PowerPoint Presentation by Charlie Cook The University of West Alabama © 2007 Thomson/South-Western. All rights reserved. Blacks/African Americans 4

© 2007 Thomson/South-Western. All rights reserved.4–2 Chapter Objectives After completing this chapter, readers should have a greater understanding of African Americans and diversity in organizations. Readers can expect to be aware of the historical background and current status of Blacks in the United States. be able to discuss participation rates, employment, and income levels of Blacks in the United States. examine racial differences in educational return on investment for Blacks and other racial and ethnic groups. understand research evidence of access and treatment discrimination experienced by Blacks.

© 2007 Thomson/South-Western. All rights reserved.4–3 Chapter Objectives (cont’d) After completing this chapter, readers should have a greater understanding of African Americans and diversity in organizations. Readers can expect to be able to discuss similarities and differences between employment experiences of Black men and women. understand individual and organizational measures that can be used to improve organizational experiences of Blacks.

© 2007 Thomson/South-Western. All rights reserved.4–4 History of Blacks in the United States 1619African slaves first sold in North America1619African slaves first sold in North America 1863Emancipation Proclamation ends slavery1863Emancipation Proclamation ends slavery 1865–1964“Separate but equal” segregation under “Jim Crow” laws1865–1964“Separate but equal” segregation under “Jim Crow” laws 1964Civil Rights Act outlaws employment discrimination1964Civil Rights Act outlaws employment discrimination Blacks in the MilitaryBlacks in the Military  Relegated to menial service roles and segregated combat units.  Socially segregated in civilian and military life.

© 2007 Thomson/South-Western. All rights reserved.4–5 History of Blacks in the United States The Civil Rights MovementThe Civil Rights Movement  Brought about both legal and social change  Theoretically obtained long-denied rights for Blacks  Used boycotts, non-violent demonstrations and sit-ins to pressure business and society for change Relevant LegislationRelevant Legislation  Title VII of the Civil Rights Act  Prohibits discrimination on the basis of race in employment matters, including prohibitions against racial harassment.  Access and treatment discrimination continue to limit Blacks.

© 2007 Thomson/South-Western. All rights reserved.4–6 T ABLE 4.1 Civil Rights Act of 1964: 40th Anniversary Key Facts for African Americans ∗ Population and education data are from Income and poverty data are from The median income is the income at which half the population is above and half the population is below. Source: “Facts for Features.” U.S. Census Bureau. Special Edition. Civil Rights Act of 1964: Fortieth Anniversary, accessed 12/06/04.

© 2007 Thomson/South-Western. All rights reserved.4–7 Selected EEOC Cases Involving Race Discrimination EEOC v. Earl Scheib, Inc., d/b/a Earl Scheib PaintEEOC v. Earl Scheib, Inc., d/b/a Earl Scheib Paint EEOC v. Charapp Ford SouthEEOC v. Charapp Ford South EEOC v. Bazaar Del Mundo (BDM)EEOC v. Bazaar Del Mundo (BDM) EEOC v. Home DepotEEOC v. Home Depot EEOC v. Wal-Mart Stores, Inc.EEOC v. Wal-Mart Stores, Inc.

© 2007 Thomson/South-Western. All rights reserved.4–8 Population 38.7 million Blacks in the United States comprise 13% of the population.38.7 million Blacks in the United States comprise 13% of the population.  52% are women; 48% are men.  80% of Blacks under age 50; 32% age 18 or younger  Slightly higher than average birthrates and shorter life expectancies account for age distribution  Larger proportion of young Blacks means more Blacks will enter the workforce in the future.  Discrimination, lack of health care access, crime, poverty, and concentration in high-injury risk occupations shorten lives.

© 2007 Thomson/South-Western. All rights reserved.4–9 F IGURE 4.1 Educational Attainment by Sex and Race (2002) Source: McKinnon, J. (2003). “The Black Population in the United States: March 2002.” U.S. Census Bureau, Current Population Reports, Series P Washington, DC.

© 2007 Thomson/South-Western. All rights reserved.4–10 Employment Experiences of African- Americans Long-term negative effects of un- and underemploymentLong-term negative effects of un- and underemployment  Access discrimination  When people are denied employment opportunities, or “access” to jobs, based on their race, sex, age, or other factors.  Treatment discrimination  When people are employed, but are treated differently once employed, receiving fewer job-related rewards, resources, or opportunities than they should receive based on job-related criteria.  Contribute to shorter life expectancies, lower returns on educational investments, higher unemployment and underemployment.

© 2007 Thomson/South-Western. All rights reserved.4–11 Employment Experiences of African- Americans (cont’d) Sources of Access DiscriminationSources of Access Discrimination  Stereotypes  Prejudice  Stated instructions to discriminate  Having a distinctively Black name Sources of Treatment DiscriminationSources of Treatment Discrimination  Performance rater bias based on racial similarity  In experiment, Whites with criminal records preferred over Blacks with no records.

© 2007 Thomson/South-Western. All rights reserved.4–12 Employment Experiences of African- Americans (cont’d) New RacismNew Racism  The belief that racism is a thing of the past and that Blacks have attained excessive, unfair gains through programs such as affirmative action. Glass ceilingGlass ceiling  An invisible barrier that prevents women, people of color, and people with disabilities from progressing beyond a certain level in organizations. Glass wallsGlass walls  Horizontal barriers that confine minorities and women to certain positions within organizations.

© 2007 Thomson/South-Western. All rights reserved.4–13 African American Women at Work: Negative Perceptions and Erroneous Stereotypes Black Women at WorkBlack Women at Work  Have the highest rates of workforce participation among women.  Are more likely to be unmarried and dependent upon their own earnings for subsistence.  Although perceived to have many children, individual Black women have approximately the same number of children as individual White women.  Women of color experience race and sex discrimination.

© 2007 Thomson/South-Western. All rights reserved.4–14 T ABLE 4.2 Projected Labor Force Participation Rates Source: Civilian Labor Force Participation Rates by Sex, Age, Race, and Hispanic Origin, 1982, 1992, 2002, and Projected U.S. Department of Labor, Bureau of Labor Statistics, accessed 08/27/05.

© 2007 Thomson/South-Western. All rights reserved.4–15 T ABLE 4.3 Unemployment Level by Educational Attainment by Race (Percent of Population 25 and Over): 2003 *Persons whose ethnicity is Hispanic are classified by ethnicity as well as by race. †Bachelor’s and higher includes persons with bachelor’s, master’s, professional, and doctoral degree. Source: accessed 10/22/04.

© 2007 Thomson/South-Western. All rights reserved.4–16 T ABLE 4.4 Mean Income in 2002 by Educational Attainment of Population 18 Years and Over

© 2007 Thomson/South-Western. All rights reserved.4–17 T ABLE 4.4 Continued *Large standard error ($13,004) explains high mean wage for Hispanic woman with master’s degree. Median of $46,255 is more representative. Note: Percentage calculations are the author’s. Source: Table 8. Income in 2002 by Educational Attainment of the Population 18 Years and Over, by Age, Sex, Race Alone, And Hispanic Origin: U.S. Census Bureau, Men’s data: accessed 10/05/05. Women’s data: accessed 10/05/05.

© 2007 Thomson/South-Western. All rights reserved.4–18 Discrimination against Black Customers Beliefs driving discrimination against Black customers:Beliefs driving discrimination against Black customers:  That Blacks are more likely to be shoplifters.  Profiling potential shoplifters using demographic characteristics.  That Blacks are less likely to have money to spend.  Blacks in the United States earn more than over $600 billion each year, and spend nearly $23 billion on clothes and $3 billion on electronics.  Outcome: Blacks treated as potential shoplifters rather than customers may choose to spend their money elsewhere.  Shoplifters come in diverse packages.

© 2007 Thomson/South-Western. All rights reserved.4–19 Avoiding Discrimination against Black Employees Be aware of one’s own stereotypes and biases, making conscious efforts to challenge and address them.Be aware of one’s own stereotypes and biases, making conscious efforts to challenge and address them. As a manager or supervisor with hiring or performance management authority, pay careful attention to relevant information and ignore irrelevant, race-based stereotypes.As a manager or supervisor with hiring or performance management authority, pay careful attention to relevant information and ignore irrelevant, race-based stereotypes. Remove name and sex-identifying information (e.g., use initials or numbers) from resumes and applicants in the initial stages of selection. Guard carefully for fairness afterwards.Remove name and sex-identifying information (e.g., use initials or numbers) from resumes and applicants in the initial stages of selection. Guard carefully for fairness afterwards. Question one’s own decision making at all times.Question one’s own decision making at all times. Challenge unfair behavior when it is exhibited by others.Challenge unfair behavior when it is exhibited by others.

© 2007 Thomson/South-Western. All rights reserved.4–20 Avoiding Discrimination against Black Customers African AmericansAfrican Americans  Should become knowledgeable about fair prices.  Seek out reputable diversity-friendly organizations. OrganizationsOrganizations  Leaders should make concerted efforts to ensure all customers are treated fairly.  Train salespeople to treat all customers fairly.  Pay attention to survey data gathered from diverse customers.  Conduct internal audits to spot disparate treatment of customers.  Use mystery shoppers.  Investigate and address customer complaints.

© 2007 Thomson/South-Western. All rights reserved.4–21 Key Terms Access discriminationAccess discrimination Discouraged workersDiscouraged workers Glass ceilingGlass ceiling Glass wallsGlass walls New racismNew racism Statistical discriminationStatistical discrimination Treatment discriminationTreatment discrimination UnderemploymentUnderemployment