Few have considered the role of White managers in longstanding Black ethnic labor market disparities. Drawing on ethnoracism theory, I conceptualize the previously documented White manager preference for Afro Caribbeans as a form of prejudice that contributes to the relative success of Afro Caribbeans. White managers say they prefer Afro Caribbeans because they work harder and are less racially antagonistic than African Americans. However, using the National Survey of American Life, I show that these populations are virtually indistinguishable in terms of labor quality and racial attitudes. Moreover, net labor quality and racial attitudes, the incomes of English and non-English speaking Afro Caribbeans are greater when working for White managers, but African Americans with White managers receive no greater income than those without a White manager. I conclude with a call for the formal development of a new ontological framework for the study of these kinds of ethnoracially dynamic relationships.

很少有人考虑过白人经理在长期存在的黑人劳动力市场差异中的作用。借鉴民族种族主义理论，我将之前记录的白人经理对加勒比黑人的偏爱概念化为一种偏见形式，这种偏见有助于非洲加勒比人的相对成功。白人经理说他们更喜欢加勒比黑人，因为他们工作更努力，而且比非裔美国人更少种族对抗。然而，使用全国美国生活调查，我表明这些人群在劳动力质量和种族态度方面几乎无法区分。此外，在为白人经理工作时，净劳动力质量和种族态度、英语和非英语非裔加勒比人的收入更高，但有白人经理的非裔美国人的收入并不比没有白人经理的人高。最后，我呼吁正式开发一个新的本体论框架，用于研究这些种族动态关系。