Racism refers to the practices, actions, beliefs and practices that consider people who are affiliated to different races as being ranked inherently superior or inferior to others. This assumption or belief is mainly based on the presumed shared inheritable abilities, traits, or qualities. Racial discrimination has been termed as a major vice in the employment industry where members from different racial backgrounds are treated differently regardless of their abilities, qualities, or traits. Canada has been one of the worst affected territories where the workplace discrimination has dominated in the last century. There have been several empirical studies that have been developed in an effort to evaluate whether the racial discrimination in …show more content…
This study examines the way in which objective experiences of the disadvantage and expectations for equity influence the perception of the members of the minority groups on the aspect of employment discrimination. The author asserts that in the last two decades, employment discrimination in Canada has been on the rise and the new immigrants have been the most affected victims. These immigrants have remained the most disadvantaged groups according to the statistics from the Canadian labor market. The long-term immigrants have been worst affected by the employment discrimination in Canada due to their high expectations of equitable …show more content…
The two authors use the black and the white applicants to demonstrate how workplace discrimination has dominated the Canadian territory in the recent past. Al-Waqfi & Jain (2008) provide sufficient empirical data which supports that offers that are given to the whites by far outweigh the offers to the blacks by a ratio of 3:1. Employers are used to discriminate callers by applying different screening techniques. The white Canadians are normally not screened as regularly or as thoroughly as the other blacks. Applicants from the monitory black groups, however, are screened thoroughly with even some of the most unimportant details being scrutinized. This serves as a technique to exclude them from certain job opportunities regardless of their educational
I found myself thinking sociologically when I realized that equality in Canada is less practiced as what the Canadian Constitution Act of 1982 claims. In this constitution, it is stated that every individual should be treated equally regardless of their race, ethnicity, colour, religion, sex, age, and any disability; however, in reality, individuals experience inequality in the form of racism throughout the Canadian society. For instance, a few months ago, a black male was asked to leave the St. Laurent shopping centre by the mall securities as the position of his pants were viewed as not family-friendly but this type of fashion is normal for teenagers who are influenced by the hip-hop culture. As the man did not want to cause any trouble, he obeyed the securities but as he was escorted, the securities used unnecessary forces which caused scars and bruises to the individual. Furthermore, the black male was arrested and detained for 3 hours, then fined $65 by the Ottawa Police, and banned from the mall for 5 years. One witness stated that this was a case of racial profiling as she saw that the mall securities had no reason to assault the individual. Although many deny the existence of racism in the Canadian society, this type of inequality still largely exists. To further analyze this topic, articles written by various scholars on racial profiling in the criminal justice system and racism in the workplace in Canada will be compared and contrasted. Moreover, various sociological concepts learned from the class will be applied to explain racism. In addition, the Symbolic interactionist and Conflict perspectives will be compared and contrasted to have a better understanding of racism.
Canadian workplaces today seem to be a fairly diverse place, with a blend of many religions, ethnicities, and genders present. However, although people preach affirmative action and melting pots in current times, many inequality and power issues still abound. One strikingly noticeable example is gender discrimination. Women in the workforce face many challenges like smaller wages, harassment, male privilege in hiring or promotions, and lack of support when pregnant or raising children. One half of the planet is women, and it can be assumed the same for Canada, but they still face judgment at work because they lack the authority to dispute against big corporations or even their male supervisor. It cannot be argued that Canadian women’s status has worsened over the past hundred years, of course, thanks to feminism and activism. However, their status is not as high as it could be. Women as a group first started fighting for workplace equality during the second wave of feminism, from the 1960s to the 1990s. Legislation was approved during the second wave to try to bring gender equality to the workplace. Feminists both collided and collaborated with unions and employers to ensure women received fair treatment in an occupation. Quebec had the same issues, only the province approached the conflict differently than English Canada with its own unique viewpoint. It became clear that women were entering the workplace and did not plan on leaving. Second-wave feminism in Canada shifted power from the government and businesses to women in order to try to bring equality, although the discrimination never completely disappeared.
Employment discrimination includes unequal treatment in employment decisions, opportunities, hiring and firing, compensation, promotion done by the supervisor and management on the basis of nurses’ race, origin, color, religion and language (Walani, 2015). In some cases even the patients refuge to be treated from a nurse with certain ethnic or national background. In Primeau’s study (2014), one IEN reports that a patient denied her care and said, “I don’t want to be treated by a terrorist”. Moreover, immigrant nurses are often employed in less desirable areas, lower positions and are excluded from the opportunities which could promote them easily to higher positions ((Li, 2014). Discrimination is not only unethical but also an illegal practice at any workplace. However, sometimes the IENs themselves acknowledge that they have less confidence and take inequality for granted. So, they do not report some cases of discrimination. Moreover, even the colleagues, patients and families treat the IENs with aggression, resentment, less trust and uncooperative manner (College of Nurses of Ontario [CNO], 2007). Sometimes, the coworkers intentionally misunderstand and underestimate the IENs’ education and skills and bully them (Kingma, 2007). A study by Hagey shows that immigrant black nurses also face racial discrimination in nursing employment in Canada (2001).
The idea that is being presented is that discrimination is taking a role in analyzing a person’s work ethic and educational background. This unfair descriptive process was and still is causing issues with native employment.
Satzewich, V., & Shaffir, W. (2009). Racism versus professionalism: Claims and counter-claims about racial profiling. Project Muse, 51(2), p199-226. doi: 10.3138/cjccj.51.2.199
Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
Every year, over 250,000 people make Canada their new home. Attracted by its education system, economy and universal healthcare system, there are few other places in the world like it. All Canadians are guaranteed equality before the law and equality of opportunity, regardless of where they are from. However, some might argue that Canadian policy has not been put into practice as well as it should be. Is the concept of true equality a far-fetched idea? It seems that Canada has taken great measures to promote the integration of immigrants socially, but can the same be said for their integration economically? Politically? To judge whether or not Canada has been successful at promoting the integration of immigrants in these realms, a deeper understanding of Canadian policy must be considered.
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(Croft, Race Powerpoint , 2016). An article indicates that Canada’s aboriginal population suffers worse unemployment than America’s African-American population (Gilmore, 2015). This difference is 3% (aboriginal’s 14% rate and African-American’s 11%) but it’s more significant than that. The difference is that one third of the population barley makes ends meet while two thirds are severely struggling. Another issue in our current Canadian society is that the black race is protesting about the struggles that the Toronto community is facing. These people describe the feeling of living in Canada is at times suffocating (Renwick, 2015)This past year there have been countless news reports of police officers killing people, who happen to have black skin. This has caused the activist movement known as “Black Lives Matter”. One article states that Canadians ignore that fact that we have racism and point our fingers to other countries- specifically America. Many are not willing to admit that this problem exists (Renwick,
The issues that I have with the reading is that its seems like not only is there government legislation that organizations need to consider during the hiring process but the organizations themselves have made the whole hiring process unnatural. I cannot express how many times I have heard individual’s express and somewhat joke that the reason why they were hired by their organization was due to the fact that a quota needed to be met. I think people should feel like they were hired based on their skills and what they have to offer to that particular organization, instead of being a part of a quota being filled. I learned that human resources departments often hire individuals that only fit the organization’s culture. What this means to me is that race is not always the issue but the culture of the person is judge more and analyzed to
Canada (2003), the applicant alleged discrimination with respect to employment on the ground of race and colour. The Ontario Human Rights Commission recognized that employers have a duty to provide a safe working environment to its employees insofar as racial harassment should not be tolerated as it infringes the person’s basic human right to not be discriminated against. The Court determined that racial slurs and discrimination should not be tolerated in any case. Arguably, this case should have been a systemic complaint than an individual complaint even though the court cannot dismiss an individual claimant. The defense put forward, in this case, is of significance as the clean hands doctrine was applied to justify the employers’ action. However, the clean hand doctrine was dismissed as the action of the applicant had no correlation with the issue of discrimination. The employer argued that the appellant did poorly in the interview process and that his intention was not racially motivated. The Ontario Commission acknowledged that there was a problem with the documentation about race and racism. There was a lack of data to support or disprove the claim that the organization’s actions were discriminatory towards racialized persons. Additionally, it is difficult to determine who were receiving good assignments and who were not. This case reassures that a motive is not needed for discrimination to take place as the only thing that is important is the unconscious act itself is racist. Phrased differently, the motivation of the organization is
American labor markets have serious problems in regards to the length of the average work day, maternity leaves, healthcare and benefits; but also discrimination. It is no surprise that discrimination occurs in the work place; but what is a surprise is that discrimination occurs much sooner than thought. A study conducted by University of Chicago professor, Marianne Bertrand, and Massachusetts Institute of Technology professor, Sendhil Mullainathan, concluded that discrimination begins before the interview, and starts with the job seeker’s name.
William A. Darity Jr. and Patrick L. Mason. (2008). Evidence on Discrimination in Employment: Codes of Color, Codes of Gender. Available: http://www2.econ.iastate.edu/classes/econ321/rosburg/Darity%20and%20Mason%20-%20Evidence%20on%20Discrimination%20in%20employment%20(Color,%20Gender).pdf. Last accessed 07 october
Defining discrimination is not an easy task. Choosing between the competing definitions of discriminations has not only been theoretical implications, but also practical implications, because the definition concludes the scope of observed inquiry and appropriate methods for identification and study of the phenomenon. Reason for that is because discrimination is typically considered something hostile to norms of fair and equal treatment in a democratic market society, there are also significant normative implications to defining discrimination. Most definitions of discrimination knot around 2 related yet distinguishable means of defining the phenomenon: intentional discrimination and dissimilar impact. Pager and Shepherd 2008 and Blank, et al.
Discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against. Federal law prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action. (employeeissues.com, 2006)