thinking about race and employment
TRANSCRIPT
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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
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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?
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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
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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%
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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
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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)
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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”
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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,…)
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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”