Racial Discrimination in Workplace - Research Paper Example

Racial Discrimination In Workplace Racial Discrimination In Workplace Introduction Racial discrimination or racism in the workplace is an act in which an individual’s race and or color of skin is used as a factor in determining employment related activities such as hiring an individual, promoting an individual as well as firing an individual from his/her current position. Racism is workplace has existed for several years and those who become victims of racism mostly belong to those races that are considered as minorities in a particular region or nation. It is not necessary that racism is carried against individuals who belong to the minority groups, in recent years, individuals who form the majority population of a particular nation have even been subjected to unfair employment practices as result of their color. This form of racism is regarded as reversal of racial discrimination. Racism has been a part and parcel of workplaces located in the region of United States of America and this resulted in definition of racism at workplace by the legal arena of America. Under the Title VII of the Civil Rights Act of the constitution of the United States of America, employers are restricted from not providing equal employment opportunities to individuals on the basis of their membership with a particular racial group and due to any race related factors such as color of skin as well as hair (Fields, 2001). In the field of sociology, racism is defined as orderly application of prejudice that is racial in nature by one group or members of the society on another group or member of the society (Bonilla-Silva, 1997). The research paper will focus on the prevalence, causes as well as impact of racism on workplace environment as well as people working with the workplace. Prevalence Over the years there has been a lot of effort to reduce racism in the workplace with the assistance of the legal arena. This has helped in decreasing the prevalence of racism that is quite observable in nature. But even in the 21st century racism still exists and although observable form of racism has declines, covert or subtle form of racism still exists. During the period of 2009, the commission of Equal Employment Opportunity (EEOC) claimed that alone in the year 2008 they were obtained complains regarding racial discrimination in different workplace and these complaints totaled to more than 34000 (Paludi, 2011). These 34000 complains only reflect the figured of complaints that were registered with the EEOC and huge number of complains or incidences of racial discrimination in the workplace are not registered. Stated previously that those who are being mostly discriminated on the basis of race or skin color fall in the category of racial minorities, during the period of 2007 a study was conducted by Bergman who reported that more than 40 to 76 percent of the employees who belong to minority racial groups experienced at least one incident of racism within a complete year (Bergman, 2007). Buchanan even reported that racism targeting minority groups is mostly experienced by male and female population belonging to the Africa-American racial group or by those males and females who have a darker skin tone (Buchanan, 2008). A study conducted by Krieger during the period of 2006 exhibits that males are mostly victims of racism that is quite observable in nature as compared to the female victims (Krieger, 2006). Racism In Workplace Human beings in general tend to have higher likeness towards those who belong to their own groups and due to this these individuals may be considered as competent over individuals belonging to other races. Due to this leniency in treatment towards those who belong to the preferred racial group may be shown while those belonging to the other racial groups may have to face strict rules at the time when they are analyzed for promotion within the organization (Katz, 2004). Racial discrimination incidents are quite prevalent while practices relating to hiring individuals for a particular position take place. Brief conducted a study on racial discrimination practices at the time of employing an individual to a particular position and figured out that the people belonging to the white race have a higher chance of being selected for a particular position as compared to the people belonging to the black race and discriminatory practices during recruitment and selection process have become quite covert in nature (Van, 2003). Brief further figured out that 20% of the individuals who belonged to white and black race had equal knowledge, skills and abilities but employers preferred those individuals who belonged to the white race over those who belonged to the black race (Hall, 2008). Employers may choose the method of word of mouth to spread the news regarding a vacant position and in doing so they might inform people belonging to their own race regarding a particular position and due to this those belonging to minority races may not be informed regarding such positions. Racism is not only practiced while making hiring decisions, it is even evident during decisions related to employee benefits offered by the organizations. There is significant amount of difference between the wages that are offered to individuals belonging to minority races as compared to the majority counterparts. For example: A study was conducted by Bendick during the period of 1994 wage disparities in connection to racial discrimination (Trotter, 2004). The researcher identified that individuals belonging to majority race (white individuals) were offered more than 15cents/hour as compared to the wages offered to individuals who belonged to the minority groups (black race) even when both the individuals had similar kind of qualifications. Employees even have a tendency to conduct racism within them while creating socializing groups with other employees. Employees belonging to a certain race may feel comfortable in making a work group with those individuals who belong to their own group and due to this those belonging to the other races may be ignored during group formation. This is mainly due to lack of diversity training as diversity training can help individuals from one race in understanding the language as well as perception from individuals belonging to other racial groups. Impact Of Racial Discrimination At Workplace Racial discrimination does not only impact the individuals who are experiencing discriminatory practices, it even ruins the entire environment of the organization. During the period of 1979, a study was conducted by Kanter in relation to organizational sponsorship and how it is impacted by racial discrimination (Alvarez, 1988). Organizational sponsorship is denoted as the structure of opportunities of an organization that leads to growth of career of those working for the organization. Kanter identified that due to racial discrimination experienced by the disadvantaged groups, the access to these career related growth opportunities declines for the advantaged group as compared to the availability and access to these resources for people belonging to the advantages racial groups (Alvarez, 1988). This is mainly because these opportunities such as trainers, as well as coaches who help individuals attain career advancements are likely to belong to the majority racial group (white population) have a tendency to select protégés who share mutual characteristics of the mentors in respect to societal background and even because they select protégés who they themselves can easily identify with. Not only the lower level employees experience the next effects of racial discrimination, even those who are in the higher levels of the organizations feel the heat. A manager can never be a successful manager until there are subordinates who work under his/her guidance for the success of the organization. This means that a manager’s career is even dependant on the relationships that they maintain with their own supervisors such as the heads of different departments who they report to. Racial discrimination experienced by manager’s belonging to the disadvantaged racial groups can negatively impact the support these managers have from their own supervisors especially in the case of nature of assignments that result in the development of managers. During the period of 1986 a study was conducted by Jones in which he recorded that out of the sample size of 100% only the 15% of the black managers felt that they were being supported by the immediate supervisors (Jones, 1986). Alderfer supports the findings of Jones and states that managers belonging to the African-American racial groups perceive that they are less likely to attain information that can relate to career advancements as compared to their white counterparts (Alderfer, 1980). Racial discrimination even negatively impacts the power and authority that is experienced by individuals working in an organization. Power and authority in organizations is categorized as discretion a worker has to use his/her own potential in making decisions and working on different assignments assigned by the organizations. The level of discretion that an individual working in an organization has, directly impacts the job satisfaction of these employees. McClelland’s need based motivation theory states that if employees are allowed to work on their own and take decisions regarding how their work needs to be performed, they are more likely to experience job satisfaction (Gaines, 2012). A research was conducted by Slocum during the period of 1972 in which the researcher identified that certified public accounts belonging to the black race believed that they had lower amount of discretion in working on their tasks as compared to their white counterparts and due to this their job satisfaction level were quite low (Slocum, 1972). McClelland’s theory of need based motivation even states that need for belongingness is one factor that motivates individual and those individuals whose need for belongingness is satisfied at their workplace even experience job satisfaction (Gaines, 2012). An individual’s affiliation needs can be satisfied through his/her membership within informal groups created inside the organization with other peers. Racial discrimination can decrease an individual’s membership in informal groups and thus may leave his/her need for belongingness unsatisfied. During a research was conducted by Nixon during the period of 1985 in relation to racial discrimination and participation in informal groups within work settings. The researcher identified that 56% of those managers who belonged to the minority race (black race) believed that their participation in informal groups was very low or they were not allowed to be a part of these informal groups at all. As stated earlier, racial discrimination does not only negatively impact those who are being victimized by this form of discrimination, it even ruins the working environment of the entire organization. Racial discrimination is one of the causes of hostile working environment or racial discrimination leads to creation of such a working environment in which employees working within an organization experience harassment and torture at their workplaces and due to this behavior the employees become afraid of working in a particular organization and tend to remain absent from their working environment or set out to look for new positions (Paludi, 2011). Working environments do not only become hostile as a result of racially discriminatory practices carried out by employees at the same level. The racially discriminatory practices conducted by managers and supervisors even lead to creation of hostile working environment for employees. Activities such as imposition of unnecessary disciplinary policies, reduction in working hours, and decrease in wages or demoting employees on the basis of their racial identify even lead to creation of hostile working environments. Case Example In the history of United States of America, several cases have reached justice authorities in relation to racial discrimination in workplace. During the period of 2009, AT&T a cellular mobile company was charged for committing racial discrimination at their workplace and was required to settle a lawsuit filed against their mal practices by paying a fine of $75000 (Eeoc.gov, 2014) The company was held responsible for committing racial discrimination against retail sales consultant named John T. Davidson who belonged to the African-American race. The employee complained that he had applied for different managerial positions with the organizations but was never given a chance to take over those positions and the investigations related to the case helped in identifying that during the same time period, the organization had promoted several employees who did not belong to the African-American race. The investigations even revealed that the company was using unfair means of disciplining the employee and at the end even fired him from his current position when the employee used his right for fighting against racial discrimination. References Alderfer, C. P., Alderfer, C. J., Tucker, L., Tucker, R. C., & YALE UNIV NEW HAVEN CONN SCHOOL OF ORGANIZATION AND MANAGEMENT. (1980). Diagnosing Race Relations in Management. Ft. Belvoir: Defense Technical Information Center. Alvarez, R., & Lutterman, K. G. (1988). Discrimination in organizations. San Francisco: Jossey-Bass. Bergman, M. E., Palmieri, P. A., Drasgow, F., & Ormerod, A. J. (January 01, 2007). Racial and ethnic harassment and discrimination: in the eye of the beholder?. Journal of Occupational Health Psychology, 12, 2, 144-60. Bonilla-Silva, E. (January 01, 1997). Rethinking Racism: Toward a Structural Interpretation. American Sociological Review, 62, 3, 465-480. Buchanan, N. T., & Fitzgerald, L. F. (January 01, 2008). 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