As a business consultant I have been asked to suggest different methods that can possibly reduce discrimination and prejudice in the workplace. Is it possible however to make everyone get along and ignore their differences? According to the growing research on discrimination and prejudice, these are learned behaviors that with practice can be unlearned, and ultimately eliminated (Baron & Branscombe, 2012, p. 195). Discrimination is defined as the negative treatment of different groups: Prejudice, on the other hand is viewed as the negative emotions or attitudes associated with discrimination (Baron & Branscombe, 2012, p. 183). These two terms go hand in hand because they both can lead to racism; however, that is not suggesting that there is a cause-and-effect relationship between the two. Discrimination in the workplace is not limited to just one thing; in fact, it is found in many occasions such as direct and indirect discrimination, harassment, and victimization (Phillips, 2013, p. 65). Although there are laws that protect employees and employers against discrimination such as the Equality Act (Phillips, 2013): There are still concerns of discrimination within racial, gender, and social groups, in this case, the main focus will be between Caucasians employers and Hispanics employees (Weaver, 2011, p. 2723). Stereotypes, which are beliefs or schemas of groups and members (Baron & Branscombe, 2012), arise between people one necessarily cannot identify with. By the same token, these stereotypes produce negative attitudes towards one another that can potentially lead to discrimination and prejudice (Jones, 2001).
Research shows that there’s a great disadvantage in the workplace for minorities, thus these differences lead to ra...
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It sometimes give “the perception of ‘token appointments’ [of individuals] who could not be hired or promoted on performance ability alone” (Von Bergen, Soper, & Foster, 2002, p. 242). It can also create more discrimination in the form of reverse discrimination where those formerly believed to be discriminators are now unfairly victimized because of the color of their skin. Diversity training can sometimes be demoralizing and reinforces stereotypes when trainers resort to emphasizing differences that elicits anger and divisiveness (Von Bergen, Soper, & Foster, 2002, p. 245). Businesses can find their legal liabilities have increased when “unorthodox training techniques invade employee privacy and humiliate individuals in front of their co-workers” (Von Bergen, Soper, & Foster, 2002). According to Choi’s research “individuals in diverse groups tend to fell less safe and to trust each other less. Lower trust is more likely to lead to higher conflicts within groups” (Choi, 2008, p.
“Racial inequality is a disparity in opportunity and treatment that occurs as a result of someone's race.” (Berkowitz, 1966) There are several surveys asked about the discrimination’s experiences at work of African Americans and other racial minorities. For example, “One of the survey found that more than one-third of blacks and nearly 20% of Hispanics and Asians reported that they had personally been passed over for a job or promotion because of their race or ethnicity.”(Schiller, 2004) Furthermore, in the social hierarchy, the frequency of racial discrimination does not eliminate: middle-class blacks are also seen as working-class (Feagin& Sikes, 1994). For the job types, racial minorities usually focus on those jobs with lower levels of authority and stability and fewer chances for their advanced studies (Parcel& Mueller, 1983). Likewise, there are factors such as social networks and motivation that produce racial inequality at work (Acker, 2006). For the wage difference, there is research that found that “whites were offered wages that were on average 15 cents/hour higher than their equally qualified black test partners.” (Acker, 2006) Racial inequality will bring disadvantages to the labour market as it will diminish the effort and performance (Ogbu,
Wolfe, Alan. "Most Americans Want to Revise Affirmative Action." Opposing Viewpoints: Interracial America. Ed. Mary E. Williams. San Diego: Greenhaven Press, 2001. Opposing Viewpoints Resource Center. Gale. HAYFIELD SECONDARY SCHOOL. 5 Sep. 2009 .
Works Cited Page Affirmative Action: Part 1 Enforcing Equality, " An Affirmative Action Primer", The Virginia Pilot. 1995. Pilot Online. 12, September 1998. Heilman, Madeline. Study: Affirmative Action Hires Abilities Doubted @. Money Magazine, Aug. 31, 1992, 3B. Kahlenberg, Richard D. The Remedy. New York; BasicBooks, 1996. M., Marsha. "Untitled". Tidewater Community College. November, 1998. Roberts, Paul Craig., and Lawrence M. Stratton. The New Color Line. Washington, DC; Regnery Publishing, 1995.
In today’s society, the pressure to appear politically correct can play a major role in one’s social life. This pressure can even trigger people to support issues that are politically correct, such as affirmative action. Affirmative action is a highly controversial issue in the United States today, it has many supporters and it also has many detractors. This issue can separate many ethnic groups and even turn people of the same racial group against each other. There are many ideas that are thought of as a cure for racial inequality, but none fit the role better than affirmative action.
In today’s workplace, African Americans continue to be subjected to overt discrimination. This can take the form of ethnic jokes, racial slurs and exclusionary behaviors by Euro-American co-workers and managers. Even more disturbing is the verbal abuse, calculated mistreatment and even physical threats experienced by some African Americans while on the job. African Americans have also faced overt acts such as being reassigned to lower level projects, not receiving a promotion even though they were equally qualified and receiving less wages than other employees, even less qualified new hires. The discrimination can be so pervasive that African Americans feel uneasy and threatened, demotivated and disrespected, eventually feeling forced to leave to search for other employment.
One of the best ways to eliminate discrimination is prevention. There are some special actions that have an effect. Firstly, an employer should show the employees that any form of discrimination is absolutely unacceptable in the company. Secondly, all the employees should feel free in the process of complaint; they should understand that it is a normal activity in a company. Thirdly, there should be special education and technical assistant programs for managers and employees.
Oh, Euna, et al. "Beliefs About Affirmative Action: A Test Of The Group Self-Interest And Racism Beliefs Models." Journal Of Diversity In Higher Education 3.3 (2010): 163-176. PsycARTICLES. Web. 30 Mar. 2014.
Systematic discrimination in the workplace takes many forms, whether direct or indirect. For transgender individuals, as in the case of Maria Vanderputten versus Seydaco Packaging Corporation, they face oppression and inequality, through harassment, demotions and even termination of employment because they do not conform to gender norms, which is a violation of human rights. Workplace institutions must be equitable and make greater efforts for diversity and inclusion in the workplace. They need to address systemic barriers, poisoned environments and organizational cultures that condone discrimination. The case of Vanderputten will be used as an example to provide evidence of the issue of transgender human rights workplace discrimination in Canada. Data will show that the transgender population faces double the normal rate of unemployment and that 90% of experiencing harassment on the job. An unfortunate number of transgender also report a high involvement in underground employment. The courts have recognized that transgender are a disadvantaged group and human rights decisions make it clear that their rights are protected. Workplace organizations need to
Today there is considerable disagreement in the country over Affirmative Action with the American people. MSNBC reported a record low in support for Affirmative Action with 45% in support and 45% opposing (Muller, 2013). The affirmative action programs have afforded all genders and races, exempting white males, a sense of optimism and an avenue to get the opportunities they normally would not be eligible for. This advantage includes admission in colleges or hiring preferences with public and private jobs; although Affirmative Action has never required quotas the government has initiated a benefits program for the schools and companies that elect to be diversified. The advantages that are received by the minorities’ only take into account skin color, gender, disability, etc., are what is recognized as discriminatory factors. What is viewed as racism to the majority is that there ar...
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are some very important laws that deal specifically with discrimination, like the NAACP or Affirmative Action. These both will be discussed.
According to minorities today, racism and discrimination are some of the major factors that are present in the workplace. In the labor force specifically, we see racism, discrimination, and inequality that deprive minorities of the opportunity to succeed in life. Research shows that African Americans, Hispanics, Asians, women, lesbians, gays, and transgenders in the world suffer injustices that shouldn’t be taking place according to laws that were placed to defend these groups. According to the research, minorities in the labor force are not getting their due because they are treated unequally, face discrimination and their employers violate their rights.
Psychologists have created four main hypotheses which can be used to solve this problem. The first hypothesis, the self-esteem hypothesis, it is said that if people have an appropriate education and higher self-esteem, their prejudices will go away. The second hypothesis is the contact hypothesis, which states that the best solution to prejudice is to bring together members of different groups so they can learn to appreciate their common experiences and backgrounds. The third hypothesis, the cooperation hypothesis, depicts that conflicting groups need to cooperate by laying aside their individual interests and learning to work together for common goals. Lastly the fourth hypothesis, the legal hypothesis, is that prejudice can be reduced by enforcing laws against discriminative behaviour.