By Fred L. Pincus
Two big assumptions underlie President Donald Trump’s attack on diversity, equity and inclusion policies. The first is that discrimination against people of color is a thing of the past. The second is that DEI policies and practices discriminate against white people – especially white men – in what’s sometimes called “reverse discrimination.”
I’m a sociologist who’s spent decades studying race and inequality, and when I read the documents and statements coming out of the Trump White House, these assumptions jump out at me again and again – usually implicitly, but always there.
The problem is that the evidence doesn’t back these assumptions up.
For one thing, if discrimination against white Americans were widespread, you might expect large numbers to report being treated unfairly. But polling data shows otherwise. A 2025 Pew survey found that 70% of white Americans think Black people face “some” or “a lot” of discrimination in general, and roughly two-thirds say the same of Asian and Hispanic people. Meanwhile, only 45% of white Americans believe that white people in general experience that degree of discrimination.
In other words, white Americans believe that people of color, as a group, face more discrimination than white people do. People of color agree – and so do Americans overall.
In a second national study, using data collected in 2023, Americans were asked if they had personally experienced discrimination within the past year. Thirty-eight percent of white people said they had, compared to 54% of Black Americans, 50% of Latinos and 42% of Asian Americans. In other words, white Americans are much less likely to say that they’ve been discriminated against than people of color.
The ‘hard’ numbers show persistent privilege
These statistics are sometimes called “soft” data because they reflect people’s perceptions rather than verified incidents. To broaden the picture, it’s worth looking at “hard” data on measures like income, education and employment outcomes. These indicators also suggest that white Americans as a group are advantaged relative to people of color.
For example, federal agencies have documented racial disparities in income for decades, with white Americans, as a group, generally outearning Black and Latino Americans. This is true even when you control for education. When the Census Bureau looked at median annual earnings for Americans between 25 and 64 with at least a bachelor’s degree, it found that Black Americans received only 81% of what comparably educated white Americans earned, while Latinos earned only 80%. Asian Americans, on the other hand, earned 119% of what white people earned.
These gaps persist even when you hold college major constant. In the highest-paying major, electrical engineering, Black Americans earned only 71% of what white people did, while Latinos earned just 73%. Asian Americans, in contrast, earned 104% of what white people earned. In the lowest-paid major, family and consumer sciences, African Americans earned 97% of what white people did, and Latinos earned 94%. Asian Americans earned 117% of what white people earned. The same general pattern of white income advantage existed in all majors with two exceptions: Black people earned more in elementary education and nursing.
Remember, this is comparing individuals with a bachelor’s degree or higher to people with the same college major. Again, white Americans are still advantaged in most career paths over Black Americans and Latinos.
Disparities persist in the job market
Unemployment data show similar patterns. The July 2025 figures for workers at all education levels show that Black people were 1.9 times more likely to be unemployed than white Americans. Latinos were 1.4 times more likely to be unemployed, and Asian Americans, 1.1 times.
This same white advantage still occurs when looking only at workers who have earned a bachelor’s degree or more. Black Americans who have earned bachelor’s degrees or higher were 1.3 times more likely to be unemployed than similarly educated white Americans as of 2021, the last year for which data is available. Latinos with college degrees were 1.4 times more likely to be unemployed than similar white Americans. The white advantage was even higher for those with only a high school degree or less. Unfortunately, data for Asian Americans weren’t available.
In another study, researchers sent 80,000 fake resumes in response to 10,000 job listings posted by 97 of the largest employers in the country. The credentials on the resumes were essentially the same, but the names signaled race: Some had Black-sounding names, like Lakisha or Leroy, while others had more “white-sounding” names like Todd or Allison. This method is known as an “audit study.”
This research, which was conducted between 2019 and 2021, found that employers were 9.5% more likely to contact the Todds and Allisons than the Lakishas and Leroys within 30 days of receiving a resume. Of the 28 audit studies that have been conducted since 1989, each one showed that applicants with Black- or Latino-sounding names were less likely to be contacted that those with white-sounding or racially neutral names.
Finally, a 2025 study analyzed 600,000 letters of recommendation for college-bound students who used the Common App form during the 2018-19 and 2019-20 academic years. Only students who applied to at least one selective college were included. The study found that letters for Black and Latino students were shorter and said less about their intellectual promise.
Similarly, letters in support of first-generation students – that is, whose parents hadn’t graduated from a four-year college, and who are disproportionately likely to be Black and Latino – had fewer sentences dedicated to their scientific, athletic and artistic abilities, or their overall academic potential.
These and other studies don’t provide evidence of massive anti-white discrimination. Although scattered cases of white people being discriminated against undoubtedly exist, the data suggest that white people are still advantaged relative to non-Asian people of color. White Americans may be less advantaged than they were, but they’re still advantaged.
While it’s true that many working-class white Americans are having a tough time in the current economy, it’s not because of their race. It’s because of their class. It’s because of automation and overseas outsourcing taking away good jobs. It’s because of high health care costs and cuts in the safety nets.
In other words, while many working-class white people are struggling now, there’s little evidence race is the problem.
Fred L. Pincus is Emeritus Professor of Sociology at the University of Maryland, Baltimore County.
Dusty says
A revelation I dread. Have you looked into the why if5 it or are they just racist over the color of other people?
Atwp says
Thank you for the article. If anybody is surprised, they don’t know the history of this country.
Al says
The problem with DEI isn’t discrimination it’s qualifications. Giving an unqualified applicant the job based on race as the primary factor is disaster. When I hired people I didn’t care about skin color or gender just the ability to do the job. Businesses run on efficiency not skin color. I had male and female dock workers, supervisors, delivery drivers. They were all paid according to the job and time with the company regardless of any other factor except proformance.
Skibum says
Al, my opinion of you is that you are delusional if you believe for one second that any employer would overlook and ignore qualified job applicants merely for the pleasure of hiring a totally unqualified minority candidate. Such a foolish employer might as well take money out of their wallet and tear the bills into shreds… not happening.
Ignorant people refuse to accept the plain and simple fact that, aside from other important reasons for having DEI policies in place, equally qualified minority candidates get a fair shake at job positions that otherwise would undoubtably not be offered to a minority candidate because of the color of their skin. Nobody wants an unqualified person to be hired more than an employer.
DEI policies are critical for allowing minorities access to colleges and universities, especially when the “good ‘ole boy” system in place for many of this country’s legacy educational institutions automatically accept children of alumni, preventing other qualified individuals including minorities from being selected to attend.
The bottom line is that there were very good reasons why both federal and state laws had to be enacted to give minority candidates the same chance for advancement in our society that Caucasians like myself have always enjoyed. The problem was black and white… pun intended.
Sherry says
Thank You Skibum!
As a professional recruiter (now retired) for over 20 years, I can tell you “first hand” that massive discrimination does exist in hiring practices across the country and across all industries! I even had managers tell me, in coded language, when they would interview “white only” candidates. Yes, they absolutely do rule out people with ethnic sounding names. If you put anything other than your “birth certificate” or “legally changed” name on your application or resume, you are at risk of being fired for lying. It’s a moot point anyway, very few people are hired without being seen in person, and skin color is very difficult to hide.
Lorie Robinson says
Your premise is false. These folks are qualified. Historic white male bias was made to take a back seat to expand the pool. To include veterans, those with disabilities, LGBTQ etc.
Laurel says
Yes and no. I can tell you what privilege is with lifelong experience, and without data.
As a woman, I felt discrimination all my life, starting at preschool age. I have early memories. Now I’m an old woman. Do you think it got any better for me? My “privilege” is where?
When starting college, I tried to find assistance, without getting a loan. There was plenty of scholarships for “people of color” but only one for white women, “The Daughters of the American Revolution”, or something like that. I didn’t qualify. I paid my own way.
When a black man became President of the United States, it was time for Affirmative Action to be over.
I also learned that black people thought it was impossible for themselves to be prejudice. Wrong.
During my careers, I watched men get moved ahead very swiftly, whether competent or not, and they got joy in showing me, on company paper printouts, that they made more money than me, and got better schedules than I got for the exact same job. When I complained to one manager, that I wasn’t making the same amount of money as my male counterparts, he asked me if I was a lesbian, as if that made some sort of sense.
Am I saying that black people are not being treated unfairly? No. They clearly are, which is why the word “woke” has be bastardised. “Woke” means to stay awake, be aware. The far right grabbed that and turned it upside down, using it to their advantage, and neutralizing it for those who created it. And there it is. The privilege. The white male has been the apex of society, whether each individual deserved it or not. When the white male feels a little of his power, giving to by birth, slipping away, it’s called “reverse discrimination.”
So now, we are giving statues to Charlie Kirk at universities. So now, female reporters are “piggies.” So now being a “pussy” is a terrible insult. So now, child sex trafficking of girls is being covered up. So now, white males are feeling a little of what the rest of us have had to put up with our whole lives, and are becoming incels and suffering from depression. Losing their way. They are trying, as hard as they can, to turn society back to the age when the white male was at the apex, to be there again.
“Where all men are created equal.” Well, we’re not. Not by color, not by religion, not by gender, but by individuals, individual choices, and individual behaviors. When we celebrate individuals, when we celebrate our differences, when we accept each other, when we try to lift each other up instead of crawling over each other like crabs in a bucket, then we all have the chance to evolve.
Sherry says
Well Laurel, you’ve outdone yourself with this excellent comment! I especially like the “crabs in a bucket” analogy!
Laurel says
Thank you, Sherry! I have to give hubby credit for the “crabs in a bucket” analogy, and then, give his mother credit for teaching it to him.
I also appreciate all the entries you have provided, and your steadfast promotion of facts and credibility. Keep it up, my friend!
Sherry says
Laurel, I can identify with the discrimination you suffered. When I was hired at one of my first jobs at Prudential, I was told by a “Human Resources” representative that Prudential officially paid males more than females because “males were the breadwinners of the family and needed to provide for their children”.
After taking early retirement, I moved on to a position as a software systems analyst and designer. At that company, when their clients were present, I was required to wear my long hair in a bun, no makeup, and fake glasses. Why, because that company supplied female “companionship” to their clients and they had gotten inquiries about me. . . although I was married at the time and wore conservative suits, little makeup. A tall skinny blonde with good facial bone structure.
The successive years in my evolving career and serving on boards of directors, etc. continued in that same vein. I never did take home as much as my male counterparts, but I certainly “earned” as much!
Skibum says
Sherry and Laurel, reading your comments made me recall an interesting PBS documentary on the history of “airline stewardesses” and all of the many forms of discrimination they were forced to suffer just to keep their jobs. Only the most attractive, slender, big breasted young ladies need apply. They had very strict dress and makeup requirements. They had to sign contracts that stated no stewardess could get married, or they would be fired, simply because the airlines wanted to make it seem all the young ladies were somewhat “available” to all of the businessmen who’s money spent on airline tickets flying from place to place on a regular basis kept the airlines in business.
Only a federal lawsuit by a brave young stewardess who fell in love and got married – and lost her airline job – finally updated the federal discrimination laws and airline policies after many years of back and forth legal maneuvering before the airlines finally threw in the towel and agreed their former discriminatory hiring practices had nothing to do with the safety aspect of a flight attendant’s job or their ability to perform their duties.
Certainly, job discrimination against women still exists today as you noted, where in many job categories women do not get paid the same as men for the old, outdated reasoning you mentioned above… and this is the 21st century!
Whether discrimination is against women, minorities, gay people, etc. it absolutely DOES exist and there is still a need for anti-discrimination laws and policies to help even out the inherent imbalances that people put in place to help some while hindering many others. Only a fool opens their mouth and says there is no more need for DEI in our workplaces or educational institutions.
Sherry says
Thank You Skibum! Unfortunately, the Maga Cult contains a massive number of “Fools”, beginning with their leader!
JimboXYZ says
Imagine being a white male, watching the promotions & raises not only accrue to the privileged white males/females, but DEI&B of the less fortunate for connections ?. If one fools themselves into believing that it’s ever been a level playing field of competition ? One of these days I may post my life story. If you think you have/had it bad/hard, you wouldn’t want to be me. By the same token I can relate that some have had it harder than myself, wouldn’t want their positions for a lifetime either.
Sometimes in this life, you aren’t the whitest white guy. The stats indicate this +/- 57% of America are relatively white. There are more raw numbers of whites that are poor than there are blacks, Hispanics , etc.. Here’s my challenge, breakout a calculator or a spreadsheet and apply the percentages to the actual raw human lives of population USA & assume that the age groups for population follow the unemployment grouping ages for the calculations. There are 340 million on US Population. Apply the percentages of unemployment to the raw numbers of humans, you’re going to find that there are far more unemployed poorer/poorest of white people than you will any other ethnicity. Stop believing the percentages should be identical. Where’s the whine that one for one, there are more significantly more white people in poverty for a nation that allegedly is preferential to whites. Poverty doesn’t discriminate for the poor. Don’t have the money or means to finance, then you are going without. I’ve faced my share of that in this lifetime & don’t see it changing going forward short of winning the lottery.
https://theworlddata.com/us-population-by-race/
https://www.bls.gov/web/empsit/cpsee_e16.htm
Laurel says
JimboXYZ: Start your calculator with this. When asked what percentage of the America population is considered black…”
“As of 2023, approximately 14.4% of the U.S. population, or about 48.3 million people, self-identified as Black. This includes those identifying as single-race Black, multiracial Black, and Black Hispanics.”
– AI Assist, Pew Research Center, World Population Review
…and Hispanic…:
“As of 2020, Hispanic Americans made up approximately 18.7% of the total U.S. population, which equates to about 62.1 million people. This demographic is the second largest racial or ethnic group in the United States.” – AI Assist, Department of Health & Human Services, Pew Research Center
…and white…:
“As of the 2020 census, 61.6% of Americans identified as White alone, while 71.0% identified as White alone or in combination with other races.
– AI Assist, Wikipedia
…and Asian:
“As of 2023, Asian Americans make up approximately 7% of the total U.S. population. This demographic includes individuals with origins from various Asian countries, reflecting a diverse and growing community.” AI Assist, ebsco.com, Pew Research Center
So your point is?
DaleL says
In general, the author is correct. In my employment experience I have benefited more often by being from a Northern European background rather than an African or Asian background. However, I can recall two distinct incidents in which lessor qualified candidates were promoted instead of me. One was African American the other was Latino. That is just two in a 40 year working career.
To even things out a bit, I suggest that the people who review the applications do not need to know the true applicant names. Applicants, with nonstandard names, should consider using a non revealing alias. Case in point, one of my subordinates (Yes, I did rise to the top), from Iran, went by “Dan”. His first name was Mohammad.
However, I am irritated by the grammatical slight throughout this story, all of FlaglerLive stories, and by some other publications. That is that when referring to race or ethnic backgrounds, such as Black, Latino, Asian, Hispanic, they are capitalized. In contrast, “white” is not. The MacArthur Foundation, American Psychological Association, Center for the Study of Social Policy, National Association of Black Journalists, and others all capitalize terms when they refer to race or ethnicity and not simply to a color.
https://www.righttouchediting.com/2021/10/28/black-and-white-when-should-we-capitalize/
The APA style = “Racial and ethnic groups are designated by proper nouns and are capitalized. Therefore, use “Black” and “White” instead of “black” and “white” (do not use colors to refer to other human groups; doing so is considered pejorative).”
Skibum says
DaleL, the reason why, when identifying racial categories, Black, Latino, Asian etc. are capitalized but “white” is not is very simple. White is not the official racial identifier. That would be Caucasian, and yes, it too is capitalized.
Pogo says
@Mr. Pincus, Emeritus Professor of Sociology at the University of Maryland, Baltimore County
Thank you for enjoying your long life of contribution, accomplishment, top-tier prestige, and prosperity. Good for you.
You concluded, “… In other words, while many working-class white people are struggling now, there’s little evidence race is the problem.”
Humor us — what is the problem?
Pogo says
@Premature submission, commentous interruptus happen
Mr. Pincus, Emeritus Professor of Sociology at the University of Maryland, Baltimore County
Thank you for enjoying your long life of contribution, accomplishment, top-tier prestige, and prosperity. Good for you.
You concluded, “… In other words, while many working-class white people are struggling now, there’s little evidence race is the problem.”
Humor us — what is the problem? People of all races know when they’re broke, hungry, excluded, slighted, exploited, cheated, et cetera. Your litany of remarks and links say so. What do you propose to solve “the problem(s)”?
Tick-tock.
Atwp says
Discrimination will not end. We as African Americans should not discriminate against ourselves. It is human nature to discriminate against other people. A sad truth.
Skibum says
Atwp, I must disagree with you on this. Although I like reading your comments, I think this one missed the mark.
Is it really human nature to discriminate against others. I believe discrimination is a learned behavior. Babies are not born with that trait. Youngsters of various cultural ethnicities play together fine, without the type of discrimination or bigotry that many adults pick up.
It is learned, and therefore, can certainly be unlearned. Ignorance is the fuel that starts the fire of racial hatred, bigotry and discrimination against others. Knowledge, wisdom and understanding are what extinguishes that fire.
That is what I believe.
Sherry says
Couldn’t agree with you more Skibum!
Being born and raised in the “genteel” South of Duval county. . . although my poor “farming community” family was well mannered, polite and kind, they could not be called elegant. They most certainly discriminated, but in a very odd way. On one hand, I can remember my grandfather (of English ancestry who came to America in the 1600’s) calling the children of their black neighbors “pickaninnies”. On the other hand he spoke out in favor of their education and always treated them the same as his own grandchildren. My grandfather, who never sat down (too many chores), called ALL of his grandchildren “Pete”, regardless of gender.
My grandparents always parcelled out extra fish they had caught, extra vegetables from their garden, etc. to their neighbors. . . the elderly and black people first. My granny (who also never sat down) would be”nurse” to the black families first because they “did not have money for a doctor”. She also employed a wonderful black woman (Belle) to help with the laundry “because Belle needed the money”. Money my family didn’t really have to spare. My grandfather took his neighbors to “town” in his old pickup truck when needed, because many did not have a car.
We played with the local black children when we were young kids, but there is no way my family would have tolerated a friendship with them beyond the age of 12, much less a romance or marriage.
Coming from that background, I personally “unlearned” that racial discrimination mostly by traveling to many different countries and immersing myself in those unique cultures and civilizations.
There are millions in the US who “choose” not to venture out into the greater world. Perhaps it’s fear. In any case, they have remained “close minded” and uneducated, much to their own detriment. I believe many have become low hanging fruit for the hate filled propaganda of media outlets like Fox, and therefore easy marks for trump’s complete “Con Job”.
IMO. . . They may have been victimized, but they can no longer claim ignorance. I have no patience and no forgiveness for those that “doubled down” and subjected us ALL to such a criminal “Monster” in the white house once again!