Page 238 - Microaggressions in Everyday Live Race, Gender, and Sexual Orientation

212 microaggressive impact in the workplace and employment

Second, women continue to carry the major domestic and childcare respon-
sibilities of the home and family life. For example, studies indicate that even
when both partners have equivalent work demands, women continue to be
more responsible for making childcare arrangements and for social interper-
sonal activities inside and outside of the home than their married or part-
nered men (Morales & Sheafor, 2004). Thus, it is not difficult to conclude that

women are subjected to a greater number of stressors inside and outside of
work than their male counterparts.

Changing Complexion of the Workforce
It is estimated that some time between the years 2030 and 2050, people of
color will become a numerical majority in the United States (Sue & Sue,
2008). If we view the 10 - year period from 1990 to 2000, fi gures indicate
that the population increased 13% to over 281 million (U.S. Bureau of the
Census, 2001). Interestingly, however, most of the population increase was
in growth of visible racial/ethnic minority groups: 50% for Asian American/
Pacifi c Islander, 58% for Latino/Hispanic, 16% for African American, and
15.5% for American Indian/Alaskan Native. This is in marked contrast
to only 7.3% for Whites. Such demographic changes are due primarily to
the recent immigration rates of documented immigrants, undocumented
immigrants, and refugees, which are characterized as the largest in U.S.
history. Further, the birthrates of people of color far surpass those of
Whites as mothers of racial/ethnic minority groups have many more children
per mother.
People of color, however, continue to be the most underemployed and
unemployed when compared to their White counterparts (U.S. Department
of Labor, 2005). The representation of people of color in higher levels of
employment is much lower (except Asians) than Whites in management
and professionally related occupations: 35.5% of Whites, 26% for African
Americans, and 17% for Latinos. Although Asian Americans may be well
represented in the higher echelons of management, evidence suggests that
they must possess higher levels of education and training to attain a compa-
rable position to their White colleagues (S. Sue, Sue, Zane, & Wong, 1985).
In other words, the “ super minority ” syndrome must be achieved to obtain
an equal occupational level as White employees. Like their female counter-
parts, many more employees of color are also more likely to be employed
in service occupations: 23.9% African Americans, 23.8% Latinos, and 15.2%
Whites.

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