Question

After Title VII was enacted, the country started out with such severe race issues that it was not until later that the fine-tuning of looking at color discrimination came along—even though the color issues had been around as long as race had. Be aware that while we tend to be faced with race discrimina- tion where the discriminator is one race and the discriminatee another, with color discrimination that is not necessarily the case. Often the discrimination is by people of the same race. In several cases, both the party alleging discrimination and the alleged perpetrator of the discrimination have been black. Employers should not miss the possibility of this legal liability by thinking there can be no discrimination since two people of the same race are involved. This is why in Opening Scenario 1, Joan is doing more than acting unprofessionally toward Mary by constantly making comments about Mary’s skin color. Joan is violating Title VII. If you think color doesn’t matter, think about whether it was a coincidence that the first-ever black Miss America, in 1984, Vanessa Williams, was light brown, with green eyes and long hair. As recently as 1984, America was not ready for Miss America to be a darker brown with short, kinky natural hair. It didn’t appeal to the nation’s cultural sensibilities of beauty. That is why African-Americans andother ethnic groups began, and still hold, their own beauty pageants (e.g., “Miss Black America” pageant, “Miss Latina America” pageant, “Miss Asian America” pageant). It is not for purposes of self-segregation. Rather, it is to have a pageant that reflects the standards of beauty and talent that arise from, and are appreciated by, the group itself rather than those of the larger society that may not reflect the group’s own standards. However, the reality is that it was also against the rules for nonwhites to be in the main pageants. African-Americans were not allowed into the Miss America pageant until after the Civil Rights Movement in the 1960s. It was not until 1945 that they even had someone Jewish, and it was a very big deal when Bess Myerson won the crown. You may recall the brouhaha during the 2008 presidential election when several comments were made about candidate Barack Obama only getting as far as he did as an African-American presidential candidate because his skin tone was lighter than that of many African-Americans. One of the statements was made by Senator Harry Reid, who was the majority leader of Obama’s own Democratic Party.71
When several of the Hemmings who claimed to be the descendants of the 38-year-long relationship between revered U.S. President Thomas Jefferson and his slave Sally Hemmings appeared in public and looked just as white as many of their white Jefferson kin, there was initially widespread public disbelief. If color did not matter, this simply would not have occurred. In his book Ace of Spades,72 David Matthews, who has a Jewish mother and African-American father and who looks white, gives a vivid and gut-wrenching portrayal of growing up in Baltimore, Maryland, with his dad (his mother left when he was an infant), walking the tightrope of race by passing for white. He did this because even as a child, he could clearly see how much better whites were treated than African-Americans, even by teachers.If you don’t think you ever notice color, think about who comes to mind when I ask you about African-American actresses (Halle Berry?) or performers (Beyoncé?) Both are light. There are certainly other famous actresses and enter- tainers, but chances are, these quickly came to mind. Not only that, we would likely agree that they are both beautiful (or, as my male students would say, “hot”). Whoopi Goldberg was the first black actress to win an Oscar since 1939, but chances are, that is not who came to mind.
Also, notice how different your thoughts are when you think of black actors. Chances are, you are more likely to think of a browner (and older) male. JayZ? Lawrence Fishburne? Denzel Washington? Just keep in mind that we do notice color, whether it registers consciously or not.
Don’t misunderstand. There is nothing wrong with this, per se, but just keep it in mind as you make decisions in the workplace. As we see in Exhibit 6.13, research shows that color can matter a great deal. Whether or not you agree with the idea that color matters, the point is that skin color exists and has a value (negative or positive) in our society that may be reflected in the workplace. Make sure you are aware that Title VII prohibits discrimination on the basis of color and be mindful of the subtle, though not necessarily conscious, role it may play in how we deal with others.
Race discrimination can seem elusive. Many of us tend to think it no longer exists, or that others feel as neutral as we do about race. That is not necessarily so. Because a manager can be unaware of the presence of race discrimination, he or she can miss it until litigation arises. Think back to the Patterson case discussed in the toolkit chapter. Recall that Patterson worked for the bank for 10 years without a promotion and finally sued for race discrimination when she was laid off. Remember that many of the things Patterson alleged as part of a discriminatory pattern of treatment toward her would have been insignificant in and of themselves. However, taken together, the list becomes quite significant. Be aware of what goes on in the work- place and “don’t miss the forest for the trees.” The following tips may prove useful:
LO6   •
Believe that race discrimination occurs and be willing to investigate it when it is
alleged. •   Make sure that there is a top-down message that the workplace will not toler-
ate race discrimination in any form. •   Don’t shy away from discussing race when the issue arises. Be open to learning
and sharing. There are many resources you can use, including the Internet and
books on race. • Provide a positive, nonthreatening, constructive forum for the discussion of
racial issues. Don’t let the only time a discussion of race arises be in the midst
of an allegation of racial discrimination. •   Be aware of cultural differences that may be connected, at least in part, to race,
when doing things as simple as deciding how to celebrate special events in the workplace. Be inclusive regarding what music will be played, what food will be served, what recreation will be offered, what clothes will be worn, and other factors. These all form a part of the atmosphere in which an employee must work and experience workplace leisure. If people do not see themselves reflected in the workplace culture, they will not feel a part of it and will feel isolated. If they feel isolated, they are more likely to experience other factors leading to discrimination and ultimately to litigation. If this seems like a small matter to you, imagine yourself showing up at a gathering at work, and the music, decorations, food, and clothing were all Japanese. There’s sushi to eat sake to drink, and everyone is speaking Japanese. You’d probably feel a bit out of your element and would quickly realize how those seemingly simple things make a big impact. Now imagine that happening at every workplace party.
• When an employee reports discrimination based on race, don’t let the first move be telling the employee he or she must be mistaken. Investigate it as any other workplace matter would be investigated.
•   Be willing to treat the matter as a misunderstanding if it is clear that is what has taken place. There is no use in making a federal case (literally) out of a matter that could be handled much more simply. Do not, however, underplay the significance of what occurred.
•   Offer support groups if there is an expressed need. •   Offer training in racial awareness and sensitivity. Courts have offered language
indicating they will look more favorably on employers who do so. •   Constantly monitor workplace hiring, termination, training, promotion, raises, and discipline to ensure that they are fair and even-handed. If there are differences
in treatment among races, be sure they are explainable and legally justifiable
We know it is difficult to imagine that race dis- crimination is still an issue of grave importance when you may live in a world in which race doesn’t seem to matter. Just in case you’re still having trouble believing it, we ask you to consider the following.
A 2007 survey conducted by TheLadders.com, the world’s largest online executive job search ser- vice, concluded that racial discrimination in the workplace is as bad now as it was 10 years ago. According to the research, 81 percent of executives
had witnessed discriminatory actions in their com- panies, with race accounting for 42 percent of the discrimination; 54 percent say there has been no improvement in the past 10 years, and 77 percent say discrimination starts at the top
We know it is difficult to imagine that race dis- crimination is still an issue of grave importance when you may live in a world in which race doesn’t seem to matter. Just in case you’re still having trouble believing it, we ask you to consider the following.
A 2007 survey conducted by TheLadders.com, the world’s largest online executive job search ser- vice, concluded that racial discrimination in the workplace is as bad now as it was 10 years ago. According to the research, 81 percent of executives
had witnessed discriminatory actions in their com- panies, with race accounting for 42 percent of the discrimination; 54 percent say there has been no improvement in the past 10 years, and 77 percent say discrimination starts at the topEmployees also can sue under the state or federal Constitution for a denial of equal protection if they work for the government or under state tort laws for defamation, intentional infliction of emotional distress, assault, or any other tort the facts support. An employer who must remedy racial discrimination may not avoid doing so because of the possibility of a reverse discrimination suit by employees alleging they were adversely affected. If an employer institutes a judicially imposed or voluntary affirmative action plan that can withstand judicial scrutiny for the reasons set forth in the affirmative action chapter, the employer will not be liable to employees for reverse discrimination.

this is the question 1. 9 out of 10 white people think that race discrimination is a thing of the past. Your text presents abundant evidence that this impression is not factually accurate. Provide a summary of the background of racial discrimination as described in your text. Above is the text given

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9 out of 10 white people think that race discrimination is a thing of the past. Your text presents abundant evidence that this impression is not factually accurate. Provide a summary of the background of racial discrimination as described in your text.

According to its basic meaning, prejudice in the context of race or ethnicity applies to an unfair treatment of individuals or classes. Some academics and legal experts in the concept of racial discrimination discriminate between separate treatment and unequal consequences to establish a two-part description: where persons are handled disproportionately on behalf of their ethnicity, discriminatory care happened. Persistent racial inequality have renewed concern in the role of discrimination in employment, housing and other social spheres. Today's inequality is often implicit and secret, which creates problems for conceptualizing and evaluating social sciences. Cultural discrimination is discrimination focused on race, or racial or ethnic heritage against people. Individuals may discriminate by refusing to deal with others in a certain community, socialize with or share resources. In reality, or specifically in statute, governments may bias, for example, by way of racial segregation practices, unequal enforcement of laws, or unfair resources distribution. Few states have anti-discrimination laws that prohibit discrimination based on race (and sometimes other factors) by government and persons in various circumstances. African Americans record comprehensive and significant specific racial discrimination encounters. Half or more African Americans claim they are discriminated against directly because they are black in police interaction (50%), in job applications (56%), and in equal pay and promotions (57 percent). In fact, 45% believe that, because they are black, the court system has handled them or a family member harshly.