Chapter 6 Race and Color Discrimination
[Note to users: Users can click on the case icon to access the case brief included at the end of the IM chapter.]
Chapter Objectives
The objectives of the chapter are for the students to learn what constitutes race discrimination and to be able to recognize it when they see it so they can avoid potential liability. As with other chapters in this section, it is extremely important to be able to not just know that one must not discriminate on the basis of race, but also to be able to recognize race discrimination and remedy it before liability attaches. Once students finish going through the chapter, the student should be able to do this.
Learning Objectives
(Click on the icon following the learning objective to be linked to the location in the outline where the chapter addresses that particular objective.)
After reading this chapter, the students should be able to:
1. Discuss and give details on the history of race discrimination and civil rights in the United States.
2. Explain the relevance of the history of civil rights to present-day workplace race discrimination issues.
3. Set forth the findings of several recent studies on race inequalities.
4. Identify several ways that race and color discrimination are manifested in the workplace.
5. Explain why national origin issues have recently been included under race discrimination claims by the EEOC.
6. Describe ways in which an employer can avoid potential liability for race and color discrimination.
Authors’ Note
It would be an injustice to the students to teach this subject matter as if it were simply a litany of facts and rules. There is so much more and it will be of the utmost benefit to the students if instructors can “mine” this and let them walk away with an incredible amount of information about themselves and the world that will help them make justifiable and informed workplace decisions regarding Title VII actions and other workplace matters.
Most students would have been born when race discrimination in employment was illegal. Many of them would have come into consciousness during the past 8 years of the Bush administrations when much of what they heard about employment discrimination was negative and framed around the issue of affirmative action. As a result, they may have very negative ideas about the issue. They will often think there really is no problem with race because they may have seen very little of the obvious type, However, they would have heard tales of unqualified blacks and women taking jobs from more qualified whites and for many of them this will frame what they think they know about race discrimination.
It greatly facilitates learning to take some time to address this and to lay the groundwork for what is to come. Students need to be made aware that though it is illegal to discriminate in employment and has been for more than 40 years, there is still much of the issue remaining in employment and society. Negative images from the media, news stories, and personal experiences invariably find their way into the workplace and have a negative impact upon women and minorities of all kinds.
Race is an issue that is fraught with all sorts of “baggage” which everyone brings to the table that can impact what students learn about the issue. It is extremely important not to, on the one hand, address this issue as if one is reciting math facts, but instead to deal with it head on and acknowledge the presence of the issue in our society, and on the other, to make students understand that it is inevitable that people have picked up “garbage” about this issue, from the media, their parents, peers, etc.
People start out as empty garbage cans. There is no filter to keep out the racist, sexist or otherwise exclusionary ideas that may come from their parents, peers, the media and other sources long before they even understand that such ideas may be wrong. The point is not to own all of that or try to defend oneself or try to argue that they are not racist or prejudiced, but rather, to acknowledge that with the society, it is inevitable that they would pick up these things and incorporate them into their lives. Acknowledging this is the first step to doing something about it and for the sake of the employers, one must learn to recognize and avoid those things which may result in liability.
Have students understand that it is not just the big things like calling those of other groups with derogatory names, or saying obvious things like “we don’t hire blacks,” that gets most employers
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in trouble. It can instead be a compilation of many smaller things many people do, often without even being aware of it, which, when analyzed and tallied, amount to a different experience for those not in the “majority” group.
The tidbits in the opening of the chapter introduction are very telling. Discuss with them the students and see what they think. Make sure to bring to their attention the 2004 Gallup poll that found that 90 percent of whites under age 30 think blacks are now being treated fairly or somewhat fairly compared to only 38 percent of blacks thinking so. At the same time, discuss the research which shows managers are more likely to evaluate those of their race higher than those of another race, and since most managers are white, how this can impact blacks.
Bring students’ attention to the difference between personal prejudice, which Title VII does not prohibit, and racism, which institutionalizes that prejudice, which it does address.
Even though this can be a difficult topic to discuss, if done effectively, students see from different perspective from then on and are much less likely to cause liability for their employer.
Given the historic political situation the students would likely be aware, instructor may even want to use a discussion of Senator Barack Obama’s “A More Perfect Union” speech on race as a starting point for discussion, since many of them will be aware of it or may have seen it. A discussion of their understanding of what he spoke of may prove fruitful for the chapter.
The full written text: http://www.huffingtonpost.com/2008/03/18/obama-race-speech-read-t_n_92077.html
The full 38 minute video: http://www.youtube.com/watch?v=pWe7wTVbLUU
Detailed Chapter Outline
Scenarios Points for Discussion
Scenario One: They are illegal. It is discrimination based on color, in violation of Title VII.
Scenario Two: The employee wins. It is race discrimination under Title VII for the employer to treat the black, female employee differently from the other employees, particularly in a way which has such an adverse effect upon her employment. Vaughn v. Edel, 918 F.2d 517 (5th Cir. 1990). This case is included because it so perfectly matches the ideas we hear expressed so often in consulting sessions as well as the classroom.
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Scenario Three: Yes, the employee wins. Courts have actually held both way, but the more conservative approach is that the policy has a disparate impact upon black males who have a much higher tendency to suffer from pseudofolliculitis caused by shaving. Because of the disparate impact, the no-beard policy should be supportable by a legally defensible business necessity. Richardson v. Quik Trip Corp., 591 F. Supp. 1151 (S D Ia., Central Div. 1984)
I. Statutory Basis
It shall be an unlawful employment practice for an employer
(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color... or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color... [Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e-2(a).]
II. Surprised?
Learning Objective One: Discuss and give details on the history of race discrimination and civil rights in the United States.
Learning Objective Two: Explain the relevance of the history of civil rights to presentday workplace race discrimination issues.
Race is the first of the prohibited categories in Title VII, the main reason for passage of the law, and it remains, even today, a factor in the lives of many employees.
Learning Objective Three: Set forth the findings of several recent studies on race inequalities.
Race still matters more than many may realize. So much so that it might surprise one to discover the following:
Research showed that employers would rather hire a white man who had served time in prison than a black man who had not.
When researchers sent out identical résumés for jobs listed in the newspaper, with the only difference being the names of the applicants, those with “ethnic” names like Jamal or
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Lakiesha received 50 percent fewer callbacks for jobs than the identical résumés with traditionally white names like Megan or Brad.
In addition to visual profiling, researchers have found linguistic profiling.
A study by University of Georgia researchers published in the Journal of Vocational Behavior in 2012 found that networking within an organization and having a mentor, which are generally thought to promote career success, do not give African-American men the same measurable benefits as whites.
According to U.S. Census Bureau data, while women are paid 77 cents for every dollar paid to men, on average, for African-American women, it is 70 cents for every dollar paid to men, and only 64 cents for every dollar paid to white, non-Hispanic men.
During oral arguments in the Lopez v. Gonzales 8 and Toledo-Flores v. United States 9 cases that could impact thousands of immigrants, U.S. Supreme Court Justice Antonin Scalia made a reference to one of the parties in a case, a Mexican who had been deported back to his country, as someone unlikely to keep from drinking tequila on the chance he could return to the United States.
In the 2004 elections in Alabama, voters voted to keep the Alabama constitution’s language that says “separate schools shall be provided for white and colored children, and no child of either race shall be permitted to attend a school of the other race.”
Full-time paid intern hired over the phone to work at an Iowa cosmetics company as a cosmetics formulator because she was in England at the time, arrived in Iowa, only to be told by her supervisor that everyone would be “surprised” that she was black.
At Charapp Ford South, a car dealership near Pittsburgh, two black employees who complained about constant racial harassment in the workplace allegedly found a document that suggested “ten ways to kill” African-Americans.
A temp agency used code words to supply Jamestown Container Co. and Whiting Door Mfg. Co. with the white male employees they requested, denying placements to minorities and women.
The president of a staffing services company allegedly told Carolyn Red Bear, a Native American employee, many derogatory statements that had been made about her “ethnic” appearance, alleging that she did not “fit in” with the white community and should seek employment more consistent with the skills of Native Americans.
Unfortunately, there are many more items that could be added to this list. A 2008 USAToday/Gallup poll found that a majority of Americans say racism against blacks is widespread, including 51 percent of whites, 59 percent of Hispanics, and a whopping 78 percent of blacks. After the election of the first black U.S. president, the numbers went up somewhat, but by the next year, they had gone back to pre- Obama levels.
One can see what a problem these findings would present in the workplace. Not only could discrimination be occurring, but as a manager, one could possibly not realize it. Much of the race
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discrimination now occurring in the workplace is not as overt as it was before Title VII but it is still very much a factor in employment.
The more one sees the bigger picture, the less likely he or she is to be a part of unnecessary claims of workplace race discrimination. The law has been in place for 50 years and race discrimination claims are still very much a part of title VII. They have risen every decade since the law was passed and still account for over one-third of the EEOC’s total claims filed.
III. Evolving Definitions of Race
Learning Objective Four: Identify several ways that race and color discrimination are manifested in the workplace.
When someone says the word race chances are that most people will think of black or white. For virtually the entire time Title VII has been in existence, race has been almost exclusively about African-Americans and whites, with discrimination against other groups considered primarily under the national origin category.
The term race, in the context of employment discrimination, is being used differently than it had been. It is important that people preserve the history and background of the Civil Rights Act of 1964 so that the law can continue to be understood in its proper context; that is, the context of slavery, Jim Crow, and the fight for civil rights (and the lingering effects of each) in which it occurred. The expanded notion of race will not neglect either the important basis for the law that birthed the legislation in the first place, or the present-day effects that continue to persist even as other groups come into the United States and rise to become accepted as a part of the country rather than “outsiders.” This is a factor that the Russell Sage/Harvard study on race discussed.
One should recognize that the willingness of other groups to exercise their rights under the law by using the race category rather than, or in addition to, the national origin category is a trend which is seen, noted and here reflected. The EEOC also has seen this trend and, in part because of it, launched an initiative called E-RACE (Eradicating Racism and Colorism from Employment) intended to address these changes. As part of their revised Compliance Manual, issued in 2006, the EEOC outlined the differences between the categories of race, color, and national origin. The EEOC noted that the Civil Rights Act did not define race but in light of recent trends, the EEOC undertook to bring some understanding to the matter in a world in which things had changed since passage of the Act.
Alonzo v. Chase Manhattan Bank, N.A
As a society, people now think of race under Title VII as a more inclusive concept. Researchers refer to the idea that whites think everything is fair for everyone, so nothing need be done to ensure equal opportunity anymore, as the “new racism.” Employers do not need to engage in deliberate, intentional racial discrimination in order to violate the law and the law does not require this in order to find liability.
Clearly much progress has been made in the area of race discrimination in the workplace since Title VII was enacted. The extremely comprehensive, four-year, 1,400-page study of intentional workplace discrimination between 1975 and 1999, released by Alfred and Ruth Blumrosen in 2002, found that workplace discrimination against African-Americans is still the worst of all groups. However, minorities increased their participation in the labor force by 4.6 million workers beyond the increase resulting from economic growth and increased their share of ‘better jobs’ as officials, managers, professionals, technical, and sales workers.” The study showed that 15 percent of African-Americans experience intentional workplace discrimination.
It is a case in which one gets to see how racial discrimination can play out in the workplace.
IV. Background of Racial Discrimination in the United States
Learning Objective Two: Explain the relevance of the history of civil rights to presentday workplace race discrimination issues.
History and its present-day effects account for much of the race discrimination we see manifested today. Africans arrived in this country in 1619, before the Mayflower. Their initial experience was as free people who were contracted as indentured servants. After the first 40 years or so, this changed as the need for cheap labor grew with America’s rapid expansion, and slavery came into existence. While a very small number of African- Americans were free, slavery as an integral and defining part of American life lasted for well over 200 years, until after the Civil War ended in 1865. With a slight pause (11 years) for Reconstruction after the Civil War, the next 99 years saw Black Codes and Jim Crow laws legalize and codify racial discrimination.
Jones v. Robinson Property Group, L.P., d/b/a Horseshoe Casino & Hotel
In many places, there were many more slaves than whites (South Carolina had an 80 percent slave population), so absolute control was necessary in order to prevent slave uprisings, which were a major concern for whites. This was done quite systematically and with the intention of keeping the system of slavery in place forever. Each of the rules and regulations contained in the Slave Codes, and later, after Reconstruction, in the Black Codes, was designed to do this.
This system was all-encompassing, omnipresent and systemic. Even something as seemingly “objective” as medicine did not escape. For instance, “Drapetomania” was an actual “medical condition” doctors ascribed to slaves who wanted to run away and be free. Clearly the control was comprehensive, and minutely detailed to accomplish this purpose. It is important to understand this so that one can recognize how insinuated into every aspect of life racism was in this country, and why there were bound to be vestiges long after slavery ended.
When Reconstruction ended, about 11 years after the Civil War was over, the Slave Codes were simply renamed “Black Codes” and used virtually as if slavery had never ended. The system, adopted by either law or social custom all over the country, remained in place until the Civil Rights Act of 1964, and in some places well into the 1970s, constantly reasserting the institutionalized role of race in the United States.
Race governed every facet of life. In addition to the ways we have already set forth in earlier chapters, blacks were routinely discriminated against by being forced to sit in the balconies of movie theaters or made to attend on days different from those when whites attended. Some fairs had “Negro days” on which African-Americans could attend, and some towns had “Negro days” for African-Americans to shop
Although they paid full bus fare, in the South, African-Americans had to sit in the back of the bus. If whites wanted or needed blacks’ seats, African-Americans had to give up their seats even though they were full-fare-paying passengers. African-Americans could not testify against whites in court.
The simple act of registering to vote could cost an African-American his or her job, family, home, or life. It was not until the Voting Rights Act of 1965 that African-Americans received full voting rights in the United States. Breach of Jim Crow law or social policy by AfricanAmericans resulted in swift retribution, up to and including death generally by lynching for males an event that was often attended by whole families of whites, including children, and treated as a festive family outing, complete with picnic baskets.
In historical terms, this was not that long ago. Remember that the system officially ended only in 1964, and in many places it, or its effects, lingered on long after after in some places, even
until today. For instance, in Atlanta, retiring black police officers suffered because of the police department’s racial policy that lingered until the 1970s, which prevented black officers from contributing to a whites-only pension fund. There are other examples of present-day vestiges:
EEOC filed suit in September 2013 against a company in Minnesota that not only fired a white employee who recommended that a black temporary employee be hired full-time and given benefits, but rejected her suggestion by “punctuating it with racist language.”
A North Carolina federal jury “acting as the conscience of this community,” awarded $200,000 in compensatory and punitive damages to two black truck drivers who were repeatedly subjected to “racist abuse” including supervisors and other employees referring to them as the “N-word,” “monkey,” “boy,” “coon,” and bringing one of the black employees a noose and saying “This is for you. Do you want to hang from the family tree?”
Twelve white firefighters were awarded 2.5 million after not getting promotions they were scheduled for because the fire department illegally allowed promotional lists with their names on them to expire so they could promote black firefighters instead.
TSA officers in a behavioral detection program designed to spot terrorists at Boston’s Logan International Airport, and managers of similar programs nationwide, were ordered by Homeland Security to attend a special class on why racial profiling is not acceptable and is not an effective way to spot terrorists after they were investigated for stopping more blacks and Hispanics who they thought would have more outstanding warrants or be in possession of drugs.
A New Jersey landlord settled charges with the U.S. Department of Housing and Urban Development (HUD) for violating the Fair Housing Act by refusing to show apartments or return calls of tenants after learning they were African-American.
Between 2000 and 2004, 16 major insurance cases were settled, covering about 14.8 million policies sold by 90 insurance companies between 1900 and the 1980s to AfricanAmericans who were charged more, as was the custom of the day, simply because they were black.
In 2006, the U.S. Supreme Court unanimously held that the term “boy” used by white managers at an Alabama Tyson Foods plant to refer to black employees could, alone, be used as evidence of workplace race discrimination. The term is one used in the slave and Jim Crow era to refer to black men.
In 2006, the Delaware Masons fraternal organization signed a compact to end 150-plus years of racial separation. In 12 southern states, white Masons still do not officially recognize black Masons as their brothers.
In early 2007, the Virginia House of Delegates expressed “profound regret” for its role in the slave trade and other injustices against African-Americans and Native Americans. Nine members did not cast ballots. In 2001, the Virginia legislature had expressed “profound regret” for its role in the discredited “science” of eugenics that led to the sterilization of well over ,000 Virginians between 1924 and 1979 under the Racial Integrity Act and the
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Sterilization Act, in the name of purifying the white race. Virginia’s apology was later joined by apologies in Florida, Alabama, North Carolina, Maryland, and New Jersey. The U.S. Congress is also considering such a proposal.
In 2008 after years of refusing to do so, but after doing so for Native Americans, Japanese detention camp detainees, and Hawaiians for the overthrow of their government the U.S. House of Representatives passed a resolution apologizing for slavery, Jim Crow, and its present-day impact on blacks. The Senate passed a similar resolution the next year.
For virtually their entire history in this country, African-Americans were dealt with as inferiors, with societal laws and customs totally built around that approach. Then came the Civil Rights Act of 1964, attempting to change this 300 1 -year’s history overnight. You might now understand a bit better why we have been struggling with the issue ever since.
The struggle for civil rights, in part, helped some of those permitted to realize their full potential and become the successful and productive members of society they longed to be. The Irish went from being so reviled that store windows had signs saying “No Dogs, No Irish,” to having John F. Kennedy become a revered first Irish and Catholic president of the United States. Other groups, like Native Americans, Hispanics, and Asians were, for various reasons, castigated, vilified, ostracized, marginalized, and discriminated against by the greater society. Asians being locked out of full advancement in the workplace has been referred to as the “bamboo ceiling” rather than the glass ceiling.
Lecture Note: It routinely comes up in class when discussing Jim Crow and segregation that blacks still continue to segregate by having things like black TV channels and black pageants. Students always say that if there are black colleges and TV channels, etc., why can’t there be white ones? It is very enlightening for students to explore this issue with the professor. Students often do not realize that HBCUs (historically black colleges and universities) were begun after the Civil War because blacks generally could not attend white universities. While the HBCUs were begun for blacks, they never excluded anyone and even today, anyone can attend. It’s always interesting to ask how many students applied to predominantly black universities. Rarely do any students raise their hands. They then realize that the only reason the institutions remain predominantly black is because whites choose not to attend, though they certainly may. The experience with thousands of students has been that this is generally news to them. They also do not realize that the reason BET was created was because African Americans believed they were not having media access as they should, so they created their own to showcase shows they wished to see. Again, no one is excluded. Students who are not minorities tend not to be aware that the “norm” is what they are used to, and that norm often excludes others for one reason or another.
In addition, students often do not realize that many professional organizations such as the National Bar Association, National Medical Association, National Nurses Association, National Dentists Association, were begun as the black counterpart of the American Medical Association, American Bar Association, etc., which did not allow black members. Again, these groups were open to anyone, but whites rarely joined. The groups took on a life of their own and when integration occurred after the Civil Rights movement, they did not disband because they had their own histories, agendas and projects that were not always in sync with the white organizations. Most blacks joined both organizations. Again, it is important for students to see how total the segregation was and some of the ways the impact is still felt today.
It is also helpful for students to understand that the same goes for television. Blacks were either excluded, shown in negative ways, or had little input into shows reflecting their viewing wishes, thus the Black Entertainment Television (BET) channel. Experience and research bears out, that while blacks often watch predominantly white shows, whites rarely watch predominantly black shows, with the exception of perhaps, The Cosby Show. It might be instructive to ask how many white students watch BET and why or why not.
These discussions help students to see that workplace discrimination is not an isolated event. It is part of a much larger picture which plays out in every conceivable forum, often in very subtle ways which impact us, but of which we are generally not aware. People take all of this in as part of their narrative and operate in the world, including the workplace, with these ideas as part of their decision making process.
V. Race: Putting It All Together
Learning Objective Two: Explain the relevance of the history of civil rights to presentday workplace race discrimination issues.
When race has been as ingrained in a culture as it has been in the United States, it is predictable that it is taking a rather long while to rid the workplace of the vestiges of race discrimination. The U.S. Department of Labor Glass Ceiling Studies in 1991 and 1995 of barriers to full management participation in the workplace by women and minorities found that minorities had made strides in entering the workplace, but a “glass ceiling” exists beyond which minorities rarely progress. The study found that minorities plateau at a lower corporate level than women, who plateau at a lower level than white males.
According to the studies, monitoring for equal access and opportunity was almost never considered a corporate responsibility or a part of the planning and developmental programs and policies of the employer, nor as part of participation with regard to senior management levels.
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Most companies had inadequate records regarding equal employment opportunity and affirmative action responsibilities in recruitment, employment, and developmental activities for management level positions.
Such factors militate against serious consideration of full participation by all sectors of the work population and prevent the employer from being presented in the best light should lawsuits arise. If an employer analyzed and monitored workplace information based on the Glass Ceiling considerations, much race discrimination could be discovered and addressed long before it progressed to the litigation stage.
VI. General Considerations
Title VII was enacted primarily in response to discrimination against African-Americans in this country, but the act applies equally to all. The McDonald v. Santa Fe Transportation case demonstrated that racial discrimination may occur against whites also and is equally prohibited under Title VII. It may seem strange to think that it took a U.S. Supreme Court case to determine that Title VII protects whites as well as blacks, but keep in mind the history that lead to the passage of the Civil Rights Act. Discrimination against whites was never contemplated since it was not an issue.
It takes far more than alleging discrimination to win a case under Title VII. This can be done directly, by presenting evidence that the employer did or said something racially negative, or indirectly, by way of the disparate impact requirements. This is one of the reasons that employers should not fear Title VII claims. Either there is a viable basis for discrimination or there is not. If there is not, the employee’s alleging discrimination does not make it true and no liability will attach to the employer. Of course, an employer still must use resources to counter the claim, which is another reason why a “best practices” approach is always best.
VII. Recognizing Race Discrimination
Learning Objective Five: Explain why national origin issues have recently been included under race discrimination claims by the EEOC.
Often, one of the most difficult things for a manager is recognizing race discrimination when it presents itself. The latest EEOC statistics for FY 2013 indicated that race remains one of the most frequent types of claim filed with the agency, with it being only second to retaliation claims, and just ahead of gender. Many of these claims involve systemic race discrimination affecting hundreds of employees.
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Often employers are held liable for race discrimination because they treated employees of a particular race differently without even realizing that they were building a case of race discrimination for which they could ultimately be liable. Sometimes it is something seemingly small or subtle, but given the stage we are playing on, with the history we presented to you, it can be perceived as discriminatory.
Lecture Note: Instructors can discuss the much-ballyhooed situation the students are familiar with where then Sen. Joseph (now vice president) Biden stated in January 2007 that his then2007 presidential opponent, Barack Obama, was the “first mainstream African American who is articulate and bright and clean and a nice looking guy.” Though he said he did not mean to offend, because of the history provided in this and other chapters, students should be able to recognize why his statement would cause a stir, particularly given that the subset of people Biden was speaking of, which was people running for president, who would normally fit those criteria anyway. The implicit presumption is that most blacks are not articulate, clean, etc. According to minority students this statement is heard in the workplace all the time, even today, without the speaker having any idea of its negative impact. Vaughn v. Edel included in the text is another very good example. Vaughn v. Edel
The case demonstrates intent may be established by direct evidence of discrimination by an employer even when the employer may discriminate for what it considers to be justifiable reasons. In Vaughn, a manager told a supervisor not to have any confrontations with a black female employee about her work after she asked a member of the legal staff if she thought a conversation she had with her supervisor sounded discriminatory. Two years later when she was terminated for poor performance, she sued and alleged race discrimination in that she was not given proper feedback that would have allowed her to better her performance.
An employer who has not considered the issue of race may well develop and implement policies that have a racially discriminatory impact without ever intending to do so. The Bradley v. Pizzaco of Nebraska, Inc., d/b/a Domino’s Pizza “no-beard” case is a good example of this. In Bradley, the employer had a “no-beard” policy requiring employees to be clean shaven. The employee, a black pizza delivery driver, told the employer he could not shave without severe discomfort. The employer told him he must shave, and when he did not, he was terminated. The employee sued for race discrimination and won.
Bradley is also a good example of why disparate impact cases must be recognized if Congress’s legislative intent of ridding the workplace of employment discrimination is to be at all successful. It demonstrates just how important it is to simply be able to recognize race
discrimination when one sees it. As a manager faced with an unfamiliar situation, his or her favorite eight words should be, “Let me get back to you on that.” This informs the employee that you have heard her or his concern and will take it seriously. It then gives you time to find out what you need to know to make an informed decision.
Simply taking the time to treat the employee’s concern as legitimate (rather than merely dismissing it because it was not something with which the manager was familiar) and trying to seek alternatives would have made all the difference. As a manager, one should make sure to consider all angles before making a decision. It is especially important to consider the realities of those who belong to groups which one may not be familiar with.
Chandler v. Fast Lane, Inc.
In Chandler, the action was brought by a white manager who was trying not to discriminate when her company wanted her to do so. One should be aware that this also is covered by Title VII.
VIII. Racial Harassment
In addition to an employer being liable for race discrimination under Title VII, the employer also can be liable for workplace racial harassment. To hold an employer liable for racial harassment, the employee must show that the harassment was:
Unwelcome
Based on race
So severe or pervasive that it altered the conditions of employment and created an abusive environment
There is a basis for imposing liability on the employer
The employer is responsible for such activity if the employer himself or herself is the one who perpetrates the harassment, or if it is permitted in the workplace by the employer or supervisory employees. For instance, in 2008, the EEOC announced a settlement with Lockheed Martin for $2.5 million for claims that it allowed a black electrician to be “severely harassed,” including, among other things, threatened with lynching and called the “n-word” while working on military aircraft at various places he was assigned all over the country. One of the harassers was a supervisor, and though the employer knew, no discipline was imposed and the harassment continued unabated. This is the largest settlement the EEOC has ever obtained for a single employee in a racial harassment case, and one of the largest for any single employee. Actions for racial harassment, like those of race discrimination under Title VII, may be brought under the same alternative statutes as race discrimination.
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In Daniels v. WorldCom Corp., the two black employees reported being sent racially charged emails through their work computer. The court said that racial harassment has as its basis the employer imposing on the harassed employee different terms or conditions of employment based on race. The employee is required to work in an atmosphere in which severe and pervasive harassing activity is directed at the employee because of the employee’s race or color. However, the employer took prompt, corrective remedial action to address the situation, so the court found no liability.
As Daniels demonstrates, the employer’s best approach to racial harassment is to maintain a workplace in which such activity is not permitted or condoned in any way, to take all racial harassment complaints seriously, and to take immediate corrective action. The case also demonstrates how important it is for a manager to keep up with changes that result in new and different ways to harass. In Daniels, the harassment was accomplished by e-mail, but because the employer took immediate corrective action, liability was avoided.
In the Henderson v. Irving Materials, Inc., case, a black employee was subjected to a number of incidents at work, including racial epithets, threats, greasing of his truck, dead mice placed in his truck, and the buttons cut off his uniform, by two of his white co-workers. Several of the incidents were witnessed by their supervisor. The court found that though some of the events, in isolation, may not qualify as harassment, when taken in the total context of the employee’s experience as the first black hired to work there and in the greater context of race in the country, they constituted racial harassment.
IX. A Word about Color
Learning Objective Five: Explain why national origin issues have recently been included under race discrimination claims by the EEOC.
Skin color has a long and painful history in the African-American culture, stretching back to a time when lighter blacks were given jobs in the slave owner’s home, while darker blacks worked the fields. This often resulted in better treatment for the lighter blacks and led to resentment by darker ones. This was fueled by intentionally pitting them against each other to cause division which meant less likelihood of slave uprisings. Later, after slavery ended, the division stuck and “the paper bag test” was used as a basis for allowing entrée to everything from schools to social organizations. If one’s skin was any darker than a brown paper bag, one was excluded. This was carried on long past the enactment of Title VII and still exists in some quarters today, either formally or informally.
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Der Einsiedlerkrebs kroch weiter, und die Seeanemone fächelte mit ihrer Blüte.
„Dir werd ich schon aus dem Wege gehen,“ sagte ein kleiner Fisch, der ihnen entgegenkam.
Er machte einen flotten Purzelbaum, tauchte unter die Seeanemone hinab und lief dem Krebs unmittelbar in den Schlund.
„Nimm die Hälfte,“ sagte der Einsiedlerkrebs. „Wir haben ihn ja zu zweien gefangen. Jetzt segeln wir ein bißchen.“
Nun schaukelte das Schneckenhaus mit den beiden Passagieren durchs Wasser dahin; und überall, wohin sie kamen, erweckte die Seeanemone unter allen Bewohnern der Meerestiefe großes Aufsehen.
„I, du Allmächtiger,“ rief der Seeigel. „Wer hat je eine Seeanemone so schnell daherkommen sehen! Ich gehöre mit zur Familie; und ich muß sagen, daß mir die Sache ganz unbegreiflich ist.“
„Es muß etwas dahinter stecken,“ äußerte eine große Auster, die gähnend im Tang saß.
„Ich stecke dahinter,“ sagte der Einsiedlerkrebs und streckte seine große Schere zwischen die Schalen der Auster.
„Au,“ sagte die Auster und preßte ihre Schalen zusammen.
„Es hilft dir nichts. Ich bin dir zu hart. Eine herrliche Auster, Seeanemone! Nun sollst du deine Hälfte abbekommen, sobald ich sie aufgedrückt habe.“
„Behalte sie nur,“ erwiderte die Seeanemone. „Ich hab’ meinen Magen noch nie im Leben so voller Würmer und kleiner nackter Schnecken gehabt. Sie gehen mir noch nicht einmal aus dem Wege; denn sie glauben ja nicht, daß ich mich so schnell von der Stelle bewegen kann.“
„Da siehst du es,“ sagte der Einsiedlerkrebs. „Es lebe unser Kompagniegeschäft!“
Eines Tages ging es dem Einsiedlerkrebs nicht recht gut. Er fühlte einen unangenehmen Druck im Magen und konnte fast gar keine Luft kriegen.
„Was ist denn mit dir los?“ fragte die Seeanemone. „Du hast dir soeben einen Fisch entgehen lassen.“
„Ja,“ versetzte der Einsiedlerkrebs. „Es geht mir jämmerlich. Ich werde nicht anders können, ich muß umziehen.“
„Du willst umziehen?“ rief die Seeanemone.
„Ja, ich muß. Ich kann in diesem Hause nicht mehr bleiben. All das gute Essen hat mich zu dick gemacht.“
„Das ist ja eine schöne Geschichte. Und es ging uns doch gerade so gut.“
„Es wird uns auch weiterhin gut gehen. Wir wollen uns nach einem neuen, großen Schneckenhaus umsehen.“
Da machten sie sich auf die Wanderung; und noch am selben Tage fanden sie eine wunderschöne große Königsschnecke, die auf dem Meeresgrunde lag. Der Einsiedlerkrebs wandte und drehte sie, klopfte mit der Schere darauf und sah nach, ob sie dicht sei.
„Sie ist gut,“ sagte er. „Die nehme ich.“
„Und obendrein ist sie leer,“ sagte die Seeanemone. „Das ist ein Vorzug mehr.“
„Das kann ich nun freilich nicht finden,“ sagte der Einsiedlerkrebs. „Wäre eine Schnecke darin gewesen, so hätten wir sie ja fressen können. Und dann wäre das Haus auch rein gewesen. Jetzt ist es vermutlich voller Sand und kleiner Steine, und ich muß vor dem Einzug ein gehöriges Reinemachen veranstalten.“
„Wie genau du es nimmst!“
„Ich bin dazu gezwungen. Wenn auch nur das kleinste Sandkorn drinnen zurückbliebe, so würde es meinen Hinterleib furchtbar martern, daß ich gleich wieder ausziehen müßte.“
„Ja, es ist wahr ... dein Hinterleib,“ sagte die, Seeanemone. „Den hab’ ich ja noch gar nicht zu sehen gekriegt. Heraus mit ihm, damit ich mich davon überzeugen kann, ob er wirklich so weich und lecker ist, wie du sagst.“
„Er kommt schon, wenn es Zeit ist,“ erwiderte der Einsiedlerkrebs.
Und nun fing er mit dem Reinemachen an. Er stülpte das Schneckenhaus um, schüttelte es, beklopfte es mit den Scheren und steckte seine langen Beine hinein, um in allen Winkeln herumzuscharren. Dann drehte er es mit der Mündung nach der Richtung, aus der der Strom kam, so daß das Wasser gehörig hindurchspülen konnte. Zuletzt schnüffelte er mit seinen
Fühlhörnern nach, ob noch ein wenig Sand oder Fäulnisstoff darin war. Das Ganze dauerte über zwei Stunden, und der Seeanemone fing die Sache an langweilig zu werden.
„Jetzt genügt es, glaube ich,“ sagte sie. „Man kann auch z u sorgfältig sein.“
„Nicht, wenn es sich um den Schwanz handelt,“ sagte der Einsiedlerkrebs.
Er saß eine Weile in Gedanken versunken da, betrachtete sein neues Haus und betrachtete auch die Seeanemone.
„Bist du wirklich satt, lieber Freund?“ fragte er dann.
„Nicht allzusehr,“ erwiderte die Seeanemone. „Hast du einen Leckerbissen für mich, so soll’s mich freuen.“
„Allerdings habe ich einen,“ sagte der Einsiedlerkrebs. „Ich habe meinen Schwanz. Und es würde mir außerordentlich leid tun, wenn er den Anlaß zur Beendigung unserer Freundschaft geben würde.“
Er sah die Seeanemone scharf an, und die Seeanemone erwiderte seinen Blick. Dem Einsiedlerkrebs kam es so vor, als ob sein lieber Freund einen sehr hungrig-gierigen Ausdruck im Gesicht hätte.
„Tu’ mir den Gefallen und dreh’ dich nach der andern Seite um, wenn ich den Schwanz aus dem alten Schneckenhause hervornehme,“ sagte er. „Ich muß dir gestehen, deine Anwesenheit ist mir äußerst peinlich. Ich glaube, ich habe mein Hinterteil noch niemand gezeigt.“
„Ach was, ich bin doch dein bester Freund,“ sagte die Seeanemone.
„Ganz richtig,“ sagte der Einsiedlerkrebs. „Aber ich kann trotzdem nicht. Hör’ einmal ... ich hab’ eine Idee. Ich will dir zuerst auf das neue Schneckenhaus hinüberhelfen. Das ist das Allervernünftigste.“
Sie machten sich an die Arbeit, und nach Verlauf einer geraumen Weile saß die Seeanemone da, wo sie sitzen sollte.
„Du bist nicht hungrig,“ sagte sie.
„Das bin ich allerdings nicht,“ sagte der Einsiedlerkrebs. „Ich kann bloß nicht verstehen, woher du das wissen willst!“
„Ich merke es an der Art, wie du mich mit deinen Scheren anrührst,“ erwiderte die Seeanemone. „Ich merke es immer an den Scheren der Leute, ob sie hungrig sind. Aber komm nun ... jetzt ist die Reihe an dir. Kann ich helfen, so stehe ich zu Diensten.“
Der Einsiedlerkrebs rührte sich nicht von der Stelle.
Er hatte eingesehen, daß er sich sehr dumm angestellt hatte. Er hätte die Seeanemone zuerst hinabsteigen und in einiger Entfernung warten lassen sollen. Dann hätte er selbst hinüberziehen können, und die Seeanemone wäre nachgekommen.
„Ich bin doch nicht recht zufrieden mit dem Schneckenhaus,“ sagte der Einsiedlerkrebs dann. „Bleib du nur so lange sitzen, während ich umherkrieche und mich nach einem andern umsehe! Ich werde bald wieder hier sein.“
„Niemals,“ sagte die Seeanemone. „Es kann nicht deine Absicht sein, daß ich die Unbequemlichkeit noch einmal haben soll. Komm ... sonst ist es vorbei mit uns.“
„Dann schließe dich,“ sagte der Einsiedlerkrebs. „Zieh’ die Arme mit den Brennesseln ganz ein, wie du es machst, wenn du dich ausruhst.“
„Schwatz’ nicht so dumm! Nimm einmal an, es käme gerade ein schöner Fisch heran! Du weißt ja, ich bin hungrig.“
„Dann wart’ ich, bis du satt bist.“
Und dabei blieb es. Die Seeanemone fing ein paar Fische und fraß sie. Dann zog sie die Arme ein und saß wieder wie eine trockene, eingeschrumpfte Feige da. Da ließ der Einsiedlerkrebs das alte Haus fahren und kam heraus.
„Nä —,“ sagte die Seeanemone und guckte heraus.
„Hinein mit dir,“ schrie der Einsiedlerkrebs. „Wenn du nicht gleich hineingehst, beiß’ ich dich.“
Die Seeanemone entfaltete sich ganz und fächelte mit den Brennesseln ganz nah am Hinterleib des Einsiedlerkrebses herum.
„Denk’ daran, wieviel Freude und Nutzen wir noch voneinander haben können,“ sagte der Einsiedlerkrebs und wand sich jämmerlich.
„Ich überlege mir das gerade,“ sagte die Seeanemone. „Sonst hätte ich natürlich längst deinen Schwanz gefressen. Noch nie im Leben hab’ ich einen solchen Leckerbissen gesehen.“
„Aber es ist nur ein Bissen. Hast du ihn gefressen, so ist er weg.“
Die Seeanemone sagte nichts, fächelte und fächelte nur mit den Armen und kam dem Hinterleib ihres guten Freundes immer näher.
Der Einsiedlerkrebs krümmte sich in größten Nöten.
„Wenn du das tust, so begehst du eine große Dummheit,“ sagte er. „Dann mußt du morgen dein altes Leben wieder anfangen, das nicht entfernt so bequem war wie das, das du führst, seitdem du bei mir wohnst. Du wirst wieder nur langsam von der Stelle kriechen. Den einen Tag sitzest du auf einem dummen Stein und lässest alle Fische entwischen. Den nächsten sitzest du auf einem Hai, der mit dir auf und davon schwimmt und dich herumwirbelt, so daß du weder aus noch ein weißt.“
Die Seeanemone fächelte mit den Armen.
„Au!“
„Ich habe dich nicht angerührt.“
„Du warst nahe daran,“ sagte der Einsiedlerkrebs. „Du denkst an nichts andres. Das kann ich dir ansehen. Wenn du das tust, so benimmst du dich wie ein junger, unbesonnener Mensch. Als wir jung waren, da taten wir so etwas. Da dachten wir nie an den morgigen Tag.“
„Das war eine schöne, schöne Zeit,“ sagte die Seeanemone fächelnd.
„Neulich sind wir doch übereingekommen, daß d i e G e g e n w a r t die bessere Zeit ist,“ sagte der Einsiedlerkrebs verzweifelt. „Jetzt sind wir ruhiger und verständiger und machen uns zunächst immer klar, wie es werden wird. Wenn ich alt und hinfällig wäre, würd’ ich noch nichts dazu sagen. Und wenn einer von uns auf dem letzten Loche pfiffe, so wäre es nur recht und billig, daß der andere ihn fräße. Er wäre ja der Nächste dazu. Aber nun stehen wir beide im kräftigsten Alter und können einander für lange Zeit Nutzen und Freude bringen. Daran solltest du denken.“
„Ich denke daran. Und ich glaube, du hast recht. Kriech also hinein ins neue Haus! Ich werde dir nichts tun.“
„Ziehst erst deine Brennesseln ein!“
Die Seeanemone tat es, und der Einsiedlerkrebs schaffte langsam und vorsichtig seinen Hinterleib in das neue Haus. Das nahm Zeit in Anspruch; ordentlich mußte es ja gemacht werden, und während der ganzen Prozedur heftete er das eine seiner Stielaugen auf die Seeanemone. Aber sie bezwang sich, bis alles überstanden war.
„Das war keine Kleinigkeit,“ sagte der Einsiedlerkrebs. „Ich hatte wirklich Furcht vor dir.“
„Dazu hattest du auch allen Grund,“ erwiderte die Seeanemone. „Ich habe mich sehr zusammennehmen müssen. Erinnerst du dich daran, was du sagtest: Daß wir einander auffressen sollen, wenn wir alt und verbraucht sind?“
„Ich erinnere mich meiner Worte recht gut und bleibe auch dabei,“ sagte der Einsiedlerkrebs. „Es ist auch noch gar nicht so sicher, daß ich früher alt werde als du. Aber das soll unsre Sorge einstweilen nicht sein. Jetzt ist die Freundschaft erprobt und wird desto länger vorhalten.“
Drauf kroch er vergnügt von dannen mit seinem neuen Hause und seinem Freunde auf dem Nacken. Sie fingen eine Menge Fische ein und gediehen beide aufs beste.
Einige Zeit darauf war der Seeanemone etwas sonderbar zumute.
Sie hatte ihre Not mit der Entfaltung ihrer Blüte und ließ einen kleinen Fisch nach dem andern entwischen.
Der Einsiedlerkrebs sah es wohl, aber er hatte selber ein paarmal mit seiner Schere daneben gegriffen und sagte darum nichts.
„Wie geht es dir?“ sagte die Seeanemone hierauf.
„Danke, vortrefflich,“ antwortete der Einsiedlerkrebs. „Und dir?“
„Es ist mir noch nie so gut gegangen wie heute. Ich fragte nur, weil ich sah, daß du nach einem Fisch fehlgriffst.“
„Wirklich? Ich habe selber gar nicht darauf geachtet. Dagegen hab ich gesehen, wie d u vorhin zwei Fische vorbeisegeln ließest, außer einer wunderschönen Schnecke. Du fängst doch nicht etwa an, dich alt zu fühlen?“
„Gott, wie kannst du das glauben!“ sagte die Seeanemone und fing an, wie toll mit den Armen zu fächeln. „Du fällst wohl eher als ich zusammen.“
„Ich ... alt?“ sagte der Einsiedlerkrebs und schnitt heftig mit der Schere vor sich hin. „Nein, ich werde dich ganz gewiß überleben. Und dann fress’ ich dich auf. Du weißt ja, so haben wir’s verabredet.“
„Gott behüte! Ich werde dich auch auffressen, verlaß dich darauf! Im Augenblick bin ich leider nicht hungrig, sonst tät’ ich es gerne sofort.“
„Na, also hungrig bist du auch nicht! Das ist ja ein schlechtes Zeichen.“
Der Einsiedlerkrebs fing an, das Haus tüchtig zu schütteln, und bemerkte, daß die Seeanemone nicht so fest saß wie sonst. Aber es krachte so in ihm selber, daß er einen gehörigen Schreck bekam. Die Seeanemone ließ ihre Brennesseln auf einen vorbeistreichenden Fisch gleiten, aber sie brannten nicht mehr. Der Einsiedlerkrebs griff mit der Schere danach, traf aber nicht, so daß der Fisch unversehrt weiterschwamm.
Die beiden Freunde sahen sich mißtrauisch an.
„Lieber Freund,“ sagte der Einsiedlerkrebs. „Jetzt, glaube ich, ist unsre Freundschaft in ihr letztes Stadium getreten. Es ist kein Zweifel mehr: du bist alt und taugst nichts mehr. Deine Brennesseln brennen nicht mehr, und du bist so schlecht zu Fuß, daß du dich kaum an meinem Schneckenhaus festhalten kannst. Unsrer Verabredung gemäß, beabsichtige ich darum, dich aufzufressen.“
„Ich wollte gerade dasselbe zu dir sagen,“ entgegnete die Seeanemone. „Du bist ja ein reines Wrack geworden. Deine Schere
ist gar nicht mehr scharf, und du kannst sie ganz und gar nicht mehr regieren. Das Beste ist: ich mache deinen Leiden ein Ende.“
Dann betrachteten sie einander wieder ein Weilchen, und keiner von ihnen wollte beginnen.
„Wie gut, daß du zuerst alt geworden bist,“ sagte hierauf die Seeanemone. „Was wolltest du ohne mich machen?“
„Das will ich dir sagen,“ erwiderte der Einsiedlerkrebs. „Wenn ich dich gefressen habe, werd’ ich mich auf der Stelle nach einer jungen, schönen Seeanemone umsehen.“
„Ja, wie gut wir zueinander passen! Ich überlegte mir gerade, daß ich mich nach einem tüchtigen Einsiedlerkrebs umsehen muß.“
„Hau, hau,“ sagte die Krabbe, die in diesem Augenblick mit seitlichem Gang herankroch. „Ah ... da haben wir ja den großmäuligen Vetter. Na ... hast du einen Freund gefunden?“
„Allerdings,“ sagte der Einsiedlerkrebs; und er bebte vor Schreck in seinem Schneckenhaus, denn die Krabbe sah so entsetzlich groß aus. „Darf ich dir die Seeanemone vorstellen? Hier sitzt sie. Sie ist mein bester Freund und hat grauenhafte Fangarme voller Brennesseln. Wenn jemand mir auch nur das geringste Leid antun will, so verbrennt sie ihn augenblicklich.“
„Das ist richtig,“ fiel die Seeanemone ein und fächelte matt mit den Armen. „Und wenn mich jemand schief ansieht, so beißt mein Freund, der Einsiedlerkrebs, ihn mit seiner Schere kaputt.“
„Ja, ihr seid mir ein paar schöne Helden,“ sagte die Krabbe und kam näher.
Die Seeanemone wollte ihre Arme einziehen, konnte aber nicht. Der Einsiedlerkrebs wollte sich in seinem Hause verstecken, hatte aber gleichfalls nicht mehr die Kraft dazu. Die Krabbe war dicht bei ihnen und betrachtete sie mit gefräßigen Augen.
„Also ihr zwei habt wirklich gemeinsame Fahrten gemacht?“
„Ganz recht,“ sagte der Einsiedlerkrebs und richtete sich auf. „Und wir bleiben noch vie—iele Jahre zusammen.“
„Ja, wir bleiben noch vie—iele Jahre zusammen,“ fiel die Seeanemone ein und reckte sich empor.
„Ihr seid mir zwei aparte Bürschchen!“ sagte die Krabbe. „Aber jetzt seid ihr fertig. Ich bin von jeher hinter dem Aparten her gewesen, und jetzt fresse ich euch.“
„Das da arfst du nicht,“ sagte der Einsiedlerkrebs und focht wild mit seiner großen Schere umher. „Wir haben vera—abredet, daß wir uns gegenseitig auffressen wollen.“
„So i—ist es,“ sagte die Seeanemone und fächelte verzweifelt mit den Armen.
Und dann fraß die Krabbe die beiden.
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