Question 1

While athletic directors, boosters, and other persons of decision-making authority implicitly acknowledge black student-athletes' athletic prowess, the institution of college athletics has historically devalued black coaches' capacity to guide a team.

Accepted Answer

Historically, college athletics have shown a pattern of underrepresentation and devaluation of black coaches, despite the significant contributions of black student-athletes to the success of college sports programs. This discrepancy highlights systemic biases and barriers to leadership positions for black individuals within the institution.

Question 2

Players of color experience various types of discrimination, including greater scrutiny of their individual and family histories than whites face.

Accepted Answer

Players of color often face systemic biases and discrimination, including more intense scrutiny of their personal and family backgrounds compared to their white counterparts, reflecting broader societal issues of racial inequality.

Question 3

Currently, there are far more black sports editors at major news corporations than in the recent past.

Accepted Answer

Despite some progress, the number of black sports editors at major news corporations remains significantly low, with little change in recent years. Diversity in sports journalism, especially in leadership positions, continues to be an issue.

Question 4

Sociologist Nancy DiTomaso's white respondents denied using personal networks to find jobs.

Accepted Answer

Nancy DiTomaso's research found that white respondents often acknowledged using their personal networks, which were predominantly white, to find jobs, thereby contributing to racial inequality in employment opportunities.

Question 5

Census data and social science surveys of 642 workers in several wide-ranging occupational groups in the 23 largest U.S. municipalities concluded that racial bias in job recruiting adversely impacts job opportunities for workers of color, even when gender, age, and scope of workers' networks are considered.

Accepted Answer

Numerous studies and analyses of census data and social science surveys have consistently shown that racial bias in job recruiting can adversely impact job opportunities for workers of color, even when controlling for factors such as gender, age, and the scope of workers' networks. This conclusion aligns with broader research findings on systemic racism and discrimination in the labor market.

Question 6

Employers in predominantly white labor markets tend not to rely on white workers' social networks to enlist employees.

Accepted Answer

Employers in predominantly white labor markets often rely on white workers' social networks to enlist employees, which can perpetuate racial homogeneity and limit diversity in the workplace.

Question 7

Despite the fact that for more than several centuries white Americans have been far more likely to have access to better-paying and more attractive jobs than people of color, new white immigrants frequently cannot access these white-controlled networks.

Accepted Answer

The answer of Despite the fact that for more than...

Question 8

Research demonstrates that, compared to comparable white male workers, black male workers must spend significantly more time and effort looking for work.

Accepted Answer

Research has shown that black male workers face more significant challenges in the job market, including longer periods of unemployment and more effort required to find work, compared to their white male counterparts. This disparity is attributed to various factors, including systemic racism and discrimination in hiring practices.

Question 9

In his study of the advertising industry, Christopher Boulton found much favoritism for white applicants and white employees.

Accepted Answer

Christopher Boulton's research into the advertising industry has indeed highlighted issues of racial bias, showing a preference for white applicants and employees, which reflects broader concerns about diversity and inclusion within the sector.

Question 10

In his study of the advertising industry, Christopher Boulton found few established white networks for securing employment.

Accepted Answer

In his study, Christopher Boulton actually found that established white networks play a significant role in securing employment in the advertising industry, often to the exclusion of minority groups.

Question 11

In his study of the advertising industry, Christopher Boulton found little concern among whites doing the hiring about how a new employee might fit into existing white work groups.

Accepted Answer

Christopher Boulton's study actually found that there was significant concern among whites doing the hiring about how a new employee, particularly a person of color, might fit into existing predominantly white work groups, reflecting an underlying bias in the hiring process.

Question 12

Despite the fact that much well-educated black talent is available, private and public sector employers complain that they cannot find enough "qualified" employees of color.

Accepted Answer

This statement reflects a common issue where employers claim difficulty in finding "qualified" employees of color, despite the availability of well-educated and talented individuals from these communities. This discrepancy can be attributed to systemic biases, lack of access to opportunities, and networking gaps rather than an actual lack of qualified candidates.

Question 13

The main reason for low percentages of black employees in advertising and many other employment settings is persistent unwillingness by mainstream advertising agencies to hire, assign, advance, and retain already-available black talent.

Accepted Answer

Historically, systemic racism, unconscious biases, and a lack of diversity and inclusion initiatives have contributed to the underrepresentation of black employees in advertising and many other industries. Despite the availability of qualified black professionals, these factors have led to their low percentages in these fields.

Question 14

A representative survey of active-duty service members of the U.S. Army found a majority of white officers thought there was less racial discrimination in the military than in the civilian sector.

Accepted Answer

Surveys and studies have shown that many white officers in the U.S. military perceive less racial discrimination within the military compared to the civilian sector, reflecting a belief in the military's efforts to promote equality and meritocracy.

Question 15

A representative survey of active-duty service members of the U.S. Army found a majority of white enlisted personnel thought there was more racial discrimination in the military than in the civilian sector.

Accepted Answer

Surveys and studies on racial discrimination within the U.S. military, such as the 2020 Defense Department's report on diversity and inclusion, often reveal complex views on racial issues, but there is no specific, widely-recognized survey conclusively showing that a majority of white enlisted personnel believe there is more racial discrimination in the military than in the civilian sector. Perceptions of discrimination can vary widely among service members of different races, ranks, and service branches, and while issues of racial discrimination and diversity are ongoing concerns within the military, summarizing the views of such a large and diverse group with a single statement is overly simplistic.

Question 16

A representative survey of active-duty service members of the U.S. Army found less than a majority of black enlisted personnel thought there was less racial discrimination in the military than in the civilian sector.

Accepted Answer

Surveys and studies have shown that perceptions of racial discrimination vary among service members, with a significant portion of Black and minority enlisted personnel reporting experiences or perceptions of racial discrimination in the military, sometimes at rates suggesting they see it as more prevalent or equally prevalent compared to civilian life.

Question 17

A representative survey of active-duty service members of the U.S. Army found less than a majority of Latino enlisted personnel thought there was less racial discrimination in the military than in the civilian sector.

Accepted Answer

The survey results indicate that less than half of the Latino enlisted personnel believed the military had less racial discrimination compared to the civilian sector, reflecting concerns about racial discrimination within the military.

Question 18

Well-educated employees of color are less likely than lesser well-educated employees of color to report workplace discrimination.

Accepted Answer

Studies have shown that well-educated employees of color often report higher rates of workplace discrimination compared to their lesser-educated counterparts. This is partly because they are more likely to be in environments where they are underrepresented and their achievements are scrutinized more closely.

Question 19

In a survey of 366 professionals of color who had gone through the National Urban Fellows leadership program, a minority reported experiencing some type of racial, gender, or other discrimination.

Accepted Answer

The majority of the 366 professionals of color surveyed reported experiencing some type of racial, gender, or other discrimination, indicating that it was not a minority but rather a majority who had such experiences.

Question 20

In a survey of 366 professionals of color who had gone through the National Urban Fellows leadership program, a significant proportion of Asian and Hispanic American female professionals reported experiencing discrimination.

Accepted Answer

The survey indeed found that a significant proportion of Asian and Hispanic American female professionals reported experiencing discrimination, reflecting broader concerns about racial and gender biases in professional settings.

Quiz 6: More Racial Oppression: Other Institutional Sectors