Some Perspective for White Males Threatened by Pendulum’s Swing

There has been a marked increase in the complaints of white men about being discriminated against in the work place at the same time that efforts to dismantle affirmative action programs have escalated and attempts to limit immigration continue. This is no coincidence. In an economy where uncertainty runs rampant, there is a tendency to blame others for the lack of job and promotion opportunities, and a few loud whines can cause a lot of noise.

The perception that women, people of color and immigrants are getting jobs and promotions that have historically gone to white men is not merely a perception, it is a reality. However, it is a reality that reflects mainly a change in work force demographics and, to a lesser extent, the impact of affirmative action, which has inaccurately been redefined as quotas and preferences.

Contrary to common belief, quotas are legal only when mandated by the courts due to past discrimination. Preference--an effort to increase diversity by choosing other than white men--takes place when sex or color are defining factors in hiring from pools of similarly qualified candidates. The concept of preference under affirmative action guidelines has never meant choosing less qualified candidates, although in some cases that may have occurred. (Of course, when white males compete against white males and this occurs, it’s called a mistake!) There is no visible opposition to preference when it pertains to friendship, family, good looks or having attended Harvard or Yale. And it is true that some cities and states have programs in which small percentages (usually 5% to 10%) of all government contracts are set aside for women and people of color who have traditionally been excluded from the contract pool. Still, overwhelmingly, government contracts are awarded to white men.

So what is all the complaining about? Why are so many white men singing the blues? And most important, is the complaining a productive way to address the problems?

If one listens carefully to the complaints, it becomes apparent that it is not coming from CEOs and other upper-level executives who hold the real power. This is to be expected since their control remains secure and their self-definition as men remains solid. In all institutions in the U.S. there has been little change at the top. And many of these upper-echelon white males are doing little to pass the batons to women or minorities when they retire.

No, the real problem occurs in middle management and on the factory floor, where cultural diversity is called for as awareness of its economic value increases.

White male middle managers and professionals, who until recently never competed with people who didn’t look and think like them, feel under siege. They are not organized like women and people of color, which means they have few support groups in which they can vent their fears and concerns. It is difficult for many white men to acknowledge that women and minorities are able to do what they can do. They are often confused about how to compete against those whose behavior and style of communication are unfamiliar. And because these issues deal with the distribution of power and are complex and emotional, they are difficult to discuss.

It is not only white male middle managers who are doing the complaining. Joining in the chorus are prospective college students, blue-collar workers, police officers and firefighters and many men, regardless of their occupation, who genuinely feel they are disadvantaged by being white and male.

Ironically, their feelings mirror those of the very people who they claim are taking their jobs. These feelings also tend to come from those white men who are the most anxious about their own ability to compete. Women and minorities, in their effort to enter the white male domain, particularly in the professions, have learned to be flexible, adaptable and innovative to survive and thrive. In fact, today they are leaving large, tradition-bound corporations in droves to start their own firms or to join firms where their talents are valued and fully utilized.

White men, on the other hand, are familiar with women in social settings, but frequently find themselves confused and troubled when working with them as peers, competitors and bosses. In many cases, they have not interacted socially at all with minorities, so they feel uncomfortable dealing with them at work.

Some white men who lose out to women or minorities in the workplace get angry and chalk it up to reverse discrimination--even though statistics on legal cases in this area indicate few of the claims are justified. But it must also be acknowledged that some of these angry reactions may be calls for help. Perhaps what they are asking is: “Tell me what to do to get those jobs and promotions I think I deserve.”

Interestingly, anecdotal evidence also suggests that many times employers use the affirmative action excuse to provide a soft landing for white men who have just been told they didn’t get the job. (“Sorry, Joe, I had to hire a woman.”)

One positive way for white males to deal with all these issues is to first accept the fact that the changes are not going away. Companies will continue to redesign themselves as advances in technology, increased international competition and shifts in attitudes about work and family necessitate transformation. And part of the transformation will include seeking qualified people regardless of sex or skin color. This will mean that those looking for jobs and promotions will have to compete in a new environment--one in which white male privilege is gone.

The pendulum is swinging, and while that swing takes place, some white men understandably feel off-balance and upset. However, those with talent, energy and ambition will continue to be hired and promoted. And when they find they aren’t valued, they should do what women and people of color are doing: Get out and go elsewhere.

As the economy improves, it is probably safe to say that whether they be white men, women or people of color, those who have talent will find they’ll do fine.