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"What Is Your Race?" Ch. 6 - Coggle Diagram
"What Is Your Race?" Ch. 6
statistical proportionality was used to impliment the new anitdiscrimminatory policies
EEOC takes over from the group that Kennedy had appointed
the governemnts goal was "getting blacks off the streets asn into jobs" pg. 93
EEOC took individual complaints and investigated them one by one in an ineffceint painstakingly long process
EEOC decides it would be easier to enforce equal hring/firing by looking at the ratios of staff
EEOC is given authority by Congress to decide whcih racial categories to look at
"instrucitng employees to report on teh racial composition of their labor force" pg. 93
the main messsage was that "employers should hire percentages of qualified blacks that came near to their proportions in the population" pg. 93
shifted the idea from looking at prejudical empolyers to the systemic racism in industries
affirmative action focused on "setting goals without setting quotas" pg. 97
Philadelphia Plan offered government contacts to employers who put an emphasis on having a portion of minority workers similar to the proportion of minority in the population
informal quota systems
some conservatives upset about the use of reserse discrimmination to try and undo the past
favored the wording of underutilization over discrimmination
new policies to stop discrimmination and racism are not enough to correct for past injustices and put everyone on an equal playing field
"deep and persisting racial inequlaities existed in employment, education, income, housing, and health care" pg. 84
race riots were happening thorughout the US in the middle of the 1960s
most riots and violent out bursts were about local issues and stayed as isolated events, but the overwelhming numbers of these outbursts caught government attention
"profound rejection of color-blind principles, and assertations of balck pride and demands for black power [that] worried civil rights leaders" pg. 87
Kerner Commision of 1968 found unintentional discrimmination at the heart of issues
the findings fit under what we now label "institutional racism"
to correct for this and to stop the violence, diveristy hiring was recommended
get black individuals into the police force and on news teams
first ideas to counter the racism in America involved creating a color blind society
1964 Civil Rights Act prohibited dsicrimmination in the work place meaning that people would be hired and fired without taking into account their race or religion
this "color blind" solution was overtaken by the idea of compensatory hiring
preferential treatment of minorities and other populations that had been previously discrimminated against to make up for previous injustice
thinking was that individualistic approaches could not solve damage done to individuals based on group discrimmination
civil rights moevemnts had to let go of classic liberalism to solve group discrimmination wiht new group policies
governemnt was still collecting racial counts using the Census and other agencies during this time
businesses for a time could not hire or fire based on race and so within businesses did not have accurate counts of their staff's races
to ensure equallity or fairness the governemtn would look at the racial make ups of the firms they hired
governemtn quickly realized to ensure that businesses were not discrimminating they would need to collect racial data within the businesses to ocmpare to the overall makeup of the population
"where there are relevant statistics there are differernt policy options availible" pg. 90
Race and Ethnic Standards for Federal Statistics and Administrative Reporting was published to "standardize the categories for collecting ans reporting race and ethnic data by federal agencies" pg. 99
this set the prescident for publiclly funded businesses and institutions
race and color are two different categories
religion did not qualify as an indentifying factor to seperate groups of people who were underrepresented