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Racial discrimination at work has been overlooked with the emergence of the information age and globalization. People feel free to move and work from any part of the world as long as they qualify. However, I have realized that the problem of segregation is still common in most occupations, having had a chance to interact with workers who constantly faced harassment from their bosses and colleagues because of their identities. Moreover, the chances of acquiring positions or promotions are very minimal for the non-residents. This research, therefore, aims at identifying ways in which racial discrimination is evidenced in workplaces and the effects it causes to the employees and the organization. One of the main and critical approaches I propose is to use literature obtained from previous studies. In a more or less precise way, Brewster and Rusche, and Semper examine discrimination in an organization and relate it to the entire labor force. On the other and, Lang and Lehmann, and Haughton present their insights and surveys in a more generalized way. They observe the labor market as highly dependent on racial or ethnic perspectives. I will, therefore, use these literature materials and others to explore different definitions and its application in occupational health strategies for the assurance of safety and the associated policies. More so I will involve the evaluation of the extent to which racism has affected the livelihood and the prosperity of businesses and institutions in addition to the response accorded. I believe that the following list of literature materials will be an eyeopener to the basic information and a reliable platform for further research.
In the Journal Article, Brewster and Rusche argue that restaurant servers are driven by racial orientations in delivering their services. According to the authors, there is a strong relationship between discriminatory behaviors among the servers and the overall racially organized workplace. The study is conducted through an analysis of data derived from responses provided by 195 restaurant servers. The responses are further related to the actual findings of the survey involving server-customer relationships. The essence of the study is to identify the effects of working in a racialized environment that is characterized by the stereotypical discourse of racial-based service provision. Additionally, there is little information in Literature that provides explanations of the causes of discriminatory behaviors in a business organization. Notably, all the stakeholders play an important role in the development of racial stereotypes, including the customers, servers, and the management. Although the servers do not willingly or openly discuss their racial attributes with the peers or the customers, the effects are evidenced while offering the actual services or dealing with the managers. However, the survey identifies some suggestions to ways in which leaders can consider to employ in a bid to reduce discrimination or influence racially free working environments.
In her article, Haughton holds that racial segregation is getting deeper as more than a third of all the employees in international organizations face racism. However, the author observes that these forms of discrimination can be felt in any workplace as long as the workers have different racial or ethnic backgrounds. The eventualities are identified as overlooking, undesirable criticism, aggressiveness, and unnecessary blame. Haughton draws her observations from her experiences while working for an investment bank where the blacks were never happy with their work in the hands of the white counterparts. Another vital survey is obtained from 24,000 employees in the United Kingdom. More than 30% of the total number of employees admitted to having faced racial harassment within one year. Essentially, the article aims at presenting ideas and information that may initiate the feeling of inclusiveness at work and various methods of identifying the early signs of racism. According to Haughton, the four signs of racism at work are; stereotyping, hostility, overcritical, and being consistently overlooked. She urges that the employees should embrace unity and equality as racism cannot be terminated by instilling strict company or public policies but remains the role of each individual. She, therefore, defines racism as alteration of personal or group actions based on racial backgrounds and ethnicity, hence, the employee's attitudes towards others depend on their mindset.
Lang, K., & Lehmann, J. (2018). Racial Discrimination in the Labor Market: Theory and Empirics. Retrieved 5 February 2018, from; Lang and Lehmann, explain that there are wage and employment differentials in the labor market where employers use racial orientation as one of the determining factors. The authors use racial theories to assess the wage levels and unemployment. Statistical Discrimination Models are effectively used on the basis of differential observability and productivity to assess the magnitude and pattern of wages across different racial boundaries. However, the empirical data cannot be an effective measure of unemployment. Employment prospects are expressed through Statistical Discrimination Models based on the rational stereotypes that have little or no empirical contents. Nevertheless, the evaluation details the extents of racial discrimination, especially on the issue of wage gaps and the implications of racial theory on the public policy. There is need to review the public policies that govern wages and employment through empirical considerations rather than using the theoretical approach.
Semper M. DNP. (2016). Discrimination Experienced in the Nursi Profession by Minority Nurses. True Stories from Fifty Nurses in New York City. iUniverse
According to Semper, racial discrimination is common in all aspects of life, including schools, streets, and workplaces. The author uses a study survey of fifty practicing nurses from hospitals in the New York City. Through interviews, the nurses provide responses that are based on their true stories that reveal ill-treatment from both the patients and the management. Dr. Semper shares a story of a Hispanic nurse who could not take care of a white patient after the patient rejected the attendance of the non-white nurse. Another case involves a Russian nurse who could only work on night shifts while the day shifts were reserved for the whites. Also, she reveals an incidence when a nurse witnessed an accidental death but her white doctor and manager instructed her not to expose the details of the incidence to anyone. The author intends to identify ways in which racial discrimination dominates health facilities and the nature of the services offered. Moreover, she finds it necessary to explain the sources of discriminatory practices. From the personal experiences of the interviewed nurses, it is clear that racial discrimination is widespread where the non-white nurses and students lack promotions, moral support, and considerations in decision making. All in all, the study provides ways in which discriminatory practices may be reduced. They include; enforcing affirmative action, stricter laws, regulating the care facilities, and creating awareness among the nurses and the students to reduce racism at every level of work.
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