Now that this year’s presidential race has settled on its finalists, the issue of race returns to the campaign. To use the terminology of the workplace, can an African-American become America’s CEO? If you look at most companies in America, the answer would seem to be no. The answer is no when looking at the history of this country’s presidential elections. But this is the first time there has been the possibility of an African-American’s election. Two things are certain.

First, some whites won’t vote for an African-American. They might not tell anyone that, including pollsters, but it’s a fact. I don’t think there’s any way of determining the percentage of the white electorate who feel that way. It’s a little difficult to believe, however, that a white candidate in Obama’s shoes would be in such a close election with McCain, given the unpopularity of President Bush and polls that show Democrats picking up a significant number of seats in Congress.

Second, 90% of African-Americans will vote for Obama. I do think this is an accurate percentage. Blacks ordinarily vote Democratic, and the possibility of electing the first black President makes the high percentage unsurprising.

Both of these premises are troubling. If there are whites who won’t vote for an African-American, then I don’t think it’s a stretch to say they won’t hire or promote an African-American. They’re more likely to fire an African-American. It’s not about qualifications or performance. It’s about race.

Although it’s understandable that a high percentage of black Americans will support Obama, their decision is still based strictly on race. It makes me wonder if they won’t hire or promote a white. It makes me wonder if they’re more likely to fire a white.

It’s unnecessary for 50% of whites to vote for an African-American and for 50% of blacks to vote for a white person for post-race America to arrive. But there can be no post-race America as long as significant percentages of people base their votes on race. Maybe this election, regardless of who wins, will finally get us beyond where we are now on the issue of race. We’re clearly not there yet.

The law doesn’t prohibit voters from voting against one race or the other. The law does prohibit employers from voting against employees based on their race. Because the race issue is likely to heat up during the next couple of months, employers need to take care that negative racial attitudes don’t spill over into the workplace. Racial slurs–either way–are against the law. Same for racial employment decisions. Don’t let this historic, exciting election become a source of litigation in your place of business.

In fact, turn it into positive discussions in your workplace about the issue of race. If you try this, you’ll need to exercise great care, have the right facilitator, and do it with an attitude of what’s in the best interest of your company or organization. You have the chance to show unique leadership.