The election of ‘08 was to be a watershed event in overcoming race and gender as divisive, crippling issues in our society.  On more than one occasion, I’ve suggested on this blog that employers use this opportunity to engage their employees in discussions about these issues, since they have also divided and crippled workplaces.  It seemed to be the perfect time for such discussions.  Well, maybe not.

A new report by The Pew Research Center shows that Obama’s favorability rating among white women has declined significantly.  Apparently to many women–at least, white women–the gender issue trumps the race issue.  But why not?  In every primary, Obama gets 80-90% of the African-American vote.  Apparently to many African-Americans, the race issue trumps the gender issue.  I don’t know where this leaves McCain.  Perhaps he’ll do well with old white men, which isn’t insignificant, because a lot of old white men vote.

So nothing has changed?  Vote your gender.  If your  gender isn’t on the ticket, vote your race.  In the employment context, that thinking would sound awfully discriminatory. 

Both of these issues may well become even more divisive and crippling between now and November.  If that happens, this unfortunate effect will work its way across every facet of society, including the workplace.  So, your role as a human resources professional won’t be trying to organize orderly discussion groups to talk about race and gender in a positive way.  Your role will be trying to deal with racist/sexist language and conduct that would cause your employer to run afoul of the law.

Time will tell, but if I were you, I’d be thinking about where all this may be headed.  I’d be planning ways to avoid trouble in your workplace.  I’d be getting legal advice to assist you with your thinking and planning. 

Reason could still emerge to dominate the next several months.  It’s prudent, however, to contemplate breaking windows instead of glass ceilings, experiencing past race America instead of post race America, and losing the only chance we may have for a long time to move our workplaces toward measureable competence and mutual respect instead of meaningless percentages and pernicious suspicion.