The main argument in this article is that white employers use discrimination to make certain claims against black women. This is targeted to provide them with legitimate justifications for their biased and prejudicial actions against women workers.
The author highlights that much studies have been conducted concerning racism and sexism and there are documentation of how individuals perceive political issues that touches on race, granting of public support, present racial actions in the media, and incorporated housing. However, he argues that, little or no studies have taken the opinions of employers into consideration.
He categorically claims that employer’s perceptions of men are actually gendered. He points out to the shortcomings of the existing research, which has not looked into the significant question regarding how employer’s opinions could vary from their perceptions of black women as well as how these gender-based, racial perceptions can lead to exclusive disadvantage of various groups in the labor market.
In this study, the author looked into some of the images used by white employers to hypothesize assertions concerning black females in the labor industry. He argues that most of these images are basically stereo-classical and could be adversely used.
Kennelly demonstrates that the changing aspects of these white employer’s categorizations of females and of blacks varies from their imageries of Black women, showing that this set could stand at an exceptional drawback compared to all other ethnic and sex groups.
He further illustrates how certain white employers apply an intricate but extensively common stereo-type of Black working-class females as solitary mothers to characterize members of this set. In rather conflicting ways, white employers apply these images to justify why they believe black women are unfortunate, reliable workers and why they consider both black men and women are not well prepared to work anywhere.
Their creation of these kinds of claims could be dependent, partially, on what they observe in their corporations, though their opinions are tinted by widespread cultural stereotypes regarding black women. Owing to the fact that these imageries of a group to forecast and analyze the performance of people, employer’s classification of black women as solitary mothers could form the ground of discrimination.
In putting emphasis on the claims made by white employers regarding black womanhood, the author does not focus on the well-documented consequences of labor market discernment, like disparity in pay rates and raises, but on how managers create and apply the images that could form the foundation of it.
Since these managers have the authority to employ, pay, and raises, their opinions can be significant for Black women’s chances of existence. Even though the author do not have data and statics to relate the white employer’s opinions about black women and their hiring decisions concerning this group, he argues that evidences indicates that actually these perceptions exist and is convincing in itself.
Analysis in this study lays more emphasis on the previously unexplored details of the solitary-mother perception as applied by certain white employers. To bring this assessment into context, the author first explains shortly the procedure of stereotyping and its connection to statistical discrimination.
He then highlights some of the shared stereotypical perceptions of females, Blacks, and Black women, acknowledged in preceding research. He makes use of the In-depth conversations lately carried out in Atlanta to recognize and assess how some white employers view black women and how these kinds of views appear to be dependent on at least partially on stereotypical imageries.
While concluding, the author suggests that understanding the views of white employers is necessary in determining how to counteract them. The evidences from his study show that no all white employers treat all races and gander groups equally.
In most cases, these white employers view black women as solitary mothers, which is not essentially negative. However, white employer’s perception is based on conventional rhetoric that they can use negatively. He suggests the need for positive action programs to counter the discriminatory attitudes that consider employment, dismissal, raises and wage rate decisions.
Response of the reading Analysis
Careful analysis into this study reveals that all employers who induced the single-mother perception were in most cases trying to clarify why such kinds of opinions existed in their work environments instead of simply identifying which personnel were solitary mothers and the ones which were not.
They were suggesting this perception of lone motherhood as an instrument they could employ in understanding their work environments. Their clarifications or claims show that single motherhood is a prominent matter that influences their labor force.
Even though the data obtained from these interviews could not conclusively authenticate the correctness of these claims, they could enable an individual to better comprehend the manner in which some white employers create descriptions of what takes place in their places of work. Probably, some of these descriptions were dependent upon white employers’ understandings of one or more black women.
It appears more likely, though, considering the frequency and negativity of the single-mother typecast for Black women embedded in the greater U. S culture, together with suggestions indicating the workers with little direct interaction with Black females were more probable to portray them as solitary mothers, that these clarifications were dependent upon stereotypes.
By applying stereotypes to create assertions about the work force is part of the influence that employers have over their employees, not simply because this custom could form the foundation of biased action but also since it operates to propagate the stereotypes themselves.
Based on the assumption that whites control most places of influence and authority in corporations, some substantial fraction will carry on playing part in describing black womanhood for associates of the greater culture. It could be accurate to say that these data offer evidences that the manners in which white employers perceive Black womanhood are devastatingly negative.
Various individuals have fallen victims of melancholy whereby they are not being treated appropriately by their employers. Domestic reasons and low pay have also made most of the workers to lead a miserable life.
There is evidence which is illustrated by the author as an example. In this illustration, an interview was conducted with a plant manager of 70% Black and 30% white women order processors. The author notes that the manager talked much about ‘single families’, ‘solitary-parent families’, as well as single mothers interchangeably.
The manager also spoke about space and racism in a correlated way. He used the expressions such as ‘inner city’, and Black as substitutions for each other and mentioned single moms only in situations of difficulties of the inner town. Actually, he mentioned single mothers as his greatest problem with his workforce.
This kind of comments about an employer indicates a deeply-rooted perception of Black women. Even though, the author could not find the accurate data on the relationship between employer decision and the race and sex decisions, the evidences he presented clearly validate his argument about this issue.
In conclusion, racism and sexism are very harmful as they destroy viable social relations, lead to destruction of property, and offers unbearable mental tortures among the victims. Racism and sexism are diverse problem and occur in all ages, cultural societies, races and different organizations.
They are problems that are deeply rooted in the belief of dominance and power to control and manipulate the other partner. Currently, different nations and institutions are stopping this problem in the society. In this context, different participants should be able to understand the major causes for each and every couple before determining the best approach in solving this problem.
However, knowledge of dominance and power plays in relationships, if properly used, can help to avert the aspects of racism and sexism in the society.
Some of the means of using this knowledge include; encouraging victims to share their experiences, encourage them to take their responsibilities as well as conducting campaigns against such predicaments. In addition, encouraging good social relations through proper communication is also important. This is a vital provision when considered comprehensively.