'Good old boy' network still exists in state jobs

Originaly Published Herald-Sun
October 17, 2003
Section: Editorial
Edition: Final
Page: A12

As a budding black Ph.D. (poor, harassed and depressed), I pose a serious question. Is indentured servitude still in effect? I was prompted to research a bit of state personnel policy when I learned of an eye- opening report discussing a double standard within state government. At its epicenter were African-American men. What once was a "good old boy" network now has been upgraded to the 21st century.

Oddly, few knew of this report's existence. The project, commissioned by the governor and the director of the Office of State Personnel focused on three agencies where African-American men are most employed: the Department of Transportation, Health and Human Services and the Corrections Department. However, these practices, I venture to say, extend beyond these three agencies.

According to this report, African-American men are at greater risk of 1) inequitable pay for duty that goes "above and beyond;" 2) extreme disciplinary action, i.e. demotion, suspension and or termination in lieu of alternative means of resolution; 3) reviewer bias in performance evaluations.

These are only three of 14 major concerns regarding African-American men. What was most frightening was this: If African-American men are ambitious, supervisors will cut off opportunities and control access to information and resources.

So characteristics of being aggressive, assertive and ambitious are lauded in our white counterparts; whereas in contrast, those identical characteristics work against African-American males. Our view of aggressive may be perceived as threatening. To be assertive means uppity, i.e. insubordinate. Heavens forbid we become ambitious, for that is the double whammy; challenging and non-cooperative.

As time changes, so does terminology, but what remains constant is the chattel ideology. Until radically modified, the state will continue to be a "peculiar institution" empowering questionable managers as overseers. Our self-esteem is lashed by the whip of the disciplinary policy while our sprit has been numbed to the slammed doors of inaccessibility. Our final resting place: a systematic, possibly fraudulent dismissal, aka -- a lynching.

RUSSELL ROBINSON

Editor's note: The length rule for letters was waived.