Race Discrimination and Hiring - Essay Example

Race Discrimination and Hiring Number Faculty Race Discrimination and Hiring Introduction Despite the social advances and the movements towards the modernization of the labor markets, there has been a continuous difference in the earning with the opportunities for some individuals that are from different racial groups as well as gender. The casual observations of any job opening that is posted in the local newspapers generally has been found to reflect the existence of the occupations for which most employers request only female or even men only to be their employees. In some other posting usually the euphemism or ‘good presence is sometimes used to mean some particular racial preferences especially for those that post the job openings (Buckley, 2014). The occupational differences that are linked to the racial differences especially among the white, mestizo individuals as well as the indigenous individuals has persisted because of the existing stereotypes and the prejudices which are reinforced particularly by the differences in the opportunities that each of the race has in the access to education as well as in other assets and aspects in life. On to these differences that are based on the phenotypical appearances and the characteristics as well, cultural differences come in, this is an observable of the differences in their speeches and behavior. The employers are tempted to make their decisions sometimes using their ethnic and racial differences as a proxy measure of many other characteristics that they desire which are quite hard to observe even in an interview setting. Consequently, the employers usually discriminate the people on the basis of their characteristics not just because they have the taste for discrimination but because they use the race as their signaling device on the statistical discrimination (Cihon, 2013). Race Discrimination and Hiring In Peru for instance, there are substantial differences in the occupational structures within the racial and gender groups in which the differences explains much of the wage difference that was documented in Nopo, Saavedra and Torero (2002). Usually, the occupational segregation has also been linked to the differences in the asset ownership for the individuals as well as their families. The occupational differences has been as a result of some sort of sorting equilibrium that could even involve the existence of the discrimination which is possibly statistical or taste-based on the employers or the applicants in their decision for applying only to the occupation that they believe and feel that they have very high chances of being accepted by individual companies (Foote, 2011). In the analysis of the segregation, it has not been possible to identify if the results are caused by the taste or statistical. In a particular study which explored and isolated the first possible reason of the employers decision analysed the hiring process in some specific occupations that used the real job applicants from CIL-PROEMPLEO network, promotion of employment and the job intermediate services of the ministry of labour. In the study, they followed the female and the males in the process of seeking jobs. Notably, the primary focus was on the secretaries, the sales people, administrative assistance as well as the accountants. For the mentioned occupations information captured was basically on racial and gender characteristics of the applicants. Alongside this, considerations on other characteristics that would make one employable in such occupations were also put in place. It was discovered that for every posted job, every applicant had to satisfy the minimum requirements of age, occupational experience and schooling that the firm required in their securing of the jobs (DelPo, 2013). However, by construction, the sample was discovered to have had a reduced variance in the schooling, age and the required experiences as compared to the variable that had been collected at a national level. There still was found a noticeable difference in the income of the families, ownership of some durable assets and even access to private schools. On the other hand, regarding the ethnic and the racial differences of the people there was a considerable heterogeneity in piece of the state that was under the study although it represented only a small portion of many racial diversities that could be found in Lima. The people who typically could be regarded as the whites were found not to seek jobs through the intermediation service while the typical indigenous people who recently had migrated to Lima did not go through the same service either. Generally, the population under study was seen to be typical mestizos that had some degree of heterogeneity (Walsh, 2013). The experiment, therefore, compared the performance of the mesatizo that had similar characteristics in schooling, age and the occupational experience. The heterogeneity of the racial characteristics allowed the scholars to form an interior of the sampled groups of people such that in terms of their comparable differences could be labeled as either mestizos, indigenous or whites. With the collected information from the fieldwork, there were only three units that possibly would be used for the analysis that was, the applicants, interviewers and the posting of the jobs. Specifically the major concern was to quantify the extents of the chances of getting hired by individuals and how it was affected by mainly racial characteristics and gender issues. On interviewing 1557 number of applicants between the year September 2002 and March 2003 who represented different applications for the 435 posted jobs that were offered by 202 different types of firms, it was discovered that in some cases that the initial posting were found to have been cancelled by the firms either because the firm had hired an employee from somewhere else not from the system or because maybe the firm had closed the opening without any hiring for their personal reasons (Scott, 2008). That observation showed that the posting was not considered as a means of acquiring employees. In other posting as well only one applicant was sent to the firm either by a request from the firm or because there could have been no other applicants that satisfied the requirements of the firm at that particular moment of need. These observations had to be left apart for some time since it was not quite easy to detect if it was discrimination when an applicant had no competitor in such a situation. The case of employment based on mainly racial basis has been there for some time now since fifty years ago and is currently sometimes practiced silently for the law prohibits the practice (Cook, 2009). In the process of hiring and searching jobs, there has always been a complex relationship in the aimed wages by the employee, the entry wages, the reservation wages and the racial characteristics of the individual. In the labor markets there exist some sorting mechanisms that operate like the occupation segregation. It is expected that the agents in the system such as the employees, employers and those that seek employment make defined decisions that are based on the assumptions that there at least exist one statistical discrimination within the market. Then, within the equilibrium, it would not appear surprising to come across the differences in the distribution of the wages that are offered as well as the distribution of the unemployment spells due to racial and gender issues. Those people that belong to the discriminated group that anticipate the differentiated segregation have adjusted their beliefs and consequently have gone on with their job seeking process with simply choosing their wages of reservation that are below those of the advantaged non discriminated group. On the other hand in the markets, the employers normally assume that the same beliefs and have known that the people from the discriminated group are ready and willing to accept the low wages that are offered. In this regard, an equilibrium is eventually attained with the beliefs of the people confirming the ex-post that end up creating a typical self-fulfilling kind of prophesy. The theoretical predictions of the search models normally are related to the reservation wages but not exactly aiming wages that an employee’s yarns to be offered once they have been employed. Federal, as well as other states laws, has prohibited the workplace race discrimination. Actually, Title VII is a federal law that sternly forbids the act and it has been on the books closely for fifty years now. Apparently, a number of the employers have not yet gotten the clear message since the racial discrimination has persisted more often than anyone would believe indeed the most common sort of discrimination the employees report to the Equal Opportunity Commission a federal agency which normally enforces the Title VII in the federal state. Normally discrimination most of the time it exacts quite a high price that is from both the victims as well as the companies that allow the vice to occur. Lawsuits in the recent past has proven the point as colossal companies have been forced to pay the victims a compensation of billions of dollars to for the discrimination that is based on racial grounds as well as paying for their own complicity in encouraging and allowing the atmosphere of racial discrimination flourishing in their respective workplaces. Conclusion The law in most states seriously forbids the race discrimination for every aspect of employment that includes hiring, promotions, firing, and training in jobs, termination as well as in discipline. In case, an employer singles out an applicant from a particular race on less favorable treatment known as a desperate treatment an action once the report is taken with immediate effect. However, racial discrimination can sometimes be subtle and quite difficult to be detected like when an employer fails to hire or even promote individuals on the account that they belong to different races. One among the most difficult aspects of the racial discrimination in the workplace has been that mostly it can happen without being detected. Actually, unless the employer personally admits it is difficult to state that they made a decision on hiring a particular person or in the cases of promotion. However, there are some exceptional instances that could clearly be seen to display intentions of discrimination such like; when in an interview the employer typically should for reason ask question about an employee’s race, if it happens so, and eventually decides not to hire the employee it directly serves as evidence that the race mentioned played a role in his decision on whether to hire them or not. The employers may be so discriminating and sometimes not easy to recognize. Others institute hiring practices, workplace policies or even tests that single out or cause a greater impact on certain other races. Usually, if not done for could be legitimate business reasons or properly validated, the practices could as well be taken as racial discrimination, and an immediate claim should be raised. References Buckley, J. (2014). Equal employment opportunity compliance guide. [Place of publication not identified]: Kluwer Law International. Cihon, P., & Castagnera, J. (2011). Employment & Labor law. Mason, OH: South-Western Cengage Learning. Foote, W., & Goodman-Delahunty, J. (2011). Evaluation of workplace discrimination and harassment. New York: Oxford University Press. DelPo, A., & Guerin, L. The managers legal handbook. Walsh, D. (2013). Employment law for human resource practice. Mason, OH: South-Western Cengage Learning. Scott, R., Petrosino, C., & Cooperman, J. (2008). Physical therapy management. St. Louis, Mo.: Mosby/Elsevier. Cook, M. (2009). Personnel selection. Chichester, UK: Wiley-Blackwell. Read More