Tuesday, August 11, 2009

Employers Use Pretexts to Cover-up Racist Intent

When targeting workers, some employers develop pretexts (cover stories) that are used to hide racially based motivations for employment actions, such as demotions, suspensions, firings, etc.

When you are dealing with racists, in today’s society, very rarely will a manager be dumb enough to tell you that you aren’t being promoted because he/she refuses to put a Black person into a certain level job.

As a result, a racist manager will come up with other ways to justify denying a promotion to a Black worker. So, the manager will make up a laundry list of false and disingenuous reasons for the denial. These reasons are pretexts to hide the real cause of the action. Pretexts might include:

--blaming the Black worker for problems caused by other staff in the department;

--accusing the Black worker of having a bad attitude or of being insubordinate;

--stating the Black worker is not a team player; or

--belittling the accomplishments of the Black worker in a way that justifies denying a promotion, etc.

The point is that some supervisors, manager, directors, and executives will make up some other complaint that hides what their real motivation is--racism! That’s just how it often is at work. Although you should always do everything in your power to avoid giving White workers and managers ammunition to use against you, remember that any incident or discussion can be twisted and manipulated to fulfill someone’s agenda.

So, regardless of the issue that is being presented as legitimate, it’s up to you to show that the arguments being used by your employer or manager are nothing more than a pretext to hide their true motives, which are racist, discriminatory and/or retaliatory in nature. You have to build a clichéd house of cards comprised of verifiable testimony (from coworkers or others that have witnessed your mistreatment) and physical evidence (email or other documentation) that can’t be refuted by your employer.

You should learn as much as you can about your company’s anti-discrimination and anti-harassment policies by referring to your company’s personnel manual. In addition to learning about those areas, you should read the policies on performance review guidelines, promotion criteria, procedures for addressing performance management issues, and requesting an internal investigation.

This will help you have a clear understanding of the practices and policies that should dictate your employer’s actions with regard to the everyday conditions of your employment.

Having a well-rounded familiarity with this information will put you in a stronger position to defend your employee rights, to track and report misconduct and mistreatment, as well as to position yourself for and negotiate your next promotion or other advancement opportunities.


Anonymous Anonymous said...

If my employer has used as an excuse to cover-up for a racist supervisor that we had a "personality dispute" how might I challenge that as I move my complaints forward to an outside agency?
If this supervisor made statements (HR and my immediate sprvsr present) in a meeting admitting action was taken against me without my knowledge - a pretext that work was all caught up with was used vs his comments at the meeting - is this considered strong evidence?

7:19 AM  
Anonymous Anonymous said...

In response to the previous poster --I would not consider anything strong evidence unless it was an outright admission on tape. I definitely would not trust ANY HUMAN RESOURCES rep. Bottom line is they never behave impartiallyor are out to help the employee. They are paid to fend off possible litigation and manipulate you into believing they are your friend to get the bad people. That is a lie from the pit of hell! You may find one black person who they"ll have working in Human Resources, but they are just there as a show piece.

I smell a RAT in your description. What exactly happened? If someone discriminated against you I guarantee you this is a set-up!

Read every single post on this site then google search and check anonymous complaint blogs like jobvent to find out what everyone else is saying about your company.

You may want to start by filing a formal complaint though your employers
800 ethics hotline immediately and then look to start writing my complaint to the EEOC.My experience tells me that going the state route is a waste of time because nothing happens to the bad boy or girl other than a slap on the wrist. So you should go federal if you can.

1:25 PM  
Anonymous Anonymous said...

I like the idea of the federal complaint

4:16 AM  

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