HENRICH R. GREVE
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Organizational musings

Fair Play and Racial Bias in the NBA

4/20/2017

 
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​In most National Basketball Association (NBA) games, we see a white coach on the sidelines and mostly black players on the court. We also see players being benched and put back in depending on how well they play, their foul trouble, and the matchup with the other team. Except for the oddity of having a league of mostly black players produce mostly white coaches, the NBA looks like it is ruled by performance only, because winning is so important and performance is so easy to assess. But it is ruled by more than performance. White coaches use white players more than they should, and black coaches use black players more than they should, compared with others who perform equally well.
 
This is not a special feature of the NBA. Favoring workers of the same race is well known and happens everywhere, for three different reasons. We now know more about it because a paper by Letian Zhang in Administrative Science Quarterly has looked at this unfair treatment and explored it in detail never before seen. The findings are important for any kind of business because they show the origin of same-race favoritism, how it can be reduced, and why there are limits to reducing it.
 
First consider the origins of this favoritism. Many people think that preferential treatment occurs because employers judge each person as being as good as the average person with similar characteristics. This explanation is often used for why women are treated less well (supposedly they are less stable employees than men) and can also account for racial preferences. But in this case, this explanation falls flat because black basketball players are on average better than white. A variation is that employers look at each person as being as good as they think the average is for someone with those characteristics, but they are wrong about the average. For example, managers may think that women are less stable, but their estimate is off because men, who (granted) get pregnant less often, quit more often than women. Both of these reasons for favoritism should adjust quickly once a manager gets to know an individual’s performance, which happens very fast in the NBA because of the excellent statistics on player performance.
 
But there is another reason for favoritism that is more insidious: racial preference. Simply put, people prefer to interact with others of the same race. Looking closely at the data, Zhang found that in NBA playoff games and close games, race no longer influenced someone’s playing time; only performance did. That’s exactly what we would expect from racial preference, because it is easier to treat workers unfairly when the stakes are low.
 
So how can this effect be reduced? Well, time reduces unfair treatment. In the NBA, the unfair playing time is reduced the longer a coach works with the same player, but it takes more than two years for a player to be treated almost fairly by a coach of another race. This length of time doesn’t match up with performance knowledge, but it matches something else: managers have a harder time treating someone unfairly when they get to know that person well enough to see him or her as an individual, not as a racial stereotype. This is the “good African American” effect in the NBA.
 
But if managers can start treating someone of another race fairly after a period of time, will they then start seeing others of another race as individuals, too, and treat them fairly sooner? The answer is no, at least in the NBA. Getting to know someone of a different race as an individual does not mean that fair treatment is extended to others; they still have to prove themselves one by one. And that should give pause to all organizations, because it says that even the NBA, with its highly integrated teams and its careful and timely objective performance measures (not to mention the high stakes), has a remaining racial component in the treatment of workers.
 
The conclusion is clear, and different from what many organizations do. Fair treatment is so hard that it is not possible to rely only on the immediate supervisor; there also have to be formal processes in place to make sure it happens.
 
Zhang, Letian. 2017. A Fair Game? Racial Bias and Repeated Interaction between NBA Coaches and Players. Administrative Science Quarterly, forthcoming. 

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10/23/2017 06:55:09 am

Discrimination against the differences of the others is everywhere. That's probably one of the saddest truth about our society today. It's just so ironic how this world works now. Regardless of those negative things I mentioned earlier about our society, I still and will always believe that there's faith in this humanity. Somewhere, somehow I know that everything's going to be alright someday. I believe that we can all change for the better and to make this world a better place to live in.

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9/24/2018 04:09:47 pm

Racial bias is surely something that is a tough issues that we are All dealing with all over the globe. However, I do not think that racial bias is happening in the National Basketball Association or NBA. I think that the NBA is a great environment where all people of all colors are welcome. The NBA features all kinds of people, whether you're black, white, Latino, European and even Asian. The NBA does not discriminate, rather, they allow everyone to play and coach as long as they have the skill to do so.

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10/1/2018 12:12:33 pm

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11/1/2018 10:31:45 pm

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2/7/2019 06:44:12 pm

Discrimination can happen anywhere in todays generation. It can happen in an event, in school, in the workplace and even in gatherings. It saddens me that there are raising problems regarding this. I still do not know about why they tend to discriminate and not to accept the differences. It is true that we are all not equal, but the world is not fair enough so the least we can do is to make it fair enough. Racism during the game is part of the player's sportsmanship and, I guess, players lack of this now.

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    This blog is devoted to discussions of how events in the news illustrate organizational research and can be explained by organizational theory. It is only updated when I have time to spare.

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