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Research Paper 1 Running Head: Favor in Preference in Hiring by Race

Favor in Preference in Hiring by Race controlling for Degree Shanice Elliott Social Work 300-02 Ms. McArthur October 17, 2011

Research Paper 2 Abstract The data used in this research report was based on several questions asked of respondents and background information taken from those respondents. The respondents in this survey were asked a series of questions pertaining to their preference in hiring African Americans. The variables that were included in this data were race, affirmative action, and degree. Seeing that getting a job is an issue amongst many African Americans is great way to say how respondents respond to their preference in hiring blacks controlling for degree. The race of the respondent will be analyzed as well as those of who favor in hiring blacks.

Research Paper 3 Hypothesis If you are a certain race then you are more likely to favor in hiring a client of your race depending on the degree of the respondent. The race of the respondents has an impact on whether they will hire African Americans or not. The races of the respondent are analyzed as well as those of who favor in hiring blacks. The degrees of the respondents are also analyzed. The independent variable is the race of the respondent. The independent values are black, white, and other. The dependent variable is those who favor preference in hiring blacks. The values of the dependent variable are strongly oppose preference, oppose preference, support preference, and strongly support preference. The control variable is the respondent’s degree. The values of the control variable are LT high school, high school, junior college, bachelor, and graduate. With all the variables the multivariate hypothesis states that a Caucasian with a graduate’s degree will strongly oppose of hiring blacks whereas an African American with the same degree will strongly support. These variables also include some missing values. These missing values may refer to the respondents who didn’t want to answer questions or give any background information about their selves. Some may not have wanted to forge information; as a result they left the question blank. Some respondents may have chosen not to specify certain variables such as their race or maybe even their degree because they don’t want to be identified.

Research Paper 4 Rationale Many jobs are available but every statistic indicates that blacks are not getting hired. African Americans not getting hired are an issue of today. Obama makes it relevant to bring this topic of discussion up in one of his speeches. As a result someone who is white with a graduate’s degree or even bachelors would more than likely prefer not to give an African American a job. It may very well be the most important for understanding the broad processes of stratification with distribution by sex and race to jobs. A central reason for the lack of knowledge is that it is very difficult to bring together general data on the processes that occur at the point of hiring. The hiring process is currently the least understood aspect of the employment affiliation.

The bivariate hypothesis introduced states that the race of the respondents has an impact on their preference in hiring blacks. If the respondent is black than it is more likely that they will favor in hiring someone black whereas, a respondent who is white may oppose. Therefore a white respondent is more likely to oppose hiring blacks. For my control variable degree was introduced. As a result of my data it is believed that the higher the degree of a white respondent the more likely they are to oppose of hiring blacks. Whereas the higher the degree is of a black respondent more likely they are to favor hiring blacks. This is to be believed because African Americans may believe in helping each other out.

Research Paper 5 Results

Table 1 Favor in hiring blacks by respondents race Respondents Race



Strongly Support Support Preference Oppose Preference Strongly Oppose

4.3% 4.5% 26.8% 61.7%

34.2% 12.7% 22.2% 30.9%

Research Paper 6 Table 2 Favor in hiring blacks by respondents race of Controlling for respondents degree Respondent’s degree
Affirmative action LT High School Junior College

High School



White Respondents

Strongly Support Support Preference Oppose Preference Strongly Oppose











31% 50.9%

25.6% 65.6%

23.2% 67.5%

30.2% 59.7%

23.4% 52.7%

Black Respondents

Strongly Support Support Preference Oppose Preference Strongly Oppose





















Research Paper 7

Discussion Racism in the Hiring Process is about employers' racism against black applicants in the hiring process. This racism in corporate America threatens to deny qualified blacks the same opportunities as equally or less qualified whites. Discrimination against blacks has been deep-rooted in American society since the days of slavery. Such differential treatment may have a direct connection to the considerably higher level of unemployment among blacks than whites. There have been evidence and experiments. Generally, it was found that respondents only differentiated among the races significantly when favor preference in hiring blacks. On the other hand, there could be several explanations as to why respondents were discriminatory in these categories.

The results from this research concludes that if you are a certain a particular race than you are more than likely to hire someone of the same race depending on your level of education. Referring to the data 56.7% of the respondents strongly oppose hiring blacks while 9.9% of the respondents strongly support. 64.6% of the respondents with a degree out of junior college strongly oppose hiring blacks while 7.1% of the respondents with the same degree strongly support. 86.7% of the respondents with a bachelor’s degree oppose hiring blacks and of the percentage the majority race is white. While 13.3% of the respondents with the same degree support hiring blacks.

The results of this study were limited by multiple variables. The participant sample lacked the sex of the respondent, which reduced the extent to which these results can be universal. The lack of the sex among participants made it difficult to compare the results across participant sex and made these tests less likely to result in significance. If this study were to be done again, it should present more information about the respondent’s sex and what type of job are they being hired for. Assuming our

Research Paper 8 results are right, this study offers further evidence to support the idea of aversive racism. We should be careful not to ignore that a movement toward discrimination in hiring practices are factual. The occurrence of racism cannot necessarily be determined by obvious means.

Research Paper 9

Watkins, Dr. Boyce. (2010, Apr il 04). Obama needs to fix the black job situation . Retrieved from -boyce-obama-needs-to-fix-the-blackjobs-situation/ (Watkins, Dr. Boyce, 2010)

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