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Diversity & Discrimination in the WorkplaceOther

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Whites and especially men have definitely benefited from slavery and discrimination because racism has become institutionalized. Many people do not realize that are receiving special treatment but the data clearly states that they do on racial grounds.

Although racial differences are superficial biologically, they are highly visible. In many cases people can attribute behaviors on the basis of race because it is visible and this can be felt in an organizational setting.

Jews and Blacks both share the fact that they are minorities and can experience some of the same denial of privileges. However, Jewish individuals are mostly White and it is not as easy to spot the fact there in a minority group visually.

The changes in race categorization between Jews, Irish, and Mexicans are not surprising and show just how arbitrary racial differences can be.

If the differences in performance pay are discussed then there will likely be a level of tension and dissatisfaction that persists in the organization. To avoid this it is necessary to create performance benefits on the basis of an objective performance metrics rather than subjective one's that can be subject to racial biases.

6. I am white and I do know a little about my ethic origin. I really don't know much about the ethnic origins of my white friends however; it just really doesn't come up often. It's visibly hard to tell a White's ethnic origin just by looking at them and all whites are pretty much grouped together.

7. Reverse discrimination may be a difficult perception to overcome in many individuals and it seems like it could be a common myth in regards to it actually occurring. To overcome such objections objective data should be highlighted as the basis for the decision.

The differences in the varying rates become quite large at year ten and even larger at year twenty. For example, at year twenty there is more than a forty thousand dollar difference between a one percent increase and a five percent increase. These disparities would affect all parts of an individual's life including everything from their retirement plan to housing to their children's opportunities.

Chapter 8

Q1-4

1. I have very little experience with American Indians and Alaska Native people. Really the only perceptions I have of these ethnic groups are based on what I've seen in the media. Most of what I have heard has been more about wealth and casinos than of the poverty stricken reservations.

2. I'm not multiracial, however I did know someone from school that was. They did speak of their experiences and they were somewhat mixed. They said that most people treated them normally except for every once in a while they would be discriminated against.

3. Someone that is multiracial can often chose which race they identify with. While most people who appear to be visibly white will also identify as being white, this is not always the case. For example, Plessy was only an eighth black and appeared white but chose to fight for black rights.

4. A police officer might not know exactly which race Tiger Woods was, but they would likely identify him as a Black or at least a general minority. If he was identified as a Black or American Indian he might be suspected of drug use if he was suspected to be White or even Asian he might be given preferential treatment.

EE5. Australia's Indigenous population was estimated to be 669,900 people in 2011, which was 3% of the total population; the majority (79%) of Indigenous Australians live in metropolitan or regional areas; in each state and territory, average National Assessment Program -- Literacy and Numeracy (NAPLAN) scores for Indigenous students across all learning areas in Years 3, 5, 7 and 9 were substantially lower than those for non-Indigenous students in 2013 (Australian Govenment, 2014).

Figure 1 - Education Comparison (Australian Govenment, 2014)

Figure 2 - Income Comparison (Statistics, N.d.)

Chapter 9

1. Gender role socializations can instruct women from an early age as to what their appropriate role is in the workforce. It can be from families, television, churches, or pretty much any institution. These institutions relay information unconsciously to perpetuate an acceptable norm for genders.

2. Organizations need to take a hard look at the organizational systems that either preference men either on purpose or inadvertently. Through careful analysis and transforming the culture women can be given more opportunity.

3. White women are generally advantaged over women of color and can be in a relative position as minority men in the workplace. Women of all races share the fact that they are underpaid relative to men of the same race and that they are socialized into different roles which can also be racial. The socialization of these roles also makes the differences in race and gender persuasive on the surface.

4. I haven't heard of the phenomenon being referred to as the "glass elevator," but I have seen white men being promoted relatively quickly in a certain settings.

5. Women can be aware of what they deserve and be more vocal in insisting on fair treatment. They can also report discrimination in any form whenever it arises to the appropriate bodies.

EE1. I interviewed a female manager in a small business. She said her family was a big supporter of her career and where always pushing her to succeed. She mentioned that she had to generally work harder than the other male candidates in each step in her career. Most of her friends and family are very proud of her and her career. The most notable thing from the brief interview was that she was forced to outperform other individuals in order to receive the position she was awarded.

Chapter 10

1. I think women are held to higher standards which are most likely related to the socialization factor. I think uncommitted men and women probably occur at about the same frequency however women are more visual because of the socialization and the culture.

2. The negative perceptions stem from the responsibility of women to put their children first and their job second. For example, they are perceived not to be able to commit fully to their careers. However, it is possible for them to do both especially with some flexibility in their careers.

3. Men typically have more access to flexible schedules and white and Asian men are the most notable. Older men and men with their own children under six are given the most access to flexibility.

4. There seems to be an expectation for many women to be homemakers in the United States. It seems like child care being unsubsidized is probably related to this somehow.

EE4. Two of the three companies had flexible scheduling opportunities, only one had a daycare assistance program, and all three offer some kind of paid maternity leave after a period of employment of one year. They all have some type of work-family program but they differed in their opportunities.

Chapter 11

1. Different factors that influence the passage of equality in employment legislations undoubtedly include the area's culture and political atmosphere. I am unaware of any legislation that specifically make provisions for sexual orientation discrimination in my area.

2. There is always an opposition to things that challenge a culture norm among a percentage of the population. Some people are just leery of change. This is similar to the gays and lesbians being accepted in the military. One difference however is that there were already gays and lesbians in the military who were hiding their sexual orientation. Many of these people came out and told their stories which helped people to understand how difficult it can be to be a minority and make this transition somewhat smoother.

3. I think in every organization in which I have worked there has been no benefits allotted for anything that was considered outside the realm of traditional marriage. There was a mix of openness and hostility towards people in the GLBT in the organizations that I have been in. It just depends on the individual.

4. The invisibility of sexual preference and religious preference are similar because a person does not necessarily have to reveal their preferences in a professional setting.

EA3. There is no federal law that consistently protects LGBT individuals from employment discrimination; there are no state laws in 29 states that explicitly prohibit discrimination based on sexual orientation, and in 32 states that do so based on gender identity (Human Rights Campaign, N.d.).

Chapter 12

1. The stained glass ceiling is exactly the same as the glass ceiling except for that the barriers are even more rigorous because they have a religious justification.

2. I doubt that religious accommodations are fairly common; especially since it defined as those that "cause undue hardship" which can be interpreted in many different ways.

3. There is a perception that all Arabs are Muslim even though this is clearly not the case.

4. Racial profiling is entirely dependent upon… [END OF PREVIEW]

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