This type of discrimination must be carefully found through data collected by researchers. An excellent example of this was written in “Discrimination in a Low-Wage Labor Market” by Devah Pager, Bruce Western, and Bart Bonikowski (2009). The social experiment was about that wage gap between white, black, and latino men; the researchers used testers to gather data on their feedback of different encounters with possible employers (Pager, Western, and Bonikowski 2009). The conclusion that was gathered was apollying; white testers received a 31% callback or job offer, 25.2% of Latinos, and 15.2% of blacks (Pager, Western, and Bonikowski 2009). The majority of managers the testers spoke too did not act racist to the Latino and black men, but compared to the treatment of the white men, it was racist (Pager, Western, and Bonikowski 2009). The prejudices held between the different races prevents employment, or gears them towards certain jobs. White men were seen as servers or sales associates with the “soft skills” necessary to work with the public, while Latinos and black men were pushed towards dishwasher and stockroom jobs (Pager, Western, and Bonikowski 2009). This funneling of jobs based on skin color instead of previous experience was evident in the story “Nickel-And-Dimed On (Not) Getting By in America” (2009). In the social experiment Barbara Ehrenreich lived the life of a poor single woman in Key West (2009). As she searched, and eventually found a job, she saw that she was a type: white, English speaking woman; fitting into this specific category classified her as a server (Ehrenreich 2001). Being a server meant she made more money and spoke to customers, compared to a Latina woman whose pay would not be as good since they often work as a maid, or in the kitchen (Ehrenreich 2001).
This type of discrimination must be carefully found through data collected by researchers. An excellent example of this was written in “Discrimination in a Low-Wage Labor Market” by Devah Pager, Bruce Western, and Bart Bonikowski (2009). The social experiment was about that wage gap between white, black, and latino men; the researchers used testers to gather data on their feedback of different encounters with possible employers (Pager, Western, and Bonikowski 2009). The conclusion that was gathered was apollying; white testers received a 31% callback or job offer, 25.2% of Latinos, and 15.2% of blacks (Pager, Western, and Bonikowski 2009). The majority of managers the testers spoke too did not act racist to the Latino and black men, but compared to the treatment of the white men, it was racist (Pager, Western, and Bonikowski 2009). The prejudices held between the different races prevents employment, or gears them towards certain jobs. White men were seen as servers or sales associates with the “soft skills” necessary to work with the public, while Latinos and black men were pushed towards dishwasher and stockroom jobs (Pager, Western, and Bonikowski 2009). This funneling of jobs based on skin color instead of previous experience was evident in the story “Nickel-And-Dimed On (Not) Getting By in America” (2009). In the social experiment Barbara Ehrenreich lived the life of a poor single woman in Key West (2009). As she searched, and eventually found a job, she saw that she was a type: white, English speaking woman; fitting into this specific category classified her as a server (Ehrenreich 2001). Being a server meant she made more money and spoke to customers, compared to a Latina woman whose pay would not be as good since they often work as a maid, or in the kitchen (Ehrenreich 2001).