Abstract
Civil rights activists, researchers, and officials consider a variety of issues associated with discrimination in the workplace. African-American females are proved to be one of the most vulnerable groups as they are being discriminated against in many ways. One of the most common practices companies resort to is hiring women of color to complete the part-time job which is associated with fewer benefits. African-American females have to take such jobs as it is often the only option for them. Thus, they consciously deprive themselves of promotion and other benefits. However, this situation is unacceptable as it leads to the spread of discriminative practices in US society.
Introduction
Race or gender discrimination is seen as ubiquitous by many people. It is often claimed that there is no discrimination in the US labor market. Nonetheless, race and gender discrimination persists. Berry and Bell (2012) note that though women make up half of the US labor force, only 13% of females occupy posts of executive officers. At that, African-American females find themselves in an even worse position as they often face racial discrimination. It is necessary to note that women of color often have to work in predominantly ‘white’ organizations (Khosrovani & Ward, 2011). Even though organizations proclaim their consistency with such regulations as Title VII of the Civil Rights Act of 1964, there are lots of cases of discrimination in hiring, promotion, and firing. A case of a hotel in California is suggestive. Several bellhops and valet attendants were fired because “they were “too ethnic” and did not fit in with the hotel’s goal of creating a “trendier group” of employees” (as cited in Cavico et al., 2012, p. 796). One of the examples of such discrimination is a commonplace practice to treat part-time workers (who are often African-American females) in a specific way.
The Common Practice
One of the major principles of US organizations is to work hard and the company will reward you. There are a variety of ways to reward employees, such as high salaries, bonuses, promotions, training, insurance, etc. However, all these benefits are for full-time workers. Organizations tend to reward those who overwork, achieve high results, etc. However, though organizations often hire part-time employees, these people are rarely rewarded (Berry and Bell, 2012). It is also important to mention that in the vast majority of cases part-time employees are females who have to take care of their children.
Why Part-Time Employees Are Often African-American Females
Berry and Bell (2012) claim that females, as well as such minority groups as Blacks and Hispanics, are less likely to have flexible schedules. African-American females are unlikely to have flexible schedules, though this group is more likely to need such flexibility. Women of color often need to take care of children as their husbands cannot provide for the family. Khosrovani and Ward (2011, p. 134) argue that the average income of “a black family between the ages 30-39” was almost 50% less than that of a “white family”. More so, many African-American females raise children themselves. Therefore, women of color are unlikely to get a well-paid full-time job.
It is also important to note that numerous stereotypes in the workplace persist. While hiring, managers tend to choose an appropriate candidate, i.e. a person that could fit certain stereotypical characteristics (Berry & Bell, 2012). Unconscious discrimination has become common in the US workplace (Hausman, 2012). Thus, the only remaining option for African-American females is a part-time job which is associated with fewer benefits. African-American females are left out and they are discriminated against as they have only a few opportunities. To understand the implications of this type of discrimination, it is essential to view the issue from two perspectives.
Organizations’ Perspective
The major goal of any organization is to gain profit. Admittedly, human resources are the major organization’s asset. Employees invest their time which means money for an organization. When an employee achieves goals set, the company prospers. Any company needs workers who are fully devoted to it, i.e. who devote all their time to the company. The company is ready to reward such employees.
At the same time, there is always certain work that does not require full devotion and incorporation in the life of a company. This is the type of work, part-time employees fulfill. The company benefits from this practice. The work still needs to be done, but it does not distract full-time employees who can focus on more challenging, responsible, and confidential tasks. Part-time employees do not tend to show much devotion as they do not overwork (as they cannot invest their time which is often devoted to their children). Companies do not find it necessary to reward part-time employees. Therefore, companies contribute to a certain kind of proliferation of discriminative tendencies which deprive African-American women of a variety of job opportunities.
African-American Females’ Perspective
As far as African-American females’ perspective is concerned, it is possible to state that this group is dissatisfied with their discriminated position. Interestingly, according to the research implemented by Khosrovani and Ward (2011), 60% of women of color were satisfied with their salaries while they still admitted that they were discriminated against in certain ways. These women noted that they never got a promotion while males tended to move up the professional ladder. Berry and Bell (2012) note that African-American females often struggle with a variety of problems including discrimination in the workplace. Taking care of children consumes a lot of time and women of color cannot work full-time. Irrespective of qualifications, they are unlikely to get a full-time job with a flexible schedule as they get rejected (Berry & Bell, 2012). It is hardly possible to catch out companies in discriminating against women of color as organizations claim that they simply hire employees who meet their requirements and reject those who do not. African-American females have to accept jobs that are available, i.e. part-time jobs. The schedule fits females but they understand that this job will never enable them to get a promotion.
Conclusion
To sum up, it is possible to state that the US labor market is overwhelmed with a variety of discriminative practices. One of the most common causes of discrimination is the one associated with a part-time job. It is a common practice for companies to provide part-time jobs to women of color who are seen as suitable candidates for such work. African-American females, in their turn, have to accept these positions as otherwise, they will have no money to provide for their families. There are no adequate regulations or laws which could ensure promotion or some benefits for those working part-time as it is seen fair not to reward those who devote less time to the company. Nonetheless, this practice should be considered and diminished as it contributes to the spread of inequality in the US workplace.
Reference List
Berry, D., & Bell, M. P. (2012). Inequality in organizations: Stereotyping, discrimination, and labor law exclusions. Equality, Diversity and Inclusion: An International Journal, 31(3), 236-248.
Cavico, F. J., Muffler, S. C., & Mujtaba, B. G. (2012). Appearance discrimination, “lookism” and “lookphobia” in the workplace. Journal of Applied Business Research, 28(5), 791-802.
Hausman, D. (2012). How congress could reduce job discrimination by promoting anonymous hiring. Stanford Law Review, 64(5), 1343-1369.
Khosrovani, M., & Ward, J. W., P.H.D. (2011). African Americans’ perceptions of access to workplace opportunities: A survey of employees in Houston, Texas. Journal of Cultural Diversity, 18(4), 134-41.