The social justice issue of racism is prevalent in the United States. In particular, societal beliefs and attitudes toward race affect employment practices. Numerous studies show that racial identity is statistically correlated with a person’s likelihood of obtaining employment and how much they will be compensated for their labor. The paper also evaluates racial discrimination practices in employment from a religious standpoint. This is in consideration of Franciscan values as well as what major religions say. Racism in employment practices is a problem that requires members of the society to unite to eradicate it since it undermines justice and peace.
Quantifying Racism in Employment Practices
Before delving into the causes and effects of racism in employment, it is necessary to quantify the problem to get a sense of its prevalence. According to the Economic Policy Institute, Black workers face a higher rate of unemployment than white workers at any level of education (Wilson, 2020). In 2019, the overall rate of unemployment was 6.1% for Black workers and only 3% for white workers (Wilson, 2020). Although the unemployment rate in America is the lowest it has been in the past five decades, Black people are disproportionately affected even in a strong labor market. In addition to this, another study showed that minority job applicants received more employer callbacks when they whitened their résumés (Kang et al., 2016). This means that their chances of being called for interviews increased from 10% to 25% for Black applicants and 11.5% to 21% for Asian applicants when they removed references to their race from their applications (Kang et al., 2016). This is an indication of racism in the hiring and recruitment processes.
Aside from being disadvantaged in securing employment, Black workers also earn less than their white counterparts. The average wage gap between Black and white workers was 26.5% in 2019 (Wilson, 2020). The wage gap is explained by factors other than productivity, which means it does not exist because white workers are inherently more efficient. Further, for Black full-time employees, the median weekly earnings were $727 in 2019, while the figure was $943 for their white counterparts (Weller, 2019). These statistics show that racism in the workplace affects how much one earns after being employed.
Discriminatory employment practices are systemic issues that can be explained by various social attitudes and institutional policies. Data obtained from the Implicit Association Test shows that many people associate professionalism with whiteness (Gray, 2019). For example, white-sounding names and hairstyles are considered more professional (Gray, 2019). Additionally, white people are deemed more eloquent and suited for the work environment. Consequently, professionalism is rooted in white supremacy, and white people benefit from this bias. In terms of institutional policies, a company that interviews whether an applicant is a “cultural fit” often favors white people. Cultural fit relates to the applicant’s customs, interests, values, and behaviors (Gray, 2019). Research shows that using cultural fit as a basis for hiring often privileges whiteness and penalizes minority applicants. Another institutional policy that promotes racist hiring practices is demanding higher education credentials. This discriminates against workers of color who typically face systemic barriers, such as financial constraints, that make it more difficult to obtain a college degree (Weller, 2019). Therefore, racism in employment is a systemic issue caused by factors in the broader society.
Racism in Employment Practices and Justice and Peace
Racial discrimination in employment is a social justice issue that can be linked to Franciscan values, such as justice and peace. Justice means all people should be treated with fairness because all human beings are equal before God. When the race is a determinant of whether someone gets a job and how much they earn, it goes against the principle of justice (Jones et al., 2007, p. 14). Hiring based on racial preferences undermines the Franciscan value of justice. It treats people as if they are not equal and sends the message that one race is inherently superior to the others. Racist employment practices are unjust towards people and communities of color. Justice and peace are related in that justice is a prerequisite for peace. It is difficult for a community experiencing injustices to enjoy peace (Jones et al., 2007, p. 41). For instance, Black people are likely to harbor feelings of contempt for white people because of the belief that they generally have it easier, which undermines peace. In general, racist employment practices curtail justice and peace in society.
Racism in Employment Practices and Religion
World religions have contributed to the ongoing discourse about racism in employment. In the World Conference on Xenophobia, Racism, and Populist Nationalism in the Context of Global Migration, Pope Francis condemned discrimination, intolerance, and exclusion (World Council of Churches, 2018). He underscored the pervasiveness of this problem in modern society and urged people not to remain indifferent to it. Racism undermines the dignity that is supposed to be accorded to each person by virtue of being human. It is the responsibility of everyone to promote respect for human dignity within their families as well as in broader social contexts where they live and work. During this conference, the Pope also discussed the responsibility of schools, universities, and the media in creating a culture that promotes diversity (World Council of Churches, 2018). Ultimately, Christians are tasked with contributing to a society that values justice and respect for human dignity.
The Islamic religion also has various teachings and other contributions to the conversation regarding racism. In his final address, Prophet Muhammad highlighted racial equality as one of the ethical ideals of Islam. He emphasized that since all people descend from Adam and Eve, no person is superior to another because they are an Arab or white person (Afsaruddin, 2020). The Prophet sent the message that Islam does not tolerate divisions based on beliefs of ethnic or racial superiority. This message can be extrapolated to contemporary society where high incidences of racial divisions are witnessed. The prophet would condemn racism in the workplace because it causes a divide between people. Aside from Prophet Muhammad, modern-day Islamic leaders have also spoken about racism. For instance, in a public address, the dean of the Islamic Seminary of America, Yasir Qadhi, urged Muslims to fight racism and discrimination (Afsaruddin, 2020). He reminded Muslims that Islam has egalitarian roots, and discrimination goes against everything Islam teaches. Although the sentiments made by the Pope, Prophet Muhammad, and Yasir Qadhi are not specific to employment practices, these views are still relevant to the matter.
Reflection
Although the United States is generally viewed as a progressive country, its employment practices indicate otherwise. Racial identity is not supposed to be a determinant of employment since race does not correlate with proficiency. The Franciscan values contribute meaningfully to this conversation. In particular, these values assert that racial discrimination in employment is unjust and undermines peace. Major religions of the world also concur that discrimination is unethical. Although the US is not a theological state, these religious viewpoints could help improve society.
Aside from heeding the words of religious leaders in a bid to create a more equal society, there are other proposals. I think one solution to this problem is blind recruitment. The name, age, gender, race, social class, and other identifiers should be removed from resumes before being presented to hiring managers (Kang et al., 2016). This gives all applicants a fair chance at securing employment. Businesses should also regularly review their recruitment processes to determine any biases in the screening process. However, these solutions are small scale, and a more radical change is needed. For instance, legislators should pass laws that encourage racial equity in employment. Though controversial, I believe affirmative action will help narrow the gaps between Black and white workers’ rates of unemployment.
Conclusion
I have learned a lot from researching the social justice issue of racism in employment practices. Many people are affected by the issue, as evidenced by the statistics that show that Black workers experience twice the unemployment rate of white workers. The research process was eye-opening because I did not realize just how big the issue is in society. I have proposed a number of solutions, including blind recruitment and affirmative action. However, I believe more should be done about the problem since it is causing a divide between members of society. In my future career in business, I plan to be vigilant to prevent perpetrating the very injustice against which I speak. With the knowledge I have gained from this research process, I will also educate people on the matter and hope to make a change, however small.
References
Afsaruddin, A. (2020). Islam’s anti-racist message from the 7th century still resonates today. The Conversation. Web.
Gray, A. (2019). The bias of “professionalism” standards. Stanford Social Innovation Review. Web.
Jones, E., Haenfler, R., & Johnson, B. (2007). The better world handbook: Small changes that make a big difference. New Society Publishers.
Kang, S. K., DeCelles, K. A., Tilcsik, A., & Jun, S. (2016). Whitened résumés: Race and self-presentation in the labor market. Administrative Science Quarterly, 61(3), 469-502. Web.
Weller, C. E. (2019). African Americans face systematic obstacles to getting good jobs. Center for American Progress. Web.
Wilson, V. (2020). Racism and the economy: Focus on employment. Economic Policy Institute. Web.
World Council of Churches. (2018). Pope Francis dialogs with Christian leaders on combating racism. World Council of Churches. Web.