This paper reviews the methodology of a research project by Frances Henry and Effie Ginzberg entitled "Racial Discrimination in Employment", which asserts that at least in the 1990s, racism was a staple of the Toronto job market.
Written in 2007; 1,750 words; 1 sources; MLA; $ 56.95
Paper Summary:
This paper explains that Frances Henry and Effie Ginzberg's research revealed the apparent bias of the authors as well as their willingness to predicate their research based on their questionable methodology that was only "quasi-experimental" in nature. The author points out his or her critical concern about Henry and Ginzberg's definition of discrimination and whether or not they are being unjustly harsh in their assessment of many common employment practices. The paper relates that, nonetheless, there are strengths in the article such as having black testers and white testers apply for the same position and go to the same place to be interviewed, which makes possible a very good comparative analysis. The authors stresses that these in-person interviews rely upon anecdotal evidence collected at the site by the tester and not upon any independent statistical analysis.
From the Paper:
"The problem with having professional actors is that they are obviously not playing themselves; suffice it to say, a case can be made that the in-person testing process was not as authentic as it should have been because thespians were trying to be someone else - as opposed to having ordinary people play themselves in the job interview process without affectation. The biggest problem I see in the decision of Henry and Ginzberg to use professional performers is that professional actors in such a circumstance could "ape" certain mannerisms or employ stereotypical behavior that might in some way distort the outcome of the interview."
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