Workplace Discrimination and Its Impacts
Added on 2020-02-24
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Racial Discrimination 1RACIAL DISCRIMINATION IN THE WORKPLACENameInstitutionCourseCourseTutorCity/StateDate
Racial Discrimination 2Table of ContentsIntroduction......................................................................................................................................2Background of racial discrimination in the workplace....................................................................2Importance of understanding the concept of racial discrimination.................................................3The most affected groups and effects of racial discrimination in the society.................................5Federal and State Laws on racial discrimination.............................................................................6Impacts of racial discrimination in the workplace on the company or organization.......................8Objectives of the action plan...........................................................................................................9Proposed actions in adopting the strategy.....................................................................................10Anticipated Outcomes...................................................................................................................11Timelines and resources required..................................................................................................12Key Risks.......................................................................................................................................13Evaluation Method.........................................................................................................................14Conclusion.....................................................................................................................................15Appendix........................................................................................................................................16List of References..........................................................................................................................16
Racial Discrimination 3IntroductionRacial discrimination is a general term that defines the practice of treating people differently on the basis of their race or color as pointed out by Chung, Gully, and Lovelace (2017, p. 25). Also referred to as ethnic discrimination, racial discrimination is commonly experienced in some workplaces but tend to be so hard to notice. In a systematic review, Halcomb Lewis (2016) points out that ethnic discrimination can be more difficult and subtle to detect such as the failure of an employer to promote an employee on account of their race. Whatever forms it adopts, racial discrimination in the workforce is often strictly prohibited by a number of state and federal laws. This paper evaluates and presents an analysis of the concept of racial discrimination with a focus of various facets of the issue in the workplace. The paper evaluates on the importance of researchon racial discrimination, which is most affected, as well as the impact it has on the society due toinaction. The paper as well presents an action plan that can be adopted with the aim of addressing the issue to ensure the effects it imposes on the society are greatly minimized or eliminated. Background of racial discrimination in the workplaceAccording to Halcomb Lewis (2016), a difficult aspect of racial discrimination in the workplace is that it can occur entirely without being identified or detected. In other words, unless an employer notably admits otherwise, it is difficult to say for sure why they made a particular decision on why they gave a promotion or hired an individual. As a result, there are circumstances when an employer will display a discriminatory intent in the case. For instance, in cases of interviews, it is not recommended that employers ask questions on the race of a prospective employee. In case that happens the employee is not hired, it can be used as evidence
Racial Discrimination 4that race played a certain role in the decision-making process of who is to be selected and who is to be left out. However, Chung, Gully, and Lovelace (2017) denote that such circumstances tend to be rare and it should as well be noted that employers need to permissibly discuss or ask on the race in the affirmative action forms and programs as long as they do not play any part in the decision-making. In most cases, discrimination is relative, and a person will have no certainty on why they have not been hired, unlike the above example. An opinion can be asking the employer about the case who can as well offer any viable reason that is understandable and not on the basis of the race of the individual. Alternatively, Doohee, Muslin, and Mcinerney (2016) point out that in case a lesser-qualified person is promoted or hired than an applicant of another race, it can as well are used as the evidence of racial discrimination in that working environment. On the other hand, thesame study denotes that there are cases when an employer is discriminating without their knowledge. This is possible through the institution of hiring practices, workplace policies, and tests that single out or greatly affects some ethnic communities. However, if it is not validated or not done for legitimate business reasons, the practice could be considered as racial discriminationin case a claim arises. Importance of understanding the concept of racial discriminationUnderstanding the concept of racial discrimination is an essential aspect of both the organizational management and the society. For instance, gaining the required knowledge and skills on racial discrimination enables the organizations charged with the responsibility of dealing with the issue to understand some general exceptions as stipulated in the Equal Opportunity Act 2010 of the international human rights policies Offermann et al. (2014, p. 500).
Racial Discrimination 5According to this act, there are cases where racial discrimination is allowed in favor of certain racial groups as a special measure and a positive step to combating certain identified disadvantages. There are also other cases when discrimination is allowed with the aim of meeting the specific needs of certain groups such as the provision of welfare services targeted at certain races or ethnic groups. For example, Cornwell, Rivera, and Schmutte (2017) denote that ahostel for Vietnam refugee has been allowed in the United States with the aim of restricting employment to the Vietnamese people only as a measure of proving economic empowerment to the war and natural disaster servers. In a systematic study, Doohee, Muslin, and Mcinerney (2016) point out that studying and understanding the general concept of racial discrimination is essential for individual employees, the employer, as well as the whole society. With the knowledge, the management of different organizations will have a clear concept of what needs to be done to eliminate racial discrimination in the working environment. Triana, Jayasinghe, and Pieper (2015) denote that eliminating discrimination from an organization can be a great challenge but helps in improving the chances of battling with former employees in court. It also helps the organization to adopt very creative and acceptable ways of recruiting candidates within the organization in a manner that will show an equilibrium that cuts across the different facets of ethnic groups within the organization. The development of the equal employment opportunity guidelines and policies within an organization is essential in establishing a foundation for a good mission and vision thatwill result in a culture of mutual respect for all the employees.
Racial Discrimination 6The most affected groups and effects of racial discrimination in the society In a study of the impact of racial discrimination in Coca-Cola Company, Offermann et al. (2014) point out that racial discrimination in the workplace greatly erodes the morale and engagement ofemployees. The meaning of employee engagement varies greatly and is subjective, but often described as the enthusiastic approach of the employees to their duties with a genuine interest in positively contributing to the set goals of the organization. Hagelskamp and Hughes (2014) denote that racial discrimination leads to lack of engagement among the workforce, an aspect that can be costly than turnover. The same study denotes that the disengagement of the employees can cost a third to half of the payroll of an organization. In the working environments where racial discrimination is unchecked, it creates a devastating effect on the workforce such as reduction and loss of productivity as well as the poor performance in the organization (Redmond,Pedersen, & Paradies 2017, P. 204). As a result, eliminating racial discrimination is vital in everyorganization with the aim of sustaining a productive workforce to motivate the employees into believing that their employers value their expertise and talents. In a study, Doohee, Muslin, and Mcinerney (2016) point out that words tend to spread very fast in the job-seekers community concerning companies as well as their respective hiring practices. Having a reputation as a company that tolerates or condones an aspect of discriminatory employment practices has the ability to destroy the desire of job candidates during recruitment. With such an idea in the head of the community concerning a certain organization, it will be difficult for candidates to seek job opportunities in the organization. In the end, the organization will end up enticing candidates to join the firm with a salary range that is higher than that of the market (Graham, Belliveau, & Hotchkiss 2017, P. 204). In such cases, the organization stands a
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