Racial discrimination: Theories, facts and policy

Fugazza, Marco

doi:10.1111/j.1564-913x.2003.tb00542.x

Cited by 10 publications

(16 citation statements)

References 41 publications

(44 reference statements)

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“…The Coleman () study is particularly noteworthy because in contrast to more general indicators of skill (e.g., education, experience, etc.) used in existing studies of the racial wage gap (Fugazza ), it, like our study, included a measure of employee skill that is constituted by the perceptions of the same individual whose job is to not only evaluate workers but also establish wages and allocate raises.…”

Section: Discussionmentioning

confidence: 99%

Black–White Earnings Gap among Restaurant Servers: A Replication, Extension, and Exploration of Consumer Racial Discrimination in Tipping

Brewster

Lynn

2014

Sociological Inquiry

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There is a rich history of social science research centering on racial inequalities that continue to be observed across various markets (e.g., labor, housing, and credit markets) and social milieus. Existing research on racial discrimination in consumer markets is, however, relatively scarce and that which has been done has disproportionately focused on consumers as the victims of race-based mistreatment. As such, we know relatively little about how consumers contribute to inequalities in their roles as perpetrators of racial discrimination. In response, in this article, we elaborate on a line of research that is only in its infancy stages of development and yet is ripe with opportunities to advance the literature on consumer racial discrimination and racial earnings inequities among tipdependent employees in the United States. Specifically, we analyze data derived from an exit survey of restaurant consumers (N = 394) in an attempt to replicate, extend, and further explore the recently documented effect of service providers' race on restaurant consumers' tipping decisions. Our results indicate that both white and black restaurant customers discriminate against black servers by tipping them less than their white co-workers. Importantly, we find no evidence that this black tip penalty is the result of inter-racial differences in service skills possessed by black and white servers. We conclude by delineating directions for future research in this neglected but salient area of study.

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Section: Discussionmentioning

confidence: 99%

Black–White Earnings Gap among Restaurant Servers: A Replication, Extension, and Exploration of Consumer Racial Discrimination in Tipping

Brewster

Lynn

2014

Sociological Inquiry

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“…The accounts provide evidence of the ways in which racism at structural and ideological levels is reproduced at individual and interpersonal levels using commonsense knowledge of market imperatives which are rhetorically self-sufficient arguments (Essed, 1991;Wetherell and Potter, 1992). Cultural racism appears to be embedded in the market (Fugazza, 2003;Rydgren, 2004), as the themes identified are premised on a mismatch between different cultural groups, the superiority of the mainstream, and the need for the 'visibly different' to become 'invisible', in order to succeed in the job market. Cultural racism appears to be embedded in the market (Fugazza, 2003;Rydgren, 2004), as the themes identified are premised on a mismatch between different cultural groups, the superiority of the mainstream, and the need for the 'visibly different' to become 'invisible', in order to succeed in the job market.…”

Section: Discussionmentioning

confidence: 99%

“…First, evidence from published research indicates that discrimination occurs (Castles et al, 1992;Collins, 1991;D'Amico and Maxwell, 1995;Essed, 1988;Fugazza, 2003;Ho and Alcorso, 2004;HREOC, 2004;Kirschenman and Neckerman, 1991;Shih, 2002). Employers generally denied that discrimination was a problem which needed to be dealt with.…”

Section: Methodsmentioning

confidence: 99%

Deflecting responsibility in employer talk about race discrimination

Tilbury

Colic-Peisker

2006

Discourse & Society

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This article explores a number of discursive devices used by employers when talking about employment market issues for migrants in Australia. Data come from a research project which sought to understand barriers to employment for ‘visibly different’ refugees and new migrants. Analysis reveals that employers use a number of rhetorical strategies, embedded within broader racist discourses, to deflect attention from their own possible culpability in discriminating against those from migrant and refugee backgrounds. The forms these ‘exoneration utterances’ take are examined in detail. Employers attribute inequitable employment outcomes to the market, their customers or clients, the community and to the applicants themselves, absolving themselves, and the companies they represent, of responsibility.

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“…In facilitating immigrants' access to the workplace, the programme helps to address discrimination displayed towards immigrants in the job market (Butcher et al, 2006;Connecting Diverse Communities Project, 2006;Fugazza, 2003;Henderson et al, 2006;Johnston et al, 2010). The participants in this study were skilled, educated, and held professional qualifications from their own countries.…”

Section: The Work-placement Programme: Preparation For Intercultural mentioning

confidence: 99%

‘The cultural stuff around how to talk to people’: immigrants' intercultural communication during a pre-employment work-placement

Holmes

2015

Language and Intercultural Communication

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Racial discrimination: Theories, facts and policy

Cited by 10 publications

References 41 publications

Black–White Earnings Gap among Restaurant Servers: A Replication, Extension, and Exploration of Consumer Racial Discrimination in Tipping

Black–White Earnings Gap among Restaurant Servers: A Replication, Extension, and Exploration of Consumer Racial Discrimination in Tipping

Deflecting responsibility in employer talk about race discrimination

‘The cultural stuff around how to talk to people’: immigrants' intercultural communication during a pre-employment work-placement

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