research
aims and goals. The aim of the study was mainly to determine
the level of discrimination experienced by African-American
women in the workplace. Therefore, the researcher needed to
obtain information from the participant based on their
experiences as opposed to conducting a quantitative study aimed
at largely authenticating a theory by examining data
numerically or conducting an experiment. A quantitative study
would not be suitable for the chosen study as the topic under
consideration calls for a more inductive strategy. Additionally,
the research hypotheses also dictate the research methodology
to be employed. As compared to offering a problem that can be
generalized to a sample, the study will focus on studying a
current problem that is affecting a particular group. Thus the
study requires the use of qualitative study methodology. The
design influenced the methodology and the process of gathering
data. It also influenced data analysis method to be used.
Research Methodology
The research methodology stems from the research design
selected for the purpose of this study. Using a survey is the
appropriate data collection method that is applicable in
underpinning the research work. Further, the study relates to a
specific group in organizational settings. Given that the problem
only affects a small section of employees, survey approach is

9. appropriate in gathering response from different participants
located in diverse geographical locations. Therefore, surveys
were selected as the most appropriate in efforts to answer the
research questions. Additionally, surveys helped the researcher
in obtaining individual’s account of reality, as compared to
taking up one general version of reality like a literature review
methodology would do.
Data collection tools
Survey questionnaires were utilized as the instruments for data
collection. The choice of the technique was informed by
different issues. Primarily, the thought that the achievement and
validity of a survey rest on the degree to which participants’
view is truly reflected in the study by the researcher (Creswell
& Creswell, 2017). The researcher first developed a letter of
beginning created for the study. The letter was then sent
through e-mail to all of the survey participants. The details of
the survey were discussed in advance before sending out the e-
mails. Survey questions were then sent to participants. The
questions were categorized thematically and used for reference
during data analysis. With this kind of data collection
instrument, it was possible to obtain as much related data as
possible due to the in detail answers that will possibly be
gathered from participants. Before answering the questions, the
purpose of study and questions was explained to the
participants.
A survey questions template was developed and then sent to
participants. Questionnaires were developed based on the
literature review to collate information available pertaining to
workplace gender and racial bias. It is an important step in
template development as questions will need to accurately
measure participant’s experiences, opinions, and behaviors.
Questionnaire design was then done as a multistage process that
will demand attention to many details. Several steps were

10. involved in questionnaire development. Questionnaires were
then administered to respondents. Only open-ended questions
were included to allow participants to provide detailed answers
to study questions. It was also possible to address a large
number of participants. They also had more freedom to express
their experiences on their terms. Eventually, the tool gave a
chance to produce rich, dependable and proportional qualitative
data. In addition, data collected was investigated in a range of
ways to arrive at findings.
Participants and sampling technique
50 African-American women were included in the study. The
participants were between ages 21-50 years. In addition, all
participants were in employment for a period of not less than 2
years. The number of participants reflected a representative
sample. The sample size was adequate to avoid being overly
representative of a particular group of the target population.
The use of purposive sampling in the study was necessary since
the researchers focused on a particular characteristic of a
population (Palinkas et al., 2015) & (Etikan et al., 2016).The
inclusion criteria was based on race, age, occupation, and length
of stay in an organization.
Data analysis
Recording, systematizing, and disclosing the process of analysis
is an important step in determining whether the process is
credible. There are a number of tools and processes available
for conducting a rigorous and relevant analysis. The researcher
used thematic analysis as a flexible approach to analyze
qualitative data collected.
Discussions and Implications
The United States long-standing history is characterized by

11. racial and gender bias. The history has deeply affected
institutional or organizational processes. As a result,
organizations tend to reflect biases similar to those of
individuals who operate within them. Organizational rules often
evolve out of organizational practices that are not easily
reconstructed. Unfortunately, these practices may appear neutral
on the surface. However, if they function in a way that causes
differential racial or gender treatment, they can be
discriminatory. While laws regarding the treatment of race and
gender interactions have changed, the basic trait of human
interactions has not changed. It is predominantly reflected in
workplaces. Unconscious biases against African American still
play a considerable role in decision making in institutions. As a
result, Workplace discrimination incidences are common
occurrences despite their illegality.
In the past, researchers have identified different sources of
continuous equality in the workplace among different racial
groups. In this respect, Mays et al., (1996) shows discrimination
to be the root of African Americans disadvantage along
stratification based issues such substantively complex work,
access to crucial reward-relevant properties of jobs such as
supervisory authority, job autonomy, and investments in human
capital credentials (Fernandes & Alsaeed, 2014). Discrimination
plays a significant role in workplace stressors even though it is
prohibited. Racial discrimination experienced by African
American women involves harassment, underestimation, denial
of access to employment opportunities and other unfair
treatments (Hirsh & Lyons, 2010). Additionally, they are likely
to encounter negative race-based stereotypes, and their effort to
report the practices does not amount to anything as they are
likely to be regarded as incredible. They are likely to be left out
by others and encounter harsh from fellow workers. The study
results are likely to show that racial bias is experienced more by
African American women working in predominantly white
workplace settings (Fassinger, 2008).

12. All employees expect the workplace to be an environment where
they are treated fairly and considerately. As concerns the
problem of discrimination in the workplace, fair treatment is the
legal and moral duty of the employers. They have the
responsibility to investigate and respond to issues of
discrimination when they become aware of and implement
measure to counter the problem (Darity & Mason, 1998). The
combination of gender and racial bias has severely limited the
progress of African-American women (Mays, 1995). To this
day, this group of individuals faces dual discrimination owing
to their color and gender. The discrimination is especially
widespread in the workplace, where black women receive fewer
opportunities and earn significantly less than similarly qualified
candidates (Broman et al., 2000). This despite the fact that
African-American women have seen their education and skill
levels rise dramatically in the last five decades. The study will
help shed light into the extent of the problem. African American
women in the workplace will provide essential details about the
impact the type of discriminatory practices they face in the
current organizational environment (Buchanan & Fitzgerald,
2008). As a result, it is expected to have huge implications on
the managerial practices and workplace policies.
The second implication of the study is that more research is
required in this field. Future Research may assess gender norms,
racial attitudes, race socialization, attribution style, ethnic
identity, social support and coping styles that may have a role
in the differences in experience and vulnerability of African
American women to gender and racial bias. Such studies may
test racial composition in organizations and differential
discrimination from other sources. In addition, the role of work-
related contextual factors such as composition of different races
in explaining some of the gender and racial bias reported by
African America females in this study.

13. Conclusion
African-American women experience prevalent discrimination
in the workplace. Conscious and unconscious biases against
African American still play a considerable role in decision
making in organizations. As a result, Workplace discrimination
incidences are common occurrences despite their illegality.
Workplace gender and racial bias represents a considerable
potential source of problems such as job-related stress and low
income compared to their peers. As a result, the discrimination
is reflected in other areas. Racial bias is often in the form of
interpersonal prejudice and institutional discrimination. It
manifests itself in multiple ways that may range from
intentional and overt to subtle and ambiguous, as well as from
institutional to personal whether through organizational
processes, profiling or statistical discrimination. It operates
differently in different domains and may cumulate with time
across or within domains. Regardless of which form workplace
racial and gender discrimination takes, it creates barriers to
opportunities and equal treatment and can have negative effects
on a range of outcomes. A qualitative research approach was
used to study workplace gender and racial bias. 50 African-
American women were included in the study. Survey
questionnaires were utilized as the instruments for data
collection. Findings indicate that interpersonal prejudice and
that institutional discrimination were significant forms of
gender and racial bias. The combination of gender and racial
bias has severely limited the progress of African-American
women as it leads to fewer job opportunities and less earnings.
Despite measures to prevent different types of discrimination in
the workplace, there has been little progress. A social learning
theory framework can help in establishing how behavior is
acquired in the organizational system and propose a solution to
the prevalent issue.
References
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14. aggression. Journal of communication, 28(3), 12-29.
Barclay, L. (1982). Social learning theory: A framework for
discrimination research. Academy of Management Review, 7(4),
587-594.
Broman, C. L., Mavaddat, R., & Hsu, S. Y. (2000). The
experience and consequences of perceived racial discrimination:
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Buchanan, N. T., & Fitzgerald, L. F. (2008). Effects of racial
and sexual harassment on work and the psychological well-
being of African American women. Journal of occupational
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Collins, P. H. (2004). Black sexual politics: African Americans,
gender, and the new racism. Routledge.
Combs, G. M. (2003). The duality of race and gender for
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social networks on career advancement. Human Resource
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Creswell, J. W., & Creswell, J. D. (2017). Research design:
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Crittenden, W. F. (2005). A social learning theory of cross-
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Hughes, D., & Dodge, M. A. (1997). African American women
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BUSA 2185: BUSINESS RESEARCH
Fall 2018
Assignment 7- Data Collection & Analysis
Submission and Formatting.
· First page with your full name, assignment title, course
number and date
· Save as a Microsoft Word (.doc/.docx) or Adobe Acrobat
(“.pdf”) file with name/assignment (e.g.
“Uvet_Hasan_Assignment 5.docx”).

17. OVERVIEW: In this assignment you will show how you will
collect a data and with data methodology you will use.
PROVIDE YOUR ANSWERS BELOW THE EACH QUESTION.
If you will not provide in this template, you cannot take points
for your submissions.
1. Research Question: Write down your modified research
questions that show cause-effect relationship (with a question
mark!).
Tip: What is the effect/impact of …….. on……..? How …. will
affect to ……?
(2.5 points)
2. Sampling
Tip: Look at the Chapter 8-Sampling
a. What is your target population? (2.5 points)
Tip: A population can be defined as all people or items (unit of
analysis) with the characteristics that one wishes to study.
Tip: Who were the respondents?
b. What is your sampling frame? Do you have access to this
population? (2.5 points)
Tip: This is an accessible section of the target population
(usually a list with contact information) from where a sample
can be drawn.
c. What kind of sampling techniques (probability random,
systematic, stratified or non-probability-convenience, snowball
etc.) did you use? How did you reach your respondents? (2.5

18. points)
Tip: You can find definitions for each techniques from Chapter
8-Sampling.
3. Data Collection
Tip: Look at the Chapter 9-10-11 Data Collection Methods
a. Which method you will use in your research for data
collection (Survey, case study, secondary approach so on). (2.5
points)
b. What types of survey (self-administered mail, online,
interview phone etc.) you used? Explain. (2.5 points)
c. What is the biggest challenge to collect this data? (2.5 points)
4. Analysis:
a. What kind of Univariate Analysis is convenient for your
analysis? (2.5 points)
Tip: Such as table of frequencies for each independent,
dependent and one control)
Tip: Look at the Chapter 14 - Data Analysis-Quantitative
Analysis -Descriptive Statistics
b. What kind of Inferential Statistics is convenient for your
analysis? Give brief definition of this method. (2.5 points)
Tip: Look at the Chapter 15 - Data Analysis-Quantitative
Analysis - Inferential Statistics

19. c. Which steps you will follow for your data analysis? (2.5
points)
Tip: Such as data cleaning, reliability and validity measurement
of scale items.