My husband and I were having a quick breakfast at an unfamiliar restaurant, waiting for the doors to open at a nearby museum. As I sipped my coffee, I began to realize why I didn’t feel comfortable. It wasn’t just because we were having Sunday breakfast away from home.
Very quickly, I realized that everyone who served us, from the receptionist to the waiters, was young and white. I glanced around the kitchen and confirmed what I was guessing: the unseen people working behind the scenes, doing the lowest paying jobs, were Latino, African American, and of varying ages. Will this restaurant get my business back? Probably not.
Later, a friend and I were talking about diversity in employment, and she told me a similar story. As she was out for a walk, she saw a sign in the window of a local breakfast shop that announced “…Restaurant Needs AM Hostess. Apply Now Inside.”
While Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, gender, and national origin, it seems a number of companies still don’t get it when it comes to discriminatory advertising or other matters like denying an employee the right to use the Family Medical Leave Act or allow sexual harassment in the workplace.
Employees understand. In a recent three-year period, laws related to employment discrimination increased by 77 percent.
Discrimination issues can be difficult to understand; gray areas beyond. But the ban on basic employment actions based on federally protected classes is much easier to understand. Employers cannot make a hiring or firing decision based on a person’s race, color, religion, gender, or national origin.
The restaurant Joan saw obviously wants anything but a big guy of mixed ethnicity to greet their customers. This is evident in her ad and the restaurant manager will likely find the hostess she is looking for.
But wouldn’t it be less offensive to all potential patrons and employees of the restaurant if the manager posted a proper notice that complied with civil rights laws? Perhaps a sentence like “Greeter or host/hostess wanted”?
They can still hire the hostess they seem to want. But then again, they could expand their search and find a guy who really appeals to their morning coffee crowd to be the new greeter. First of all, the good thing about doing this right is that a company doesn’t have the problem of violating federal, state, and regional laws.
Better yet, a business won’t suffer from a missed opportunity when trying to appeal to today’s and tomorrow’s ever-changing population.
Figures from the Pew Research Center and the US Census show that in the next forty years, nearly one in five Americans will be an immigrant.
Latinos, already the nation’s largest minority group, will triple to become 29 percent of the US population. Black citizens will become 15 percent of the population and Asian Americans will be approximately nine percent of all citizens.
The United States in the mid-21st century will not only be more racially and ethnically diverse, but much older. One in five citizens will be 65 years of age or older.
Through the use of nondiscriminatory advertising and other fair practices, a company opens itself to seeing all the possibilities of marketing to more and more customers while utilizing the talents and skills of a wide range of employees.
Some might say that worrying about a sign in the window might represent a case of too much political correctness. But I really don’t think so. It simply represents basic work practice and compliance.
Now, I wish the restaurant where Fred and I had coffee would review their hiring practices. As customers, we would have liked to see our money go to pay people from diverse backgrounds, and not just young and white.
It’s hard enough to find a job these days, and everyone deserves the same opportunities.
The information here does not constitute legal advice and should not be considered legal advice. If you have a legal problem, consult an attorney in your area regarding your particular situation and facts.