Socio-economic Status and Job Opportunities - Research Paper Example

? Socio-economic Status & Job Opportunities Socio-economic Status & Job Opportunities Introduction Socio-economic status is a term, which is used for the person’s abilities to utilize all the desired resources in their environment, like money, education and job opportunities to achieve a fulfillment in their life. Power and control are essential features to obtain a socio-economic status in a place where there are various competitive forces in the economy. It has been seen that while applying for jobs, individuals are measured in terms of their race and ethnicity, which reduces their opportunities to find good jobs among the equally qualified and experienced job applicants. In this report, the research question is how the socio-economic status relating to discrimination in race, color and ethnic background affects the job opportunities in United States. This question will enable us to identify factors that have an effect on job seekers while they apply for various positions. Furthermore, an analysis will be drawn to reduce the adverse effects of such discriminatory behaviors so that individuals can avail equal job opportunities in the market. Hypothesis Individuals face racial discrimination when they apply for various positions. Due to this reason there are limited job opportunities for them. Hence, there is a need to identify methods, which study discrimination and laws that can prohibit such behavior. Social Economic Status and Racial discrimination In societies where there are low rates of social-economic status then there is lower education, lower job opportunities and poverty, which affect the whole society. In order to have equitable distribution of wealth and to promote a healthy life style it is necessary that the behaviors of individuals are studied, a physical, psychological and familial support is provided to individuals with no racial discrimination so that they can have access to good job opportunities to enhance their standard of living in the society. Sadly, through various studies it has been seen that there is a bias attitude by people in general especially the employment agencies which favor Whites and Latinos more than blacks in their organizations (Roscigno, Vincent, Lisette, Sherry, & Reginald, 2007). Discrimination in Employment Industries Most of the organizations in United States are reluctant to hire African Americans as they are perceived as being unsuitable for their jobs. They have a bias attitude, which is based on superficial beliefs that African Americans are dishonest and irresponsible with less cognitive skills to carry out their jobs effectively (Waldinger, Roger, & Michael, 2003). The attitude of the employers and employment agencies, while hiring, needs to be examined when individuals are applying for a particular job. In most cases whites will hire whites and blacks will hire blacks as Moss, Philip, & Tilly (2001) scholars stated in a report, “businesses where a plurality of managers talk about black motivation are more likely to hire black” (p. 151). Due to this unfavorable behavior of the employer and the employment agencies the socio-economic status of people is being affected deeply. While individuals are seeking job opportunities, wages are also subjected to various classes. According to few scholars (Neal, Derek, & William, 1996) while looking for job opportunities it has been seen that the wages which are being put forward are such that every individual with different ethnic backgrounds will be offered different wage. Whites, blacks and Hispanic are placed in different categories in terms of their wages which is a discriminatory act as the issues in the work place or productivity can be due to lack of skills in the individual and they are not linked with the social background they are coming from (Neal, Derek, & William, 1996). According to Lee, Yueh-Ting, Jussim, & Clark (1995), the employment agencies when advertise or put up jobs opportunities in the market, they already form their opinions based on their beliefs that characteristic features of a group like blacks and Hispanics are unsuitable for the position. These stereotypes are assumptions of the employer, which are inaccurate and biased. However, when the candidates’ profiles are being reviewed during recruitment it is necessary that rational decisions are made which can assess the individual on the basis of equal employment opportunity, their skills and capabilities without any discriminatory acts (Lee, Yueh-Ting, Jussim, & Clark, 1995). It is necessary that these biased beliefs, which are in the minds of employers, be eradicated as it provides hindrance to those individuals who can prosper and provide good outcomes in the society. Economist Kenneth Arrow (1998) has cited that, “Each employer has a very limited range of experience, and so prior beliefs can remain relatively undisturbed. Indeed, to the extent that discrimination takes the form of segregation, then there will in fact be little experimentation to find out abilities….The very fact of segregation will reinforce beliefs in racial differences” (Arrow, 1998, p. 97). Research indicates that while hiring in Los Angles, employers are more inclined towards hiring Latino workers than African Americans (Waldinger, Roger, & Michael, 2003). Chicago employment agencies also favored Latino and Mexicans while Blacks were the least favored of them all. These perceptions are based on their beliefs that Latinos have a submissive nature and they can be controlled. It is believed that black men mostly have a history of criminal records; some say that blacks are more assertive and aggressive in their jobs. Due to this stigma and prejudice, which people are facing when seeking job opportunities it is difficult to sustain an effective social economic status in the society. Even though it is unlawful to show such behavior and is regarded as a kind of harassment, but it is necessary that employment industries are made accountable of their actions. Race and a color do not define a person’s ability to perform their tasks effectively, the judgments should be based on traits, experience and qualification of the applicant so that people can apply confidently and be able to have good quality life for themselves (Roscigno, Vincent, Lisette, Sherry, & Reginald, 2007). Most of the social psychological research provides significant impacts of discrimination and stereotypes on individuals who are seeking job opportunities. These individuals are unconsciously showing resisting behaviors to place themselves in such situations where they have to indulge in a gathering where there is biasness. They evaluate their situations carefully before applying for a particular job even if they feel they are suitable for the position. Methods to study Discrimination The socio-economic indicators, which are present in the labor market, need to be examined so that job opportunities are treated fairly for all individuals. Most of the study is conducted by comparing the wages of whites with the blacks and the minorities. Field experiments are regarded as an effective approach to study discrimination. In this methodology, while individuals are applying for a job, the responses from the employers are recorded by audit methodology, testers, which are used to match the applications of individuals with the job openings. Through this strategy, the characteristic features of the applicant like his age, education, skills and appearance are matched and seen if there is unexplained behavior due to which a person is not being approached. Through this study, it can be estimated how much discrimination is being faced and take measures to control these behaviors (Bertrand & Mullainathan, 2004). At one time discrimination was also studied by a survey which highlighted when an individual applied for a job, his name depicted his ethnicity, being a white he would get a call back for an initial interview, but if he is black it is less likely that he would get the opportunity for an interview call (Bertrand & Mullainathan, 2004). It was seen that African-American even if they had better working experiences and good job profiles, they were not given a job opportunity. It was found that these levels of discrimination across the different states in United States were consistent in all the occupations, which stated “Equal Opportunity Employer”, but acted oppositely. While studying these behaviors one needs to ask if awareness programs of ethnicity and African American people can remove these bias attitudes. From evidences, it has been seen that African American or other people of different backgrounds are treated in this way because they have been persistently neglected over a period of time and the notion that they generally do poorly is based on the fact that they were never given equal opportunity to apply for various jobs in the first place. Some scholars believe that training can alleviate such barriers, but the thoughts of the employers and employment agencies need to be changed. Employment Discrimination Law According to the existing law of United States, any discriminatory practices based on a bias attitude towards hiring, promoting or subjecting the individual to any kind of harassment can result in damages and elimination of the employment agency. Even though under the United States Constitution, the rights of individuals need to be protected and the job applicants be treated fairly. However, in practice these issues are over looked. The Equal Employment Opportunity Commission (EEOC) enforces every employer to provide equal wages, opportunities and rights. Persons who are facing such discriminations can file a suit under Title V11 and issue an administrative complaint to the EEOC so that they are provided justice in the prevailing society. Analysis of the study Through this study, various factors of socio-economic status effecting individuals have been analyzed that are causing hindrances to achieve equal job opportunities in United States. The socio-economic statuses have an impact on job opportunities, but it is necessary to have awareness of these issues so that the best suitable candidates can be shortlisted in the organization to provide good productivity and people can have a quality life in the society as well. In order to hire applicants without prejudice the recruitment agencies need to instill psychometric programs which ensures equality during hiring provides an environment which projects all individual fairly and individuals are screened and shortlisted according to their skills and experience without any personal preferences or negativity towards a person’s ethnic background and origin (Roscigno, Vincent, Lisette, Sherry, & Reginald, 2007). Conclusion While studying the socio economic statuses it can be concluded that there are many factors pertaining in the environment, which play a very influential role while people, are seeking job opportunities. While looking at the data, it can be seen that most of the employment agencies in United States were against few ethnic origins like African American and blacks. However, these issues of discrimination can be eradicated if awareness is brought in the minds of the employers. Even though there are strict laws that protect the rights of individuals, but there are still gaps in people’s mind, which need to be examined. Moreover, there is a need to instill such programs like psychometric tests, which can enable an individual to apply for a job opportunity without a fear of being rejection as the opinions generated through these tests give a fair and honest feedback to the applicant. In the future, there is a need to focus on training and development of individuals who are facing these employment issues and their skills be examined while screening the applicants through effective recruitment programs and software. Much Research is needed to find accountable bodies, which can ensure fair treatments of individuals with different backgrounds. Reference List Arrow, K. (1998). What has economics to say about racial discrimination? Journal of Economic Perspectives, 97. Bertrand, M., & Mullainathan, S. (2004). Are Emily and Brendan More Employable than Lakisha and Jamal? American Economic Review, 991–1013. Lee, Yueh-Ting, Jussim, L., & Clark, M. (1995). Stereotype Accuracy: Toward Appreciating Group Differences. Washington DC: American Psychological Association. Moss, Philip, & Tilly., C. (2001). Stories Employers Tell: Race, Skill, and Hiring in America. New York: Russel Sage. Neal, Derek, & William, J. (1996). The Role of Premarket Factors in Black-White wage differences. Journal of Political Economy, 869-895. Roscigno, Vincent, Lisette, G., Sherry, M., & Reginald, B. (2007). Racial Discrimination at Work: Its Occurrence, Dimensions, and Consequences. The New Black: Alternative Paradigms and Strategies for the 21st Century Research in Race and Etnic Relations, 131-155. Waldinger, Roger, & Michael, L. (2003). How the Other Half Works: Immigration and the Social Organization of Labor. Berkeley: University of California Press. Read More