Racism in the Workplace - Literature review Example

Racism in the Workplace Name Course Name and Code Instructor’s Name Date Table of Contents Table of Contents 2 Introduction 3 Analysis of Discrimination on Grounds of Racism in Work Place 3 Contextual Overview of Acts of Racism in Work Place 6 Policy Oriented Analysis 8 Policy Framework that Provides Solution to Racism in the Work Place 10 Conclusion 13 References 13 Introduction In managing diversity at work, it is very important to distinguish what amount to diversity to gain quality and productive work. Therefore, diversity refers to unique human qualities that are present to specific group of people or a person in the work place. These attributes of diversity are as follow: race, sexual orientation, culture, age, heritage, mental or physical ability, religious beliefs, educational background, marital status, gender, ethnicity and experience among others (Berkeley, 2012; California, 2012). It is on these aspects that institutions or organization should be aware of the existence of diversity in order to provide a platform upon which any impediment of the factors can be tackled swiftly thus providing efficiency and productivity in the work place. On this pedestal, this paper will provide an overview of diversity in the work place specifically by scrutinizing the issues of racism at the work place and finally provide policy statements on how the matter has been or is to be tackled. Analysis of Discrimination on Grounds of Racism in Work Place Organizations should be aware that any manner of impediment based on the attribute provided should not be condoned in the work place at this time and age (California, 2012). On the issue of racism in the work place, it is openly known that it has existed since time immemorial and persists today. Such factors are what makes the performance of individuals undergoing such torments fall below par and the resultant effect being unwillingness in delivery due lack of motivation. To prove success in the work place mechanisms and framework design has to be in place in order to ensure that work is being performed in an orderly, efficient and effective manner (Berkeley, 2012). Therefore, to deliver on the aforementioned, an organization’s approach has to be devised in an all encompassing manner such that the policies and practices expected in the work place will ensure that things go on swimmingly. Societal dynamism dictates that we are the same community especially in this fast changing age of technology and aspects of globalization. Education has been a transforming tool in the lifestyle of most people throughout the world (Berkeley, 2012). Therefore, comparison cannot be made to the yester year generations, which had, worship segregation and racism in all the spheres of life. We must appreciate that the dictates of society demands that we work on the same horizontal playing field and not be subjected to the barbaric acts of discrimination based on racism. Historically, discrimination in the work place had been rampant even after forceful agitations by the victims (Berkeley, 2012). This persistence was due to the notion inculcated in the minds of the people who felt superior to others in every dimension. Therefore despite the raised alarms and laws being passed that put an halt to discriminatory practices in the work place, people have persistently encounter the same and or unique problems based on the practices adopted by the organizations as well as policies which are not accommodative that are entrenched in their systems (Chima &Wharton). The problem with today’s working environment is more complexity on matters of racial discrimination which emanates from negative individual as well as organization’s actions and attitudes which has resulted to exclusion of people especially the African Americans from taking over in well paying and desirable jobs. This according to Chima &Wharton has subjected the African Americans to human abuse and that if this discriminations and inequality persists, then problems in the social sphere will be imminent (California, 2012). It would subject the people to social injustices and stratified systems that will eventually affect the political, economic and social wellbeing of the African Americans since they are being subjected to unavailability of resources and access to power. Representation of this group of people is mandatory and should be done so in order to facilitate the mechanism by which they could air their views and opinions in a democratic way. According to Better (2008), the theoretical framework that informed racism is examined in three main ideas namely: (1) Economic privilege, (2) Social Privilege and (3) Psychic reward. These have been the grounds upon which racism has thrived in institutions and organizations. A good example is the legalized enslavement of African who was subjected to squalid living condition and hard labour with little or no pay. Therefore, the negative attitudes and stereotyping subjected to the African American as from this has continued persistently (Berkeley, 2012). On the other hand, the Indian natives were forced out of their productive lands to give way for Europeans enrichment. These examples display the manner by which racism took their roots. It has been the practice since then of relegating these minority groups to poor paying jobs (Better 2008). Through this mechanism, economic status of the white has been boosted. In looking at the social systems, the labour market in America had embrace two tier system. This has been used as a method of social stratification (Better 2008). Those at the lower level of the tier perform dirty and unrewarding jobs that have subsequently caused the natives Americans to forego the jobs to the immigrants. This has been indicated by the Centre for Labour Market Studies at North-eastern University that jobs held by immigrants rose to 2 million while for the native fell by 958,000 in the period between 2000 and 2004 (Better 2008). Contextual Overview of Acts of Racism in Work Place Diversity in the work place is an issue that has raised concern over a long period of work. In any organization work place, individual performance has to be examined and appreciated in contributing to the wider goal of success. This however must be guarded also so that individual potential are protected against so possible infamy of racism in the work place (Berkeley, 2012). In America, the most discriminated group in the work place is the African American as opposed to the Caucasians. This has been the system for a long period and its root causes are the slavery nature of their ancestors. The majority group, which is the Europeans (Whites), has taken advantage of their positions and status in society such as to subject these African Americans to oppressive labour practices (Better 2008). They have the stereotypical notions that African Americans are worthless, unintelligent and lazy. These notions have been the basis upon which negative attributes have been conferred to this group of people. This aspect has been followed suit throughout generations to the present age where they still face unique problems of racism based on bad or poor policies, lack of cultural accommodation and negative/oppressive attitudes towards them (Chima &Wharton). There has been constant agitation of equality and equity in every aspect of life throughout the world. To accommodate this sentiments, individual abilities and performance has to be nurtured not based on ethnocentric perspectives but on the culturally relative view (Berkeley 2012). It has been the scheme of the white majority to place their reliance on cultural blindness and deafness to propagate acts of racism (Better 2008). This however has been overcome partly by the enlightenment of more minority groups through education and experience. History has played a major role in critically providing answers to the problems of the past and it is on this basis that institutional transformation in terms of practices and working procedures have been made open and accommodative to every person with no acts of discrimination based on race or other factors as well. Due the negative perceptions on the nature of the African Americans, they have been offered low-level and poor pay jobs in blatant disregard of their potential, ability, education and experience. This has been the form of racism portrayed in institutions and organizations when hiring them (Chima &Wharton). This notwithstanding, at the developmental level in the work place, their achievements and promotions has been reflected or handled dismally leading to poor status representation. In dealing with diversity in the work place, the value systems adopted play a very significant role. It is essential therefore, that an organization should strive to look provide an approach that will appreciate other people’s background be it on skin colour or difference in cultural perspectives (Berkeley 2012). In managing diversity especially on issue of racism, the starting point of any organization policy is to embrace a non-discrimination statement (California 2012). It is on this basis that the surrounding of the organization must be defined to include the affirmation of societal diversity such that individual no matter their origin will be accommodated and recognized as belonging to the community at large. Therefore, diversity should be viewed as an enrichment of the whole society hence enhancing the quality of life. Therefore, with diversity in the work, organizations should place insistence on bringing together people of the organization so as to obtain a productive workforce under a cohesive unit (Anderson 2012). Acts of racism has been prejudicial to this group of people (Better 2008). Institutions and organizations are the sectors that carryout employment of most people and should adopt policies, procedure and practices, which are in line with the standard of expectation of the people in general. It is supposed that in America, every citizen is proffered opportunities that will enable them realize their search for happiness, freedom and dignity (Better 2008). Based on above proposition, though historically the acts and practices of racism in institutions has been deep rooted such that is has been part of the institution’s culture. This has raised a consistent perception of the same acts with indeed are against laid down laws and principles (Berkeley, 2012). These practices has raised the curtain for the white people making way for trampling black or minority people’s rights and dignity by entertaining racial discrimination (Better 2008). Racism in work place is practices and it is provide for instance by Better (2008, p. 68) “that offering lukewarm mentoring to minorities while giving extensive support to newly hired white employees; isolating or reducing social contact with minorities on the job; giving a minority person an assignment without providing adequate support to complete the task. When the minority person fails and/or leaves the corporation, the whites say that the person was incompetent or didn’t seem to fit in.” Policy Oriented Analysis Institutional racism is based solely on the economic value or advantage one obtains (Better 2008). This is encapsulated in the acts of undermining ones capacity and/or dignity in the work place. It has been the used as a tool of subjecting the minority to some form of control in climbing the corporate ladder, which in turn as a result of little pay at the lower level, the institution continues to gain a lot and hence makes profit. To reiterate the position pointed out regarding the African Americans, Asian Americans also undergo the same torments. These groups have portrayed a huge gap in economic disparity (Loury 2002). They have been relegated also to the lower level of the work status. Their salary scale does not match those of their counterparts (Whites) despite the level of education as had been indicated by Better (2008) that 60% of the Asians have the potential of holding a bachelor’s degree but obtain a lower salary of probably $37,040 compared to $42,500 for the Whites. According to Better (2008, p. 68) the white have the tendency of voicing out against discrimination in the work place and calls for the need to embrace diversity yet it has been proven that these sentimental are not compatible with the statistics. Managing diversity in the work place will need proper management of the workplace, which will in turn promote productivity in delivery of service (Berkeley, 2012). It is a common sense that institutions that embrace diversity in work place are at a better position in achieving a lot from each individual employee on talent, innovation, creativity, insight and experience since they are unique. According to Catalyst (2010), the societal dynamism has brought about a heterogeneous society, which is reflected virtually everywhere including the work sphere. It is changes that have subjected many companies to scrutinize their policies and most of the big corporations in the America are following the wind of change with a projection that about 75% have officially instituted this wonderful program of managing diversity in the work place. Corporations had been using bad and discriminatory policies in executing their duties and hence they have posed reluctance in addressing racism. It is only through appreciation and adoption of this new mode of management that such negative attributes will be long forgotten. Policy Framework that Provides Solution to Racism in the Work Place To facilitate the use of diversity in as mechanism of managing work place, it is essential that certain policy framework as provided below be put in place. This will aid in providing directions on which to go to the institutions and organizations when it dealing with managing racism at the work place, which is a part of diversity, enunciated above. These according to Better (2008, p. 70) are: (1) Enlightening Immigrant Policy: On this point, immigration policies must be made flexible in order to accommodate other people a part from the natives to have an opportunity to fend for a living through work. Therefore, a comprehensive framework design must be formulated and/or modified to as part to the human resource scheme in affording better working conditions and opportunity. (2) Affirmative action To proffer equal opportunity in the work environment affirmative action must be used at a certain level since it is known to be the proclivity of human nature not to adhere to principles that does not serve their interest (Berkeley, 2012). This is well depicted in this paper where the minorities are sidelined due to the stereotype notions. On this pedestal, policy statements of institutions can be made to reflect positive steps taken in providing positions as of priority to the minority groups when hiring and carrying out promotion exercises. The use of affirmative action will provide the management with the viable mechanism of accommodating diversity in the work place. (3) Legislative implementation Probably these acts of discrimination in the work place as a result of race have been in existence for a long period. As a result of this, legislations have been formulated to cater for such and have been in place to address the infamy. However since time is of essence, acts of racism in the work place as proved its die hard attributed and still persists to date (Berkeley, 2012). What caused this to thrive is laxity in enforcement of the legislation. The best solution on this premise is to provide for the implementation of the same legislative instruments that address this issue. Good will in enforcing the law must be embraced since it has been the habit of political manipulation that has rendered this legislation dormant. These legislations should provide for equality in rights and opportunities. Therefore, corporations must be put on notice and subjected to comply with affirmative action as well as equal opportunity mandate in work place. (4) Equal Opportunity Since diversity has become a common element in this age of globalization, it would only be prudent that management allows and adopt the mechanism that provides equal opportunity to the work force especially when dealing with the hiring and promoting them (Berkeley, 2012). At this juncture good policies such as affirmative action will aid in formulating procedures that take into consideration all this factors. (5) Popularizing the discourse on diversity management Since every corporation in the world has more than one class or category of people, it follows suit that the practice of managing diversity should be popularized. It is the best mechanism so far that will allow for changing social needs, values and attitudes (Klarsfeld 2010). This approach is considered as an effective and efficient tool in large corporations. The good tiding brought about by corporations that adopt management of diversity in the work place has been reflected in the survey carried out on one-third of the African-American women which indicated that 33% have commended the exercise in that it has created supportive environment and that further 36% attained respect on their cultural background ( Catalyst 2010). On its initial stages it is still a developing process and has to overcome a great junk of impediments and as time goes by this mechanism will realize a potential working force. Based on this proposition, the management of the corporations can embrace the following mechanisms in order to provide productive work force as provides by Catalyst (2010, p. 18) that; (a) Prevent any stereotype sentiments and encourage positive views on others (b) Authority from any quarter of the corporation should not be undermined by other staff members especially if it is being delivered by those of minority group. (c) Always give merit to those who have performed their duties well. (d) Any issue arising with the staffs should be addressed accordingly and that feedbacks should be responded on. (e) Encourage, nurture and protect your employee talents and skills. (f) Provide swift communication channels to all the levels of the work force. (g) Reward good performance and indicate your corporation’s performance expectation. (h) Aid your workers to navigate through the politics and social life of your organization. (i) Develop teamwork and rapport with your staff this can further be encouraged through mutual relationship and trust. Conclusion Managing diversity in the work place must be the policy framework upon which institutions and organization direct their practices and procedures. It is imperative that discrimination in the work place based on racism do defeat the richness with which diversity proffers. It is quintessential that the working class especially those at the elm should adopt new ideas, information and working style such that it will allow equality and equity at the work place. This can be done specifically by allowing merit and experience to be the guiding principles of informing the hiring exercise other than using race, which is just a tool of oppression. Racism should be denounced publicly to inculcate new culture and practices in the working environment. References Catalyst 2004, Advancing African-American Women in the Workplace: What Managers Need to Know, Catalyst. Loury, G 2002, The Anatomy of Racial Inequality, Harvard University Press. D’Souza, D 1996, The end of racism: Principles for a Multiracial Society, Free Press. Klarsfeld, A 2010, International Handbook on Diversity Management at Work: Country Perspectives on Diversity and Equal Treatment, Edward Elgar Publishing. Romm, N 2010, New Racism: Revisiting Researcher Accountabilities, Springer. Better, S 2008, Institutional Racism: A Primer on Theory and Strategies for Social Change, Rowman & Littlefield. Chima, F , & Wharton, W , African Americans and the Workplace: Overview of Persistent Discrimination, Lexington-Fayette Urban County Human Rights Commission, viewed 29 April 2012, Anderson, A 2012, Managing Diversity in the work place, Chron.com, viewed 29 April 2012, University of Carlifornia, San Francisco 2012, Managing Diversity in the Workplace, University of California, viewed 29 April 2012, University of Carlifornia, Berkeley 2012, Managing Diversity in Workplace, University of California, viewed 29 April 2012, Read More