Years ago, I worked in the personnel office for a transformer firm. We needed to hire a chemist, and two candidates stood out, in my mind, for the position. One was a young white man with a degree from St. John’s University and the other an equally qualified black man from Grambling College (now Grambling State University) in Louisiana. I proposed to the department head that we send them both to the lab and let the chief chemist make the final decision. He looked at me as if I had said something so remarkable that he was having a hard time understanding me. “You’re kidding me,” he said. “That black guy’s no chemist.”
Why the racial dichotomy? If an American reader can relate to a Scottish Thane, to a blue steam engine, to a Danish hero, to young British…
I pointed out the degrees on the résumé that suggested otherwise, and the tension between us soared. When I confronted my superior and demanded to know what about the candidate from Grambling made him not a chemist, he grumbled something under his breath, and reluctantly sent both candidates for an interview with the chief chemist.
Simple racism, I thought. On reflection, though, I understood that I was wrong. It was racism, but not simple racism. My white co-worker had simply never encountered a black chemist before. Or a black engineer. Or a black doctor. I realized that we hired people not so much on their résumés, but rather on our preconceived notions of what the successful candidate should be like. And where was my boss going to get the notion that a chemist should be black?