PUBLIC FORUM 07.04.13 - We should consider that racial and gender-based injustices color the entire restaurant industry.

We have spent time discussing, debating, and arguing over Paula Deen. From print pundits to cable-news talking heads, much has been said of the TV personality’s use of the “N-Word,” her firing from the Food Network and whether “in her heart she is a racist.”

But a closer look at the details of the civil suit brought against Deen suggests a more troubling problem than the private beliefs of one person.

While employed by Deen’s parent company, Paula Deen Enterprises, plaintiff Lisa Jackson alleges that she was subjected and witness to racial discrimination and sexual harassment. Pornography was regularly visible in the workplace; sexist comments were commonplace. Jackson claimed that in one instance, in which she was made responsible for catering the wedding of Bubba Heirs (Deen’s brother), Deen described the style she was looking for in the following way: “Well what I would really like is a bunch of little n**ers to wear long-sleeve white shirts, black shorts and black bow ties, you know in the Shirley Temple days, they used to tap dance around. Now that would be a true Southern wedding, wouldn’t it? But we can’t do that because the media would be on me about that.”

The racially hostile environment depicted in the Jackson lawsuit is corroborated to an important degree by an independent inquiry into The Lady and Sons, Deen’s famed restaurant in Savannah.

The issue, said Rainbow PUSH attorney Robert Patillo in an interview with the Atlanta Journal-Constitution, isn’t Deen’s racist worldview. The issue is the potential for a powerful individual’s racist worldview to manifest itself into discriminatory workplace policies. A black worker threatened to report the restaurant to the Equal Employment Opportunity Commission and was told: “You don’t have any civil rights here.” Other workers also feared retaliation.

“We have freedom of speech, and you can say what you want,” Patillo says of Deen’s language. “Our issue is whether that mindset has filtered into employment decisions.”

More broadly, she symbolizes injustices plaguing the entire restaurant industry. Servers, bartenders, and hosts are white. In the back – washing dishes, preparing food – are people of color. According to U.C. Berkeley Food Labor Research Center Director Saru Jayarman, almost 80 percent of white workers enjoy jobs in the front. This in contrast to the experience of Latino workers – two-thirds are relegated to the back of the house.

Restaurants are stratified, too. Whites get the highest wages. People of color the lowest. Of those who have reported earning less than minimum wage, 96 percent are workers of color.

A recent report from the Restaurant Opportunities Centers found that Darden Restaurants (the parent company of Olive Garden, Red Lobster, Capital Grille, among others) was responsible for creating a racially hostile environment, in which “employees of color were repeatedly pelted with racial slurs.” A lawsuit against restaurateur Daniel Boulud accused him and his managers of regularly using racial epithets.

And the industry is also rife with sexism. Women typically earn 85 cents on the dollar to male counterparts. Women are subjected to sexual harassment as well. Although only 7 percent of the nation’s workers can be found in restaurants, they accounted for 37 percent of the sexual harassment complaints to the Equal Employment Opportunity Commission in 2011.

Deen’s use of racial slurs matters and warrants condemnation. But this should be beginning of conversation, not the end.

DAVID J. LEONARD is associate professor and chair in the Department of Critical Culture, Gender and Race Studies at Washington State University, Pullman.