. . . Another employer used space to refine the category of race: "We have some black women here but they're not inner city. They're from suburbs and . . . I think they're a little bit more willing to give it a shot, you know, I mean they're a little bit more willing [than black men] to give a day's work for a day's pay."
Employers readily distinguished among blacks on the basis of space. They talked about Cabrini Green or the Robert Taylor Homes or referred to the South Side and West Side as a shorthand for black. But they were not likely to make these distinctions among whites and Hispanics. They made no reference to Pilsen (a largely immigrant Mexican neighborhood), Humboldt Park (largely Puerto Rican), or Uptown (a community of poor whites and new immigrants).
For black applicants, having the wrong combination of class and space markers suggested low productivity and undesirability to an employer. The important finding of this research, then, is not only that employers make hiring decisions based on the color of a person's skin, but the extent to which that act has become nuanced. Race, class, and space interact with each other. Moreover, the precise nature of that interaction is largely determined by the demands of the job. . . .
Chicago's employers did not hesitate to generalize about race or ethnic differences in the quality of the labor force. Most associated negative images with inner-city workers, and particularly with black men. "Black" and "inner-city" were inextricably linked, and both were linked with "lower-class."
Regardless of the generalizations employers made, they did consider the black population particularly heterogeneous, which made it more important that they be able to distinguish "good" from "bad" workers. Whether through skills tests, credentials, personal references, folk theories, or their intuition, they used some means of screening out the inner-city applicant. The ubiquitous anecdote about the good black worker, the exception to the rule, testified to their own perceived success at doing this. So did frequent references to "our" black workers as opposed to "those guys on the street corner."
And black job applicants, unlike their white counterparts, must indicate to employers that the stereotypes do not apply to them. Inner-city and lower-class workers were seen as undesirable, and black applicants had to try to signal to employers that they did not fall into those categories, either by demonstrating their skills or by adopting a middle-class style of dress, manner, and speech or perhaps (as we were told some did) by lying about their address or work history.
By stressing employers' preconceptions about inner-city workers, we do not mean to imply that there are no problems of labor quality in the inner city: the low reading and mathematics test scores of Chicago public school students testify to these problems. But if the quality of the inner-city labor force has indeed deteriorated, then it is incumbent on employers to avoid hiring inner-city workers. This is precisely the result one would expect from William Julius Wilson's account of increased social dislocations in the inner city since the early 1970s. Because race and inner-city residence are so highly correlated, it would not be surprising if race were to become a key marker of worker productivity.
Questia, a part of Gale, Cengage Learning. www.questia.com
Publication information: Book title: Race and Ethnic Conflict:Contending Views on Prejudice, Discrimination, and Ethnoviolence. Edition: 2nd. Contributors: Fred L. Pincus - Editor, Howard J. Ehrlich - Editor. Publisher: Westview Press. Place of publication: Boulder, CO. Publication year: 1999. Page number: 159.