Racial discrimination involves the act where a person is treated unfairly because of his or her color, race, accent or national origin (Colella & Dipboye, 2012). Racism could be in two different forms. One of the forms of racism is stereotyping, which involves insults, calling names, commentary on the media and the internet. This could either be done directly or indirectly. In Maria’s case, for example, she was excluded from accessing the promotion indirectly. Racism could also be systematic where the rule, practices and policies of a certain organization prevent a certain group of people from accessing different services or opportunities (Colella & Dipboye, 2012). Maria’s case could be considered as stereotyping since there were no set conditions excluding her from the promotion (Rojot & Wheeler, 1992). Racism could also occur in favor of the dominant ethnic groups in the company.
Ethnic discrimination at the work place mainly occurs when a recruitment or promotion decision is being made. This is, however, against the law. According to various federal and state laws, ethnic discrimination is considered as harassment, which is a violation of the law (Colella & Dipboye, 2012). However, in most cases, discrimination at the work place could go undetected unless the concerned individual speaks out. Employers could also be discriminating against certain races and not realizing it. This mostly happens with systematic discrimination whereby, the workplace policies and practices have an effect on certain races (Roscigno, 2007). Decision and policymaking processes should therefore consider the differences among the employees in terms of race, color, sex among other traits.
Discrimination at the work place could take different forms. One of these forms is discrimination based on race and ethnicity. Maria’s case is under this form of discrimination. Discrimination based on race or country of origin is prohibited by the law. Other forms of