Effects of Racial Discrimination on Workers in Disability Sector: A Qualitative Enquiry

This report discusses the negative consequences of racial discrimination on the performance of employees in the disability sector in New South Wales, Sydney. It also explores the reasons why people still experience racial discrimination at the workplace.

Qualitative
analysis

Table of Contents
Qualitative analysis..........................................................................................................................1
Research Topic: The effects of racial discrimination amongst workers in disability sector, in
New South Wales, Sydney: a qualitative enquiry............................................................................3
Research Question is: Why do people still experience racial discrimination at work place?3
Introduction......................................................................................................................................3
Literature review..............................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

Research Topic: The effects of racial discrimination amongst workers in
disability sector, in New South Wales, Sydney: a qualitative enquiry
Research Question is: Why do people still experience racial discrimination at work place?
Introduction
Racial discrimination is defined as any action that can be intentionally or unintentionally
hurting an employee’s emotions or feelings. This consists of treating an employee unfavorably
because that person belongs to a certain race. The case of discrimination occurs when victim and
the person who has inflicted the discrimination belongs to same race. According to the law,
there are different laws generated for managing safe environment at workplace. There are
different legal rules and regulations developed for different organizations in order to manage
equal treatment for all employees (Carter and et.al, 2017). It is unlawful if a person harasses
another employee who belongs to another race or color. The concept of harassment includes
racial slurs, derogatory and offensive comments for any person. An employment practice or
policy which is applied to people regardless of color or race can be not legal when there is any
negative impact on individual employment. Racial discrimination comes under equality Act 2010
and it is illegal at Australia’s workplace. There are several researches which have concluded that
culturally diverse workplace is best fit for increased performance. When there are employees
who acknowledge differences and experiences of others then productivity and performance
increases. The racial discrimination occurs when an employee feels disadvantaged due to the
reason of color, nationality or ethnic origin. The following report will discuss about the negative
consequences of racial discrimination on performance of employees.
Literature review
According to the viewpoint of Cobbinah and Lewis, (2018), it is concluded that racial
discrimination denies from those from ethnic and racial minority backgrounds. The research
conducted showed that education, age, visibility, gender and rurality are significantly related to
differences within frequency of experiencing the racial discrimination. It affects mental health of
individuals and it creates problem of psychological distress. This study provides an explanation

that poorer mental health is related to volume of discrimination that is experienced. There are
several interventions developed for preventing occurrence of racism and increased mental health
due to racial problems. Discrimination provides range of behaviors as well as practices which
result in avoidable and unfair inequalities within power, opportunities and resources. The
concept of discrimination manifests across violence and illegal actions taken for social exclusion.
Racism is defined as different type of practice, beliefs and prejudices which are involved within
social opportunities and power. Racial discrimination problems effect mental health of people. In
an organization where people from different countries are coming and working together, there is
need to stop any kind of discrimination. People from Asian countries, African countries and
other are discriminated in Australia. This creates problem from them and has negative impact on
their mental health. It is concluded that Australian organizations must enforce laws against racial
discrimination. This will create fear in minds of people who are involved in discrimination
activities. Racism can occur at three different conceptual levels that overlap in practice,
interpersonal racism, incorporation of ideologies and internalized racism. The exposure for racial
discrimination can be concluded as a social determinant for health and it contributes as the factor
of health inequalities. The physical health outcomes consist of increased health and mental
diseases. In context of mental health effects due to racial discrimination, there are several studies
which have concluded that targets are settled at increased risk for developing mental health
problems like depression and anxiety.
As per the views of Goering and Wienk (2018), it is analyzed that there are several theories
associated with racial discrimination. As per the definition of behavior which is based upon
astrictive characteristic including race and ethnic background. There is discrimination which
differs prejudices and stereotypes. These are mental representatives which are summarized as a
group. There are different stereotypes which represent evaluation of different attitude groups.
There are several early theories which locates motives for discrimination in context of
personality and characteristic of different individuals. In context of this perspective, it is seen
that there are different internal motives for a person to have negative attitude towards
intrapsychic factors. As per echoing Freud psychoanalysis, it is interpreted that individuals are
inclined for nationalism, conservatism and fascism. As per the views of Adorno, it is concluded
that individuals with authoritarian personalities, there is development of personalities that
develop different aversion for different authority figures. As per the conceptualization of

prejudice which has changes a lot, it is concluded that social cognition, socialization and group
dynamics are related to ordinary people. There is different subtle discrimination which are
characterized by the consistent observant of Australian countries. These theories tell that there is
transition of overt to convert that is involved as symbolic racism. According to the aversive
racism theory, it is concluded that there is ambivalent attitude that emphasizes upon ambiguities
which are conflicting about minorities and resulting in discomfort. As per the contemporary form
of discrimination rest on the dissociation, it is analyzed that it influences upon behavior and
attitude. There are subtle characters for contemporary bias and there is huge impact of attitude
upon theories of racism. As per the color blind policies, it is stated that white privilege exists.
Figure 1 Racial discrimination
(Source: Racial discrimination in the workplace, 2021)
Gap
If an individual is working in North Wales, unfair dismissal proceedings are commenced by
applying a form F2. This is an application for unfair dismissal remedy in Fair Work
Commission. When there is state or local government involved at workplace, then there is need
for filing application in registry (Varner and et.al., 2018). When there is establishment of eligible
commencement on application of unfair dismissal remedy then there is need for focusing upon

strength. When individuals believe that genuine and legitimate claim is present for unfair
dismissal then people are happy for unfair dismissal.
According to the views of Korous, Causadias and Casper, (2017), racial discrimination
occurs when an individual is treated less favorably or he is not given same opportunity in same
kind of situation. According to the racial act, it is concluded that it is unlawful to discriminate
against a person on the basis of race, gender, age, ethnic origin or immigrant status. This law
helps in managing different employees and potential employees working in the organization. The
example of racial discrimination consists of insisting that different employees are speaking
English as it is one of the common languages used while communicating at workplace. It
includes not employing individuals from a particular racial group as those people are not reliable.
This also consists of not promoting and employing on the basis of assumptions that would not fit
into other employees. There are different type of employees and employers working in the
companies have to follow the regulations developed for racial discrimination. There are different
recruitment processes developed for organizing labor hire companies and recruitment as well as
recruitment agencies. According to RDA, it is analyzed that it is unlawful for discriminating on
the basis of race in provision of services like government departments, banking, insurance,
telecommunication, etc. It is analyzed that direct discrimination occurs when a person is treated
less favorably. There is occurrence of indirect discrimination when service providers or
employers are put in a situation where practices and requirements appear for treating everyone
on same basis. On the basis of anti-discrimination laws, there are RDA which sets out certain
limited circumstances in which there are no unlawful activities for discriminating against an
individual on the basis of race.
As per the views of Small and Pager (2020), an individual who subjects for another person
for racially offensive behavior is primarily focusing upon different behaviors. The RDA outlines
for several things which are against law. Employers are having legal responsibility for taking
reasonable steps for preventing racial discrimination at Australia. These steps include putting in
place different procedures and policies for creating discrimination free environment. It is
unlawful for making and proposing the complaints for Australian human rights commission
about the racial hatred or discrimination.
Phenomenological approach

The concept of phenomenological approaches is associated with personality and it tends for
rejecting several motivational concepts of psychodynamic theories. There are several people who
develop self concepts as well as goals which provide guidance for managing the traits. In context
of racial discrimination, it is analysed that there are different ways for managing encouragement
and motivation so that goals can be attained.
CONCLUSION
From the above discussion, it is concluded that racial discrimination and harassment at
workplace can take in different forms. These activities are initiated by supervisor or co-worker.
Discriminating employees on the basis of race is illegal. Racial discrimination can be said to
occur if an employee makes an inappropriate comment or joke regarding race of employee. If an
employee refers to employee of certain race in slang terms. A common act of such kind of
discrimination is assigning employees of a certain race with different job duties. Employers must
know the importance of stopping racial discrimination at workplace.

REFERENCES
Books and Journals
Carter, R.T., and et.al, 2017. Racial discrimination and health outcomes among racial/ethnic
minorities: A meta‐analytic review. Journal of Multicultural Counseling and
Development, 45(4), pp.232-259.
Cobbinah, S.S. and Lewis, J., 2018. Racism & Health: A public health perspective on racial
discrimination. Journal of evaluation in clinical practice, 24(5), pp.995-998.
Goering, J. and Wienk, R. eds., 2018. Mortgage lending, racial discrimination and federal
policy. Routledge.
Korous, K.M., Causadias, J.M. and Casper, D.M., 2017. Racial discrimination and cortisol
output: A meta-analysis. Social Science & Medicine, 193, pp.90-100.
Small, M.L. and Pager, D., 2020. Sociological perspectives on racial discrimination. Journal of
Economic Perspectives, 34(2), pp.49-67.
Varner, F.A., and et.al., 2018. Racial discrimination experiences and African American youth
adjustment: The role of parenting profiles based on racial socialization and involved-
vigilant parenting. Cultural Diversity and Ethnic Minority Psychology, 24(2), p.173.
Online
Discrimination and racial inequality.2021.[Online]Available through:<
https://www.pewresearch.org/social-trends/2016/06/27/3-discrimination-and-racial-inequality/>
Examples of racial discrimination.2021.[Online]Available
through:https://www.bononilawgroup.com/blog/2018/02/what-are-some-examples-of-racial-
discrimination-in-the-workplace/
Racial discrimination in Australia. 2015.Available
through:<https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-015-1661-1>
Racism.2021.[Online].Available through:< https://humanrights.gov.au/our-work/education/who-
experiences-racism>
Racial discrimination in the workplace, 2021.[Online]Available through:<
https://www.weforum.org/agenda/2017/03/racial-discrimination-in-the-workplace-is-hurting-
people-and-economies-here-s-what-we-can-do-about-it/>

Theories of racial discrimination. 2020.[Online]Available through:
https://link.springer.com/chapter/10.1007/978-3-030-67281-2_3