Race Preferences at Work: How Supervisory Status, Employment Sector, and Workplace Racial Composition Shape White Americans’ Beliefs About Affirmative Action

Abstract

ABSTRACT This study examines how white Americans’ beliefs about affirmative action intersect with three important workplace factors: supervisory status (supervisors vs. subordinates), employment sector (public vs. private), and workplace racial composition. Using data from the 1996–2018 General Social Surveys, we first examine trends over time in three beliefs: (1) the perception that whites are hurt by affirmative action, (2) attitudes toward the preferential hiring and promotion of blacks, and (3) opinions regarding special treatment by the government for blacks. We then examine how the three workplace factors shape support for (or opposition to) such race-targeted policies. Our analyses reveal declining opposition to affirmative action over time, though a majority of whites, regardless of authority level, still hold conservative stances on race-targeted policies. Further, results for our three key predictors (supervisory status, employment sector, workplace racial composition) provide support for group position, new governance, and intergroup contact theories, respectively. We conclude by discussing implications of our findings for intergroup relations with special focus on understanding barriers to the implementation of antidiscrimination and diversity policies aimed at ameliorating racial inequities in U.S. workplaces.