Literature Review : Hiring Managers Are Hiring Caucasians For Senior Level Executive Positions Over Minority Applicants

Consider a black person, or any other minority, who enters a room for an interview in hopes of earning a position within an aerospace company at an entry level position. Sitting across from him or her could be three white employees: possibly one from human resources, another was the area supervisor, and lastly the teams’ lead in the area looking to hire. Consider the applicant a black man who grew up in Southern Georgia; however, he then sat at a table in Norther California seeking employment. Understanding the difference in culture and region, the panel of interviewers diverge the conversational tone to accommodate the applicant. According to Ayoko, Härtel, and Callan (2002), “Communication Accommodation Theory (CAT) examines the

Dr. Marianne Bertrand, an economics professor, testified that some corporate recruiters can identify a person’s race based on his or her name. Bertrand’s study compared job applicants with Caucasian names, such as Sarah, versus applicants with African-American names such as Lakisha.

Have you ever felt like you were denied a job based on your abilities or race? Such might be possible, but Firoozeh experienced a whole different form of prejudice. She was denied jobs not because of her lack of education, which consists of graduating with honors from UC Berkeley with a humanities major, rather, she was denied because of her name. Though many places claim to be an equal opportunity employer, that is not always true, but being defined by your name, rather than your skills or education is just ignorant. Firoozeh is reluctant to believe it is a coincidence, but as soon as she began filling out applications with her “American” name, Julie, all of a sudden she began to receive a flood of job offers. That was more than coincidence, that was discrimination.

An excellent example of this is a study conducted in 2003 by Harvard economics professor Sendhil Mullainathan and Marianne Bertrand, an economist at the University of Chicago. As a part of their study they sent out thousands of résumés to employers with job openings. The résumés were statistically identical, but they used stereotypical African-American names on some and stereotypically white names on others. The résumé with a “white” name was roughly 50% more likely to result in a callback for an interview. These discrepancies, because the résumés were nearly identical, can only be attributed to the names. Startling results like these were found in other areas as well. When asked to make judgements about two patient’s heart procedure, one clack and one white, doctors gave different recommendations for treatment. Most doctors were much less likely to recommend a helpful cardiac procedure, catheterization, to black patients that whites. Furthermore, when whites and blacks were sent to bargain for a used car, blacks were offered initial prices roughly $700 higher. Even when selling an iPod online where the photos had white hands in some and African-American hands in others, the phone with the white had received 21 percent more offers than the black

A study on employment took two resumes with the same qualifications; then send these resumes out to help-wanted ads. The only difference between the resumes that were the applicant’s name. One resume was given a traditionally white name like Greg, while the other resume was named after a traditionally Black name like Jamel. The researchers found that the application with the White sounding name revived a

Rather than attempting to understand naming practices or the names themselves, people often mock, scorn and marginalize the person attached to the name. Jamelle Bouie, a writer from the Daily Beast, in an article titled, “Are Black Names ‘Weird,’ or Are You Just Racist?”, found what many black people have been well aware of: there is a double standard concerning the uniqueness of the Black American name versus unique White names. (Bouie) He, along with other writers and researchers found that “job applicants with ‘black-sounding’ names are more likely to be rejected, regardless of qualifications. ” This raises a serious question: how can people realize self-determination if they cannot move beyond, even, the interview stage? A possible answer is the adoption of a

At birth everyone is given a name by their parents. Your name is part of your identity and how you are addressed and recognized by the world. The different verities among the population created other names given to different races. These names are offensive, demeaning and are only used to refer to a person in a disrespectful manner. They can also cause a segregation among a nations people, these names are forced upon people weather they are rich or poor, old or young, male or female and are used to describe the same race of people. In the class reading "What 's in a Name? “by Henry Louis Gates he reminisces about a personal experience of his that he had with his father. In the story he describes his father was a hard worker and, because of this he was in high financial standings and, he was well respected and given privileges that at the time was rare for people of his race but he was still black and his name, his individual identity was not important instead he was given a racial identity, this is the only thing he was known as, this type of negative recognition is something many black Americans can relate to. One’s race is a predominant part of our identity and is what causes discrimination.

Researcher, Ronald Fryer, studies black underachievement in the U.S. and the virtual separation in our culture. Fryer goes on to say, “black parents give their children names that are starkly different from white children’s” (Levitt and Dubner, 2009). He then put his theory to the test and collected data on every child born in California from 1961. With this he gathered information

Studies that have been conducted to examine the level of access and employment inequity experienced by minority groups show that with equivocal levels of education and work experience, job applicants who have an English sounding name are requested for an interview up to forty percent more than their competing job applicants who have a Indian, Pakistani, or Chinese sounding name (TIEDI, 2011). Furthermore, the dismissal of the African-Canadian woman discussed earlier is not as surprising when one takes into account that in Toronto, arguably Canada’s most multicultural city; those of African-American descent reported one of the highest amounts of discrimination in relation to those of other visible minorities (TIEDI, 2011). The deduction that can be made then is that there still persists to be a belief that there is a correlation between one’s racial background and their perceived ability to do a job as effectively as that of their Caucasian or other dominant racial counterparts. Such a belief greatly hinders Canada’s workplace as it fails to utilize the skill-sets, knowledge, and qualifications of visible minority individuals that would otherwise benefit the community, and it largely damages one’s ability to integrate into Canadian society as a functioning member treated with equal regard,

Racial bias is very prevalent in business hiring today. The idea of racial bias specifically against black people has been about equal to the discrimination that occurred in 1990 while the discrimination against Latino people has stayed steady over the last twenty-seven years (Sherman,2016). This shows that racial bias in business hiring is still very prevalent today, and action needs to be taken to prevent minorities with the same qualifications as whites from getting a job simply because of their race.

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

Within the upper echelons of upper management is scant room for African American women. This mini-proposal outlines a research project that focuses on the phenomena of the nominal amount of African American women are in positions of management or organizational leadership within the City of Philadelphia.

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

This paper will assess my personal experience with prejudice in the workplace, including the implications of the situation to the organization in terms of its stakeholders, reputation, and its legal responsibilities. Furthermore, I will analyze the negative effects the discriminatory behavior had on morale and functioning of coworkers and employees. Lastly, I will recommend three action steps that I would have taken as a manager to avoid the situation, in addition to three steps to render the situation.

There are two major cultural divisions, Hispanic and Caucasian, to further complicate the work environment the ratio of Male to female workers is 20 to 1. No effort from either group of being sensitive to the others existence is apparent. (DuBrin, 2004, p. 67). Management’s main concern is for “ethnic diversity” to the point of not having issues with the equal employment opportunity act.