Mitch’s note: This article was originally published back in June of 2012, given the recent stories in the media about what is happening around us, I thought I’d repost it.
I was reading an interesting article in the Tampa Bay Times this morning that cited statistics that named Florida as number two in the country for job discrimination claims against employers. More claims were filed in Florida than even in California or New York which have much larger populations:
“More Americans than ever filed job discrimination claims last year. But Florida workers outpaced most of the country, registering 8,088 private sector complaints of workplace discrimination, harassment, retaliation and the like with the U.S. Equal Employment Opportunity Commission.
That number made Florida No. 2 behind only Texas — and way ahead of larger California and New York — for the sheer number of EEOC complaints filed in 2011.”
They gave the reason that they thought Florida had so many claims filed:
“What made Florida such a workers’ hell for so many, just behind Texas? It’s no coincidence that both the Lone Star and Sunshine states boast minimal worker protection laws, with employers pretty much able to fire someone at will.”
Personally, I don’t think that’s the case at all. Look, we all know that minorities and women file the vast majority of discrimination lawsuits in this country. The only discrimination claim any man could file and not be laughed out of the courtroom is an age discrimination suit and those are pretty rare. No, what’s happening is women and minorities have come to the conclusion that if they get fired or laid off no matter the reason, they have a pretty good chance of winning at least a pretty sizable settlement if they sue. Just on the basis that in our politically correct society, the prevailing sentiment is that if a woman or minority got canned; the reason was sexism or racism. We have instituted a cult of the minority.
What is prevailing is a worldview in which racial/ethnic identity and gender is more important than any other factor in judging a person. They have to be a victim of bias because of their color or gender, regardless of whether there were legitimate reasons for their dismissal.
This method of viewing the world, solely through a prism of race, ethnicity and gender, has a serious, and one would assume, unintended side effect, no matter the intentions of those who employ it. It tells the world those colorblind and gender neutral practices that hold minorities and women to the same standards as others may simply not be good enough. If an employee, who is terminated by an employer for good reason, can extract a sizable monetary settlement, what are the prospects for a private employer who wants to terminate a minority or female employee when no bias is involved? A very public precedent has been set: If the merest assertion of bias is made, the expectations of reward will probably be there.
There are employers who will understand this and, when faced with a choice between hiring a non-minority or a minority or a male or a female, they may well think twice about hiring the minority or the female because of a fear that any decision to terminate or discipline the employee would be subject to allegations of racism or gender bias based solely on the employee’s minority or gender status.
When it comes to employment, the race/gender card is a trump card. The article mentions this:
“Wolfgang Florin, an attorney with Palm Harbor’s Florin Roebig, a law firm very active in defending employees in workplace matters, says he is not surprised to see an uptick in the number of EEOC filings with the downturn in the economy.
“Our state has a large population of both older workers and minorities, both groups obviously protected by the civil rights laws,” he says. The good news, Florin suggests, is that the large number of EEOC filings should decrease this year as people return to the workforce. The bad news, Florin says, is “the same discriminatory animus” seen so often in layoffs, termination and downsizing scenarios will now be present — and much harder to identify — in the hiring decisions around our state.
“The difference from a legal perspective is that it is much easier for employers to hide or mask discrimination in the hiring process than it is in the termination process,” he says.”
Black leaders and feminists who assert racism/sexism at the drop of a hat presume to be advancing the cause of minorities and women by being vigilant. In fact, they may be inadvertently adding to the discrimination in our country and doing their constituents a grave disservice. Personally, I feel they have it coming. After so many years of screaming “racism” or “sexism”, the tide has turned against them in a way they never saw coming. Employers aren’t stupid, they’re going to hire the person who’ll cost them less in the long haul and that just happens to be white males. Look for this trend to continue.
Unintended consequences are a bitch ain’t they?