Workplace Discrimination Against Minorities

This assignment analyzes the experiences of Asian American, Black, and Latino employees facing discrimination in the workplace. It examines the various forms of discrimination they encounter, including hiring bias, unequal pay, and limited career advancement opportunities. The paper also explores the societal factors contributing to these disparities and proposes strategies for fostering a more inclusive work environment.

Running head: EMPLOYEE DIVERSITY 1
Employee Diversity
Name
Institution

EMPLOYEE DIVERSITY 2
Employee Diversity
Comparison between the Minority Groups
Individual Asian American face discrimination issues at the workplace due to several
issues. At the same time, a significant number of them do not receive much education, thus
limiting their number in the workforce. Consequently, most of them end up in a business where
some of the skills can be mentored rather than acquired through education. On the other hand,
some organizations also discriminate workers from the minority groups whose employment does
not occur frequently compared to the majority case.
Blacks have over time received less adequate education in sufficient numbers thus
leading to the first case of less employment. In greater extents, the blacks receive the worst form
of discrimination due to their distinct color as compared to the rest of the minority groups. The
individuals remain under the minority group that has over time lived and worked in poor
conditions with a few managing to secure top jobs in the nation. The fact that blacks of the same
education level as the whites are more likely to be unemployed and earn less than the whites
indicates the rate of discrimination at the workplace.
Latinos face discrimination based on skin color and ethnicity. In the same respect, the
group remains among the minority both in the allocation of resources and securing of the typical
jobs at the workplace. Several organizations discriminate them in employment due to the large
white minority effect where most of the clients are predominantly white. Latinos face
discrimination based on ethnicity and would in the same case as the rest of the minority face
challenges whenever seeking employment. For a factor, there are fewer job opportunities in their
dominant areas thus forcing them to seek employment elsewhere.

EMPLOYEE DIVERSITY 3
African Americans, Latinos, and Asians face somewhat similar discrimination events
which characterize the type of life they undergo. In the first instance, individuals in the minority
sector live in deplorable condition, attend less equipped schools and undergo some form of
discrimination whenever in the dominant white institutions and social facilities (Steingold,
2017). Therefore, the three groups become disadvantaged in the job market thus causing
problems and a bad image to the employers. In all their settlement areas, little job opportunities
exist thus forcing them to seek greener pastures and basic employment elsewhere. As a result, it
is evident that the individuals suffer from discrimination regardless of the extent.
Challenge of the Groups in the Workplace
The three groups come from the minority teams in the society who mostly work in the
dominant white workplaces. Discrimination based on skin color and ethnicity faces all of the
individuals which affect their rate of employment and deployment to specific areas of work.
Since most organizations serve the dominant whites, it becomes difficult for employers to
promote the minority into positions that may jeopardize the flow of their clients (Espinoza &
Ukleja, 2016). As such, discrimination becomes evident based on the need to market and serve
individuals.
Besides, the issue of low salaries for the people occurs where such groups receive
considerably lower salaries compared to the white colleagues in similar positions in some areas
of employment (Janssens & Zanoni, 2014). The challenge belittles the individuals and makes
them appear less worth. At the same time, they face challenges in representation where most of
them aren’t used in marketing due to the ethnicity and color differences.
Approaches to Foster good Environment

EMPLOYEE DIVERSITY 4
Organizations need to come over and stop discrimination of employees. In as much as
discrimination remains evident, it is upon individual employers to cut down the perception by
embracing change. As such, it is pertinent for institutions of employment to focus on increasing
the number of minority groups through their recruitment and selection opportunities (Barak,
2016). Education is essential towards gaining employment. As such, leaders in workplaces ought
to assist their workers in advancing their education level to demonstrate their ability and talents
that would change the perception in place.
At the same time, employers need to provide a balanced payroll where individuals
working in specific positions receive equal pay in restoring the right image in light of equality in
the global world (Green, 2003). Besides, there is the need to encourage the group by increasing
training opportunities for them to learn and adopt to the dominant culture in embracing a
diversified cultural environment. Consequently, the individuals undergoing training and
development ought to receive promotion and managerial posts to boost their morale and that of
others (Shih, Young & Bucher, 2013). In the long run, it would encourage an increased business
flow in that people from the minority would start and gain interest in doing business with
particular firms. Employers need to embrace diversity and accommodate individuals from all
diverse groups.

EMPLOYEE DIVERSITY 5
References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Espinoza, C., & Ukleja, M. (2016). Managing the Millennials: Discover the core competencies
for managing today's workforce. John Wiley & Sons.
Green, T. K. (2003). Discrimination in workplace dynamics: Toward a structural account of
disparate treatment theory. Harv. CR-CLL Rev., 38, 91.
Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices
fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331.
Shih, M., Young, M. J., & Bucher, A. (2013). Working to reduce the effects of discrimination:
Identity management strategies in organizations. American Psychologist, 68(3), 145.
Steingold, F. S. (2017). The employer's legal handbook: Manage your employees & workplace
effectively. Nolo.