Social Conflict Theory For African American Women

There has been a constant fall in unemployment amongst black people. Society and their stereotypes about black people have a lot to do with it. Discrimination is also a reason. Millions of African Americans live in communities that lack access to good jobs and good schools and suffer from high crime rates. African American adults are about twice as likely to be unemployed as whites, black students delay their white peers in educational completion and achievement, and African American communities tend to have higher than average crime rates. These issues have been persistent problems. I chose to write on this issue because I am a black female that will be seeking employment and I am concerned about the wellbeing of my future.

Women are advancing in the workplace both in volume and in numbers of higher positions, but are still not paid equally to men. For every dollar earned by men, Caucasian women earn 59 cents,

The gender wage gap in America is a social problem that has existed since women entered the workforce. According to the National Committee on Pay Equity, for every dollar earned by a man, a woman made 78.3 cents in 2013 (Leon-Guerrero, 2016). Data from 1983 to 1998 and concluded that women workers in their prime earning years make 38% of what men make. During the 15-year period, an average prime-age working woman earned only $273,592 compared with $722,693 earned by the average working man in 1999 (Leon-Guerrero, 2016). The wage gap affects women of color in a more profound way that it does non-hispanic white women. Hispanic women are making 53%, African American women are making 64%, and Asian American women are making 87% of white men’s earnings each year (AAUW, 2013).

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

If an African American woman is sitting on a bus is it assumed that her job is a maid? Of course not. Today’s societal norms have developed to the point where we can’t tell a person’s job through their appearances and or skin color. Societal expectations of African American women have drastically changed from what they were in the society’s view from “Their Eyes Were Watching God” in the 1930’s to now in 2018.

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.

experienced social disparity based on sex, race, and social class. Stereotypes and generalizations typically amass most African American women in the same social class, furthermore, the women receive inequity taking into account these same stereotypes and generalizations (Exkano, 2013). Khosrovani and Ward (2011) examined the inequalities that African American women still face when seeking to expand their careers in a prevalent European American organization. African American women must overcome hurdles

Studies and research on this issue has shown that more than half the women of color in the American workforce have been promoted once in their working period and their income increased 37% since 1998 (Lindenmeyer 182).

First, the possibilities of getting a management job for white men far outweigh those for black men. “White men are twice as likely to get management jobs as equally qualified black men, and three times as likely as black women” (Hidden Barriers: Discrimination). This is purely discrimination, as there is no reason that those that are black should have less of a chance for management jobs—to prove this we can look at the CEO of McDonalds, and the CEO of American Express—both of them are black. Second, even New York City has been found to discriminate against its own citizens. “New York City intentionally discriminated against blacks applicants to the Fire Department by continuing to use an exam that had been told to put them at a disadvantage” (Baker). In the light of discrimination in New York City, it is found that even in the Fire Department, where people save lives from burning buildings and countless other situations, blacks were discriminated against, which in turn led to less life-savers in a bustling and vibrant New York City, probably one of the last places in the country where those that save lives should be rejected. In the end, discrimination in our time is less prevalent—but this does not mean that it is not present—for as we look at the disadvantages African Americans have in our time, we find that we are still discriminating against them in the

Discrimination in the United States, has been, and continues to be a very large problem in our country. Although, the country has continued to make outstanding strides on getting rid of discrimination in this country as a whole, it tends to stick around. One of the largest controversies in the workforce today, is that women are continuing to be discriminated against by receiving less pay than males. This problem of women receiving less pay than males in the workforce is known as the Gender Wage Gap.

a. Name/author/date - “Communicative behavior and conflict between African-American customers and Korean immigrant retailers in Los Angeles” by Benjamin Bailey, published in 2000

Women continue to face disadvantages in the workplace in regards to not receiving equal pay as well. There are many instances where women have the same or more qualifications to do a job than their male counterparts but do not receive the same pay. This difference in pay is not only related to gender differences but also racial differences. Women employees of different racial backgrounds tend to earn less money than their white female and male counterparts. Many women of color often face discrimination when applying to jobs and are overlooked for a position despite having the qualifications to do the work. When they are hired to these occupations they are not receiving the same pay as their white female counterparts. This double bind that minority women face within the work place continues to lead to economic hardships. Regarding women in the workplace in general, due to society’s high regard for men they are often not promoted to positions of authority or receive equal pay because people assume that women are inferior workers. (Buchanan, p205-207)

Promotion and pay gap are the main concerns in gender discrimination. Many studies in the past and present have shown that women do not get promoted as fast as

Women are already paid less than men and then when you factor in race some women are paid even less. Black women even with education and experience see the greatest earnings disadvantage in comparison to white women (Browne, and Askew 2005). Research done between979 and 1998 for full-time workers, it’s reported that real wages for White and Black women increased. White women saw an increase around 16%, Black women saw only an 8% increase, and Latinas wages stagnated (Bowler, 1999). It is possible that what appears to be White women’s greater wage progress is actually due to education or skill advantage.

Roscigno et al (2012) rely on a pool of African-Americans from the 1980s to 2007 to define the barriers to managerial and administrative positions in the workforce within a white hegemonic American labor market. Dependent variable is based on the overarching economic conditions that effect both whites and blacks, and the Independent variable of managerial positions available in the workforce.