thinking about race and employment

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THINKING ABOUT THINKING ABOUT RACE AND EMPLOYMENT RACE AND EMPLOYMENT

A Presentation to the A Presentation to the Job Opportunities Task ForceJob Opportunities Task Force

Baltimore Baltimore

Marc Bendick, Jr., Ph.D.Marc Bendick, Jr., Ph.D.Bendick and Egan Economic Bendick and Egan Economic

Consultants, Inc.Consultants, Inc.February 9, 2006February 9, 2006


TOPICSTOPICS

1.1. Is employment discrimination still a problem? Is employment discrimination still a problem?

2.2. What does 21What does 21stst century discrimination look like? century discrimination look like?

3.3. What might JOTF consider doing about it? What might JOTF consider doing about it?


PAIRED COMPARISON TESTING PAIRED COMPARISON TESTING

STUDIES OF HIRING STUDIES OF HIRING Studies conducted in Chicago, San Diego, DC, …Studies conducted in Chicago, San Diego, DC, …

Discrimination against minorities in entry-level hiring: Discrimination against minorities in entry-level hiring: 20%-25% of employers 20%-25% of employers

Generally polite in interviews, but different outcomesGenerally polite in interviews, but different outcomes

Stereotypes revealed in interviewer questions & Stereotypes revealed in interviewer questions & behaviorbehavior

White perceptions diverge from minority perceptions White perceptions diverge from minority perceptions – and from these testing findings – and from these testing findings

Testing provides compelling stories + credible Testing provides compelling stories + credible statistics statistics


POST-HIRING MICRO-INEQUITIES POST-HIRING MICRO-INEQUITIES IN ONE LARGE FIRM IN ONE LARGE FIRM

PAYPAY

INCREASE INCREASE IN YEARIN YEAR

PROMOTEPROMOTEDD

ININ

YEARYEAR

LATERALLATERAL

IN IN

YEARYEAR

White MalesWhite Males 3.5%3.5% 3.9%3.9% 2.1%2.1%

Minority MalesMinority Males 1.9%1.9% 2.3%2.3% 1.5%1.5%

White FemalesWhite Females 2.0%2.0% 3.5%3.5% 1.6%1.6%

Minority Minority Females Females

0.9%0.9% 3.4%3.4% 1.0%1.0%


LARGE VARIATION AMONG EMPLOYERSLARGE VARIATION AMONG EMPLOYERS Figure 2A

Percent African Americans Among Clericals at Hospitalsin the "Midwest City" Metropolitan Area, 1999

(Shaded = "Midwest Hospital")

Numberof

Clericals

0

1000

2000

3000

4000

Percent of Clericals who are African Americans

0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100


WEAKNESSES IN ENFORCEMENTWEAKNESSES IN ENFORCEMENT

EEOC/FEPAsEEOC/FEPAs Slow, unlikely to sue Slow, unlikely to sue Staff not trained in state-of-the-artStaff not trained in state-of-the-art Reactive—complaints do not track job potentialReactive—complaints do not track job potential

Private LitigationPrivate Litigation Focused on individual, not class solutionsFocused on individual, not class solutions No guidance on industry campaigns (e.g. No guidance on industry campaigns (e.g.

staffing agencies, hospitals, financial services)staffing agencies, hospitals, financial services)


TWO PROBLEMS REQUIRE TWO TWO PROBLEMS REQUIRE TWO APPROACHES APPROACHES

Hard Core DiscriminatorsHard Core Discriminators

12% - 20% of employers 12% - 20% of employers nationwidenationwide

Conscious & Conscious & blatantblatant

Group-specific Group-specific prejudiceprejudice

Blatant Blatant name-callingname-calling

Calls for external 2x4: Calls for external 2x4: litigation, regulatory litigation, regulatory enforcement, consumer enforcement, consumer boycotts, … boycotts, …

Soft Core DiscriminatorsSoft Core Discriminators

Appears widespread Appears widespread

Unconscious bias/ Unconscious bias/ stereotypesstereotypes

Generic in-group / out-group Generic in-group / out-group dynamicsdynamics

““Soft skills” used Soft skills” used as code word as code word

Calls for internal employer Calls for internal employer “workforce diversity “workforce diversity management” management”


POSSIBLE JOTF INITIATIVESPOSSIBLE JOTF INITIATIVES

Hard Core DiscriminatorsHard Core Discriminators Conduct testing study of prevalence – address public perceptionsConduct testing study of prevalence – address public perceptions Develop strategic targeting plan for FEPAs and private litigatorsDevelop strategic targeting plan for FEPAs and private litigators Provide seed money for key private litigation (Impact Fund model)Provide seed money for key private litigation (Impact Fund model) Strengthen FEPAs by lobbying for fundsStrengthen FEPAs by lobbying for funds Strengthen FEPAs by staff training Strengthen FEPAs by staff training

Soft Core DiscriminatorsSoft Core Discriminators Convene industry-specific workforce diversity management Convene industry-specific workforce diversity management

initiatives initiatives (A. E.Casey Jobs Initiative St. Louis construction) (A. E.Casey Jobs Initiative St. Louis construction) Train E & T service providers on “best practice” cultural contact Train E & T service providers on “best practice” cultural contact

tacticstactics Assist employers to use internet open postings –Assist employers to use internet open postings – monster.com monster.com Convene coordinated anti-discrimination efforts among out-Convene coordinated anti-discrimination efforts among out-

groups (race, ethnicity, age, disability,…) groups (race, ethnicity, age, disability,…)


For Further InformationFor Further Information Organization links on Organization links on www.bendickegan.comwww.bendickegan.com

Impact FundImpact Fund

Publications on Publications on www.bendickegan.comwww.bendickegan.com ““Adding Testing to the Nation’s Portfolio of Information on Adding Testing to the Nation’s Portfolio of Information on

Employment Discrimination”Employment Discrimination”

““Using EEO-1 Data to Analyze Allegations of Employment Using EEO-1 Data to Analyze Allegations of Employment Discrimination”Discrimination”

““Changing Workplace Cultures to Reduce Employment Changing Workplace Cultures to Reduce Employment Discrimination”Discrimination”

““The Emerging Job Market on the Internet”The Emerging Job Market on the Internet”

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thinking about race and employment

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