Despite the departure of this particular promoter of hatred, I would point out that there is objective evidence that racial profiling is neither fair not effective.
Salon.com: Why Racial profiling doesn’t work
New York is safer because they dropped the racial profiling and began to use the more effective behavior profiling.
This honestly strikes me as amazing. This type of thing doesn’t even strike me as particularly egregious, and I’ve seen things much like it on multiple occasions in multiple parts of the country.
The best is having white people give you their real opinions when they think no minorities are around. This is particularly common in business situations for some reason.
Agreed. Like x a million
“You might say that we have a difference of 2.1 percent between blacks and whites. But it’s actually a difference of 20 percent when you do the math right,” Harris says. And “the difference between whites and Latinos is about 10 percent.”
How do you do the math right?
The difference in rates is 2.1, approximately 20% of 10.5. The difference in rates is 2.1 percentage points, which means that whites get 20% more hits than blacks.
Analysis of the NYC “Stop and Frisk” data limited by age and sex (ie., involving only males between 16 and 29) threw up even higher disparities in “hit rates”. We read a case last week which noted that 1 in 9 young white males stopped were carrying firearms, while 1 in 45 young black males were.
An african american sports radio talker cracked me up when he told of being subjected to extra scrutiny at an airport. He spoke of “being randomly selected from a group of white people.” I’m sure it wasn’t easy to find humor in that situation.
Maybe he didn’t turn that shit off? 
In our place, it’s not so much one’s (obvious) race but more of one’s outward appearance. Let’s just say I get searched when I’m in jeans and t-shirts, whereas I’m good-morning-sir’d when I’m in a suite. That, even when I’m wearing my ID at all times. And no, they don’t search suites without IDs.
So to give my opinion to the OP, it’s not obvious racism. It’s obvious bias to people they think are likely to commit crime or cause trouble. It’s stupid but with some basis. I’ll bet they’ve experienced it often enough.
Ha! In the early 1990s in Kansas City, I used to run into this all the time. I was the first non-white person to work in that office (about 60 people) ever. I am South Asian. Most of the people were sales or service employees who dealt with large business customers. We hired one black saleperson. Several white employees including one of the managers told me that this would never work. The customers would not accept a black salesperson. His actual stellar performance seem to make no impression on them whatsoever. During the next annual culling, his name was put on the list to be laid off, even though he was one of the top 2 or 3 in sales within his level. This triggerred some involvement by HR in Washington DC. The black guy was taken off the list.
I had come to Kansas City from Washington DC. People there were a little more circumspect about what they said about brown and yellow people about black people. Probably they were more used to dealing with brown and yellow people than the folks in Kansas City. The idea of someone who was neither black not white seemed to be quite confusing to them. One of the first questions I was asked was, “Why are Indian motel owners so jerky?”
In 1995 I became the business manager for that branch. I hired a black receptionist, by far the most qualified applicant. All hell broke loose.
It’s a fair question. 
My stepdad is an Indian motel owner, so I know of which I speak.
I hear stories like this a lot, and they are told in this same way – with a vagueness just when I want the storyteller to be specific.
It makes me crazy.
The white employees and manager who predicted “this will never work” were not deterred by his actual stellar performance? How, specifically, did that conversation go?
YOU: Hey, remember that guy you told me not to bring on as a salesperson? The black guy? You said our customers would never accept him?
WHITE MANAGER: Yes?
YOU: He’s in the top 2 or 3 in sales in his tier. Looks like the customers did accept him, eh?
WM: No they didn’t!
YOU: But he’s in the top…
WM (Interrupting): No, they didn’t! I can’t hear you! LA LA LA LA!!!
What are the actual conversations that happen when people are confronted with their error?
Dude, I’m the very picture of the model minority. Do you actually think that I would confront someone about this? I just go along to get along. I am not joking. I was hoping to get promoted or at least not laid off, just like everyone else. Why should I rock the boat?
But to be specific the exact words use to justify putting him on the RIF list was that he had no development potential. He was at the lowest level of sales, so he was dealing with accounts in the 200k to 500k revenue segment. The real money (for the company, and to some extent the salespeople) was in the next level up, 500k to 2M. The twisted logic was that the lowest level in sales is really a farm team for the next level. Of course there were plenty of people who remained at the lowest level, just barely making their numbers, for years.
But thanks for substituting your fantastic version of the world for the one we actually live in. In the real world people have an infinite number of ways to justify what they are doing.
We had an unwritten rule that that if you exceeded the quota for the next level up for three straight quarters, you would be promoted at the next opportunities. When this guy hit the mark, he was promoted. But not to the next level of account executive. He was promoted to field marketing specialist, a position for which he really was unqualified. But he wouldn’t have to meet customers, play golf etc. Mostly he ws training people, and preparing proposals/technical data sheets for other sales people. He left soon after and went to work for a start-up in the same business that is now a billion dollar company. He is an Area VP there now.
When the Area Vice President walked in and was greeted by the new African American receptionist, he was steaming. He went in to see my boss, who called me in. They were “concerned” that the receptionist did not project the image of the company we wanted. As far as I could tell, she was professionally dressed, well groomed, very articulate and had Excel and Word skills. When I pointed this out, they just said, you just don’t understand. But to be fair, I later found out that my boss regarded the receptionist position as part of his harem, and he had a very specific type.
Is that specific enough for you. Or do you need a transcript of each conversation?
And this is why we don’t talk about racism when it happens. No matter what, we were wrong, or we’re lying, or we misconstrued it.
So why are they so jerky?
Young men tend to pay higher premiums on car insurance than women. Some airlines won’t allow unaccompanied minors to sit next to a male passenger. It’s called statistical discrimination. Here is a defense of its moral legitimacy by a statistics lecturer.