Chapter 4. Black Americans -Key Facts Title VIIs legal prohibitions against discrimination have existed for about fifty years,
Chapter 4. Black Americans -Key Facts
Title VII’s legal prohibitions against discrimination have existed for about fifty years, compared with the nearly 350 years of slavery and legally sanctioned discrimination in the United States.
Stereotyping, discrimination, and aversive racism continue to affect Black applicants, employees, and customers.
Although more educated than ever before, African Americans remain more likely to be unemployed than comparably educated Whites, at all educational levels.
Education increases employment and earnings and decreases the likelihood of unemployment of Blacks.
Black women have higher workforce participation rates than White women, but White men have higher participation rates than Black men.
The Black population is younger than the overall population; there will be more Blacks in the labor force in the future, making efforts to include and value their contributions increasingly important.
Ch 5 Latinos / Hispanics Key Facts
The category Hispanic includes people with different origins and having distinct education, income, and employment experiences in the United States. Hispanics can be White, Black, Asian, Native American, or multi-racial, and race is contextual and variable among Hispanics.
Sixty-five percent of the Hispanic population in the United States is native-born. Many Hispanics are second-, third-, fourth-, and fifth-generation Americans.
Strict “English-only” rules are generally not defensible under Title VII of the Civil Rights Act.
Access and treatment discrimination against Hispanics has been clearly documented; however, in some cases, Hispanic workers are preferred over Black (and sometimes White) workers.
Employers who express preferences for Hispanic immigrant workers pay less than those who do not express such preferences.
INSTRUCTIONS
1. Read Key Facts in Chapters 4 and 5. Research these facts and discuss your findings in one of the following areas: Research statistics, cases, business/organizations, media portrayal (news, film, television, etc.).
2. Compare similarities and differences between employment experiences of Black men and women, Hispanic men and women, Black men and Hispanic men, Black women, and Hispanic women.
3. Upload your research notes here. These notes do not need to be formatted in APA style.
4. 2 pages.
Chapter 4. Black Americans -Key Facts
Title VII’s legal prohibitions against discrimination have existed for about fifty years, compared with the nearly 350 years of slavery and legally sanctioned discrimination in the United States.
Stereotyping, discrimination, and aversive racism continue to affect Black applicants, employees, and customers.
Although more educated than ever before, African Americans remain more likely to be unemployed than comparably educated Whites, at all educational levels.
Education increases employment and earnings and decreases the likelihood of unemployment of Blacks.
Black women have higher workforce participation rates than White women, but White men have higher participation rates than Black men.
The Black population is younger than the overall population; there will be more Blacks in the labor force in the future, making efforts to include and value their contributions increasingly important.
Ch 5 Latinos / Hispanics Key Facts
The category Hispanic includes people with different origins and having distinct education, income, and employment experiences in the United States. Hispanics can be White, Black, Asian, Native American, or multi-racial, and race is contextual and variable among Hispanics.
Sixty-five percent of the Hispanic population in the United States is native-born. Many Hispanics are second-, third-, fourth-, and fifth-generation Americans.
Strict “English-only” rules are generally not defensible under Title VII of the Civil Rights Act.
Access and treatment discrimination against Hispanics has been clearly documented; however, in some cases, Hispanic workers are preferred over Black (and sometimes White) workers.
Employers who express preferences for Hispanic immigrant workers pay less than those who do not express such preferences.
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