PHI103: Informal Logic (GSK1212F)
Instructor Phillip Bence
Racism in Corporate America
April 23, 2012
Anyone who believes that racism does not exist in the U.S. today is clearly out of touch with reality. Examples of racism are apparent in many different areas of life, particularly in corporate America’s hiring and promotion practices. Corporate hiring and promotion tendencies are clearly racially disproportionate. It is no coincidence that the CEO’s, COO’s and CFO’s of many of America’s major corporations, Fortune 500 companies and successful business are not people of color. Racially-motivated hiring and promotion decisions by supervisors, managers, directors and HR personnel have almost replaced decisions to hire or promote based upon experience, seniority or merit. In fact, many of the ultimate decisions to hire one person over another, or promote one employee over another all boil down to a factor that many would not believe: the color of the candidate’s skin.
This color-based “glass ceiling,” mentality, more accurately defined by some as a “concrete ceiling” mentality that exists in corporate America is supported by statistics. According to a study conducted by Diversity, Inc. in 2007, only 14 Fortune 500 companies were headed by people of color. (Brinson 2006). According to a 2010 report prepared by the Equal Employment Opportunity Commission (EEOC), of the 7,144 employees defined as executives/senior level managers in the State of Louisiana alone, only 748 (less than ten percent) of those employees were minorities. (Brinson 2006). Of those classified as First/Mid-level managers (numbered at 46,426), only 9,373 were minorities. Furthermore, out of the 76,951 professional employees in Louisiana, only 14,424 were listed as minorities. (Brinson 2006).
A quick look at the EEOC’s recent high-profile cases also demonstrates that racism is alive and well in the U. S. In recent years, the EEOC has filed lawsuits against Bass Pro, Sally Beauty, Kaplan...