Workplace Discrimination and Its Impacts

This assignment requires students to research and analyze the issue of workplace discrimination. Students must draw upon provided academic articles to understand different types of discrimination, its impact on individuals and organizations, and legal frameworks addressing these issues. The goal is to demonstrate a critical understanding of workplace discrimination through evidence-based analysis and insightful commentary.

Racial Discrimination 1
RACIAL DISCRIMINATION IN THE WORKPLACE
Name
Institution
Course
Course
Tutor
City/State
Date

Racial Discrimination 2
Table of Contents
Introduction......................................................................................................................................2
Background of racial discrimination in the workplace....................................................................2
Importance of understanding the concept of racial discrimination.................................................3
The most affected groups and effects of racial discrimination in the society.................................5
Federal and State Laws on racial discrimination.............................................................................6
Impacts of racial discrimination in the workplace on the company or organization.......................8
Objectives of the action plan...........................................................................................................9
Proposed actions in adopting the strategy.....................................................................................10
Anticipated Outcomes...................................................................................................................11
Timelines and resources required..................................................................................................12
Key Risks.......................................................................................................................................13
Evaluation Method.........................................................................................................................14
Conclusion.....................................................................................................................................15
Appendix........................................................................................................................................16
List of References..........................................................................................................................16

Racial Discrimination 3
Introduction
Racial 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 work
places 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 research
on racial discrimination, which is most affected, as well as the impact it has on the society due to
inaction. 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 workplace
According 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 4
that 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, the
same 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 discrimination
in case a claim arises.
Importance of understanding the concept of racial discrimination
Understanding 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 5
According 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 a
hostel 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 that
will result in a culture of mutual respect for all the employees.

Racial Discrimination 6
The 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 of
employees. 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 every
organization 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

Racial Discrimination 7
very high chance of losing the employees in case they design to resign as a result of workplace
discrimination.
The occurrence of racial discrimination in the workplace, as well as ensuing conflicts due to
discriminatory employment practices, can be dishearting and demoralizing for the employees
thus leading to a low turnover. Cornwell, Rivera, and Schmutte (2017) point out that employees
offended as a result of discriminatory behaviors such as promotions within the workplace
ultimately look for other opportunities in other organizations, an aspect that can lead to the
organization losing a productive employee. Turnover has both intangible and tangible costs
including increased cost of hiring and loss of productivity as a result of unfilled job vacancies.
Federal and State Laws on racial discrimination
According to Gilles (2016) federal and state anti-racism laws were formed since most employers
had the habit of treating applicants as well as employees unfavorably on the basis of their races
or ethnicity. The Civil Right Act was passed by the international human rights in 1964 with the
aim of eliminating segregation and racial discrimination in the developed and developing
countries. The same study denotes that it shall be considered an unlawful practice in case an
employer;
i. Fail to refuse to hire, promoting, or discharging an individual or otherwise
discriminate against an individual concerning their terms, conditions, employment
privileges, on the basis of their race, religion, sex, national origin, and color.
ii. Limits segregates or classifies applicants for employment or employees in any
manner that can deprive any individual the employment opportunities or has a diverse

Racial Discrimination 8
effect on the status of the employee on the basis of their race, color, national origin,
or sex.
In the adoption of the above laws, Stephens (2014) points out that federal and state law was since
adopted with the aim of ensuring that racial discrimination is not practiced in the organizations
within their national jurisdictions. However, some modifications have since been made on the
basis of the management functions and styles adopted concerning the employee's concerns.
Termed as the Title VII laws, the federal law prohibits any employer from;
• Refusing or failing to hire an employee on the basis of their race
• Providing employees with lesser benefits on account of their racial origin
• Failing to provide promotions, opportunities, or benefits to an employee on the basis of
their race
• Segregating or improperly classifying employees and applicants by race
On the basis of the same lines, employment agencies do not easily make decisions or work
assignments or referrals on the basis of the race an employee belongs. In the same manner,
organizational representatives and labor unions are not allowed to expel individual or even refuse
their membership on the basis of their race. Graham, Belliveau, and Hotchkiss (2017) as well
identify that the state anti-discrimination laws as well prohibit racial discrimination in the
workplace. According to the study, the state legislation covering discrimination in the workplace
is fairly widespread and tends to mirror federal law to prohibit any form of discrimination on the
basis on the racial origin of an individual. However, the primary differences between the federal

Racial Discrimination 9
and state laws are in the procedures adopted as well as the agencies contacted in claiming
discrimination.
Impacts of racial discrimination in the workplace on the company or organization
Organizations that tend differentiating their workforce by race get into a high risk of losing
patrons, customers, and financial support. It is likely that the organization may as well suffer
from a decrease in notoriety, outrageous lawsuits and fines, as well as an outcome of
demoralized employees within the workplace as pointed out by Hagelskamp and Hughes (2014,
p. 552). In many cases, the party accused often tries to cover up their wrong doings by accusing
the employees the employees of incompetence or blaming their loss of a job on the budget cuts
in the organization. In a systematic study, Stephens (2014) asserts that unethical behavior in a
workplace puts the company at the risk of losing financial support from the community where
the business is located. With the nature of competitiveness in the global business, it is evident
that the world of the business s drastically changing and the employees are not ready to take a
damn on any form of racial discrimination.
According to Triana, Jayasinghe, and Pieper (2015), many companies found guilty of any form
of racial discrimination often experience loss of the customer base and faces huge fines and risk
from law suits. The study denotes that many organizations have given out millions of dollars for
such fines to the employees who have felt victims of the act of racial discrimination in the
organization. In other words, racial discrimination within the company will not only make it lose
the good name it has worked for in a long time but will as well cost them their employees,
customers, time, and financial resources that will at the end be a big loss to the business.
Offermann et al. (2014) also denote that racial discrimination creates unhealthy workplace. Once

Racial Discrimination 10
it has occurred, the remaining employees will as well get the fear of the likelihood of the same
happening to them hence creating depression and fear of job loss, an aspect that creates high
levels of personal anxiety. The resulting impact is a decrease in the employees’ morale towards
their duty hence a decrease in the overall productivity of the company.
Objectives of the action plan
In every federal jurisdiction, some laws and policies often adopted in governing or protecting the
employees from discrimination in all the necessary stages of employment (Cobb & Stevens,
2017, P. 304). These include areas such as dismissal, working terms and conditions, recruitment,
training and development, and promotion of other factors as pointed out by Hagelskamp and
Hughes (2014, p. 550). The same study denotes that it is essential to understand that race
includes descent, color, ancestry, nationality, and ethnic background among other characteristics
that can be associated with a particular race. Cornwell, Rivera, and Schmutte (2017) also point
out that commitment to a proper racial discrimination policy in an organization requires
unwavering effort and support from the highest level of leadership from the organization that
will then trickle down to supervisors, managers, as well as the other staff.
In a systematic study, Gilles (2016) denotes that in many cases, 67% of the affected employees
tend to be afraid of reporting cases of racial discrimination as a result of reasons related to the
possible consequences of the results that come by at such as financial support for other reasons.
As a result, this paper advocate for Digital Anti-Racism Strategy 2017-2020 as an action plan
that will focus on reaching the communities including the employees and respective
organizations as well as employers. To effectively deliver the strategy, the students will
implement three primary directions that were developed in consultation with the group members

Racial Discrimination 11
and the community and are founded on evidence-based practices that are commonly experienced
in many organizations. In other words, the three primary directions will be strategized as the
SMART objectives of the actions plan. As a result, the primary objectives of the Digital Anti-
Racism Strategy 2017-2018 include;
• Raising understanding and awareness of racial discrimination
• Strengthening the students’ organization capacity towards professionalism that is free
from discrimination.
• Achieving healthy working environments free from racism.
Proposed actions in adopting the strategy
Digital Anti-Racism Strategy 2017-2018 is the action plan that will be adopted to curb racial
discrimination. Understanding and awareness of racial discrimination will be achieved by
delivering direct-participation programs with the aim of increasing positive behavior and attitude
in the workplace as well as training and development of employees towards the need of anti-
racism in the workplace. Strengthening the students’ organization capacity towards
professionalism that is free from discrimination will be achieved through delivering pro-diversity
messages on behalf of the ethnic minorities and culturally diverse employees. Achieving a
healthy working environment that adapts not a form of racial discrimination will be achieved
through supporting local agencies such as libraries and student clubs to adopt the nature of
creating places free from racial discrimination and embracing diversity, mutual respect, and
positivity towards each other. It will as well adopt the use of case study examples of other
successful communities and organizations that embrace diversity and the resulting impacts in

Racial Discrimination 12
such areas. Achieving these proposed actions will require the adoption of two primary action
plans;
i. Reconciliation Plan- the action plan will set the direction for the group to make
meaningful reconciliation contributions with students as well as the employee’s
community in various targeted organizations. The action plan is aimed at building on
reconciliation achievements while establishing actions that embrace diversity with the
aim of building a positive attitude of the community toward good relationship and
respect.
ii. Multicultural plan- It is an action plan that with the focus on building on the history
of community achievements in the multicultural affairs to encourage diversity in
service delivery, advocacy, collaboration, and engagement.
Anticipated Outcomes
In preventing the possible risks that the organization may undergo as a result of racial
discrimination, it is essential that is be prevented other than dealing with it has occurred.
Cornwell, Rivera, and Schmutte (2017) denote that in the attempt of preventing racial issues with
the future workforce, there is a need for the organization to adopt new strategies of employees’
orientation having a zero tolerance of discrimination policy that can result in a termination in the
case of violation. The action plan hence adopts anti-discrimination policy within the employee
handbook. The focus is hence training the employees on the effective ways of avoiding racial
discrimination at all cost along with their line of professionalism. The plan also focuses on
training the employees on racial discrimination with the aim of adopting ethical policies that will

Racial Discrimination 13
be acceptable for the employees, the federal and state, the employees, as well as the overall
performance of the organization.
In doing this, the anticipated outcome include promoting group activities and teamwork that will
have a shift in focus to a better contiguous workplace that allows the co-workers to mingle
(Gilles 2016, p. 1532) freely. In that way, they will learn to know the personality of each other
with the aim of creating a healthy and non-discriminating staff. With increased awareness of the
need for a free working environment, the key outcomes anticipated will be a more diverse
working environment that accommodates individuals with different skills and knowledge that ill
at the result to productivity improvement within the workplace. In other words, the anticipated
outcomes of adopting the action plan include;
• A boost in the protection and promotion of human rights and respect for employee
dignity
• Increased anti-racism awareness, anti-discrimination and equality issues among the
private and public officials and civil society with a mobilized support from the diverse
community arena
• A documentation of updated information regarding racial discrimination and promoting a
more comprehensive assessment of the strategies aimed at combating racial
discrimination
• Addressing the major issues and concerns of employees facing racial discrimination
• An increased coherence and effectiveness of measures against racial discrimination

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Timelines and resources required
Adopting the action plan will be carried out in a projection of 18 months with a classification of
every strategy or step action as indicated in table 1.
Table 1: Action plan and the prospected timelines as per the anti-racism strategy
Action Plan Timeline Resources Required
Delivering direct-participation
programs
1 month - Trained experts on specific areas of racial
discriminations
Training and development of
employees
4 months - Financial support
Delivering pro-diversity
messages
4 months - Volunteers from the community
Supporting local agencies
such as libraries and student
clubs
6 months - Interview questionnaires
Evaluation process 3 months
Conclusion recommendation
and closure of the project
1 month

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Key Risks
In raising concerns to any form of racial discrimination, it is important to note that both the state
and federal level deadlines are key issues to consider. According to Offermann et al. (2014),
there are often very strict deadlines or timelines for the report and filing of racial discrimination
claims. In case an employee feels he or she has been discriminated against, they not o hesitate
their employment attorney in their areas of discussing their situation, a process that can be started
with a free initial claim of the review.
Evaluation Method
All through the implementation period, the process will implement both internal and external
governance and monitoring strategies to ensure that every action plan is adapted to the
completion as per the requirement. Upon complication of the exercise, an evaluation report will
be presented for review by all the group members. The evaluation process will take place as
stipulated in table 2.
Table 2: evaluation strategy for different action plans in implementing the anti-racism strategy
Action plan Evaluation strategy
Measuring attitudes toward racism and cultural
diversity
Minimum of 30% completed survey by the
staff
Training and development awareness for the
employees and the community
A minimum of 20 individuals complete
training

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Developing initiatives encouraging public and
open space that is free from racism
Successfully delivering a social awareness
campaign
Providing resources that will support clubs and
associations towards enhanced inclusiveness
and anti-racism.
Feedback sorted and evaluated from the
associations and clubs
The group wins resources with at least two
local student clubs within the first month of
implementation
Successful evaluation A comprehensive report is compiled in relation
to every objective.
.
Conclusion
From the above analysis, it is a clear evidence racial discrimination is dangerous to the
sustainability and organizational performance. As a result, the elimination of discrimination can
be a good step in ensuring the organization is mitigated from potential liability for possible
allegations of unfair practices. In many cases, both small and large organizations face the risk of
bankruptcy as a result of fees on legal counsel for defending the employment actions of the
company in addition to other settlement costs involved. It hence means that the elimination of
racial discrimination is an essential step for any organization with the aim of creating a
workplace that values workforce diversity. The action plan suggested will thus be helpful in
ensuring that the organization complies with the state and federal recruitment and employment
laws prohibiting any form of discrimination as a fundamental step to eliminate racial
discrimination.

Racial Discrimination 17
In adopting the action plan, it is recommended that the organization develops human resources
solutions and practices with the aim of sustaining diversity in the working environment to
effectively achieve a diverse community of employees who will work towards the goals of
ensuring success. In other words, it is possible to avoid racial discrimination in the workplace by
ensuring the employers abide by the federal and state laws against discrimination, providing
proper training for the workforce. It is also essential to create awareness with the aim of
achieving a non-discriminating work environment that applies a zero tolerance policy in any
form of discrimination in all the aspects of the organizational operation. However, there can be a
few cases of exceptions such as when there is a need for offering employment to an individual of
a particular race or ethnic group with the aim of maintaining authenticity or credibility in certain
carriers such as modeling performance, artistic work, and drama among others.
Appendix
Summary of the Social Action Plan
Social Action Plan
Team Members: --------------------
Description of the Issues: Racial Discrimination in the Workplace
Objective 1:
Raising
understanding
and awareness on
racial
discrimination
Proposed
Action
Timelines Key Risks Evaluation

Racial Discrimination 18
1. Delivering
direct-
participation
programs
One month Other employers
may not be
willing to
participate in the
bid of being
guilty of racial
discrimination
The group wins
resources with at
least
organizations
within the first
month of
implementation
2. training and
development of
employees
For months It is difficult to
get enough time
for training
unless scheduled
through the
organization
A minimum of
20 individuals
complete training
Objective 2:
Strengthening
the students’
organization
capacity towards
professionalism
that is free
Proposed
Action
Timelines Key Risks Evaluation
1. Delivering pro-
diversity
messages
Four months It is a limited
process that can
reach only a
minimum
number of the
target population
It will be
evaluated upon
the positive
response of the
community
towards the
objective of the
message content
Objective 3:
Achieving a
healthy working
environment that
adopts not form
of racial
discrimination
Proposed
Action
Timelines Key Risks Evaluation
1. Use of case study
examples on
other successful
communities and
organizations
that embrace
1 weeks Not all case
studies can be
relevant to every
target group or
organizations
thus requires
Feedback sorted
and evaluated
from the

Racial Discrimination 19
diversity and the
resulting impacts
in such areas.
scrutiny of the
possibility
associations and
clubs
2. Supporting local
agencies such as
libraries and
student clubs to
adopt the nature
of creating places
free from racial
discrimination
6 months Not every
student often
participates in
the club,
meaning that
there is a risk of
a large number
not being
reached.
Successfully
delivering a
social awareness
campaign

Racial Discrimination 20
List of References
Graham, M, Belliveau, M, & Hotchkiss, J 2017, 'The View at The Top Or Signing At The
Bottom? Workplace Diversity Responsibility and Women's Representation in Management', ILR
Review, 70, 1, pp. 223-258, Business Source Premier, EBSCOhost, viewed 26 August 2017.
Redmond, J, Pedersen, A, & Paradies, Y 2014, 'Psychosocial predictors of antiracist bystander
action toward Indigenous Australians', Peace And Conflict: Journal Of Peace Psychology, 20, 4,
pp. 474-490, PsycARTICLES, EBSCOhost, viewed 26 August 2017.
Ferguson, J 2016, 'Racial Diversity and Union Organizing in the United States, 1999–2008', ILR
Review, 69, 1, pp. 53-83, Business Source Premier, EBSCOhost, viewed 26 August 2017.
Cobb, J, & Stevens, F 2017, 'These Unequal States: Corporate Organization and Income
Inequality in the United States', Administrative Science Quarterly, 62, 2, pp. 304-340, Business
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Stevens, F 2014, 'These Unequal States: Corporate Organization and Income Inequality in the
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EBSCOhost, viewed 26 August 2017.
Aslund, O, & Skans, O 2010, 'Will I See You At Work? Ethnic Workplace Segregation In
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viewed 26 August 2017.

Racial Discrimination 21
Chung, Y, Gully, S, & Lovelace, K 2017, 'Predicting readiness for diversity training: The
influence of perceived ethnic discrimination and dyadic dissimilarity', Journal Of Personnel
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2017.
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Administration, 38, 4, pp. 414-437, Business Source Premier, EBSCOhost, viewed 26 August
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Gilles, M 2016, 'Class Warfare: The Disappearance Of Low-Income Litigants From The Civil
Docket', Emory Law Journal, 65, 6, pp. 1531-1568, Academic Search Premier, EBSCOhost,
viewed 26 August 2017.
Hagelskamp, C, & Hughes, D 2014, 'Workplace discrimination predicting racial/ethnic
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August 2017.