Ethnicity Discrimination in Workplaces in America
Introduction
Ethnicity is based on common ancestry, culture, biological relationships, and having a common language, among other factors. Generally, ethnicity is aimed at uniting people with shared beliefs and other factors and create cultural relationships. However, ethnicity has contributed to ethnicity discrimination in workplaces, which has led to social evils and suffering in workplaces as people help and consider people they have shared attributes with and leaving other people suffering since they have no personal relationships. Cultural identity, therefore, contributes to discrimination and social disparities in employment, work allocation, treatment of workers, promotions, and salary levels, among others. It is a prevalent issue within the historical and contemporary society, which has made the rights activists gang up and fight against. Hence, ethnicity inclusion and diversion in workplaces should be implemented to solve the existing ethnicity discrimination in American society. It is aimed at promoting cultural interrelations and sharing of various beliefs, norms, and other issues that one may not be familiar with. However, the class and cultural disparities led to adverse effects due to discrimination. Workplaces should, therefore, apply ethnicity diversion and inclusion of all employees despite their ethnic disparities. The idea has been debated in many cases as it affects even interview practices. Hence, a case study will be based on analysis of job promotions, employment opportunities, treatment of workers, job allocation, and salary levels within the workplaces to support that workplace ethnicity diversion should be implemented. Data regarding the effects of the diversion will be analyzed based on the effect it has on the population and social activities as have been explored in prior researches.
Background Research
To come up with detailed and empirical information, actual experiences were conducted. They primarily involved visiting workplaces that experience ethnic diversity. We visited 5 workplaces, including hospitals and other offices, both in private and public sectors, which experiences ethnicity discrimination within the American work offices. In addition, 1 workplace, which has no records of discrimination, was also visited to act as the control experiment for testing the data collected. The experience involved observation of the practices and identification of relationships or shared beliefs within the workplace. It also involved interviewing the employees and employers to come up with better and reliable information pertaining to the organization of the workplace and the strategies used in employment, job allocation, treatment, promotion, and salary levels of the workers.
Ethnicity prejudice contributes to most of the malpractices of workplaces. It also contributes to the overall fall of the organization concerned due to a lack of unity among employees. Both the private and public sectors proved to experience discriminative actions in the workplace. Firstly, ethnicity is applied to job applications. Most of the people in the workplace were found to have got employed based on an ethnicity basis (Walker & DeLone, 2012). The few who passed the job qualifications without ethnic support claimed to be lucky for such rare chances. Hence, job applicants have historical or contemporary connections with employers, which has led to many qualified potential employees to lack jobs and end up recruiting incompetent employees. In addition, the level of salary one gets also depends on the ethnicity relationships, which mostly affects the private workplaces as they are not directly controlled by the government. Some honest employers accepted the accusations that the allocation of jobs within the workplace depends on the connection one has with the one in charge. Hence, the majority of employees result in sharing cultural practices, language, and other shared attributes that reduce innovation, sharing of information, and intercultural relations. In addition, employers also claimed that it leads to a lack of respect due to such relationships.
Ethnic diversion and inclusion allow unity and eradication of ethnicity discrimination by incorporating people from different backgrounds and develop a common goal that drives their intention. Hence the control experiment of the Private hospital showed that the manager employs the inclusion of employees from diverse backgrounds, which has led to an increase of eve of respect among the workers. How does the administration of inclusion help in reducing ethnicity discrimination? Similarly, ethnic diversion ensures that there is equity in workplaces in the allocation of duties, salaries, and overall treatment of workers, which boosts their morale and teamwork hence contributing to the success and effectiveness of the workplace. How can inclusion and diversity be implemented? Hence, American workplaces need to be organized to bring about inclusion and diversity. What are the directional patterns and historical trends related to ethnicity discrimination?
Data and Analysis
Ethnicity discrimination in workplaces has a historical trend. Workplaces have been experiencing ethnicity problems for a long time, which led to controversial topics aimed at promoting diversion and inclusion in the concerned workplaces to solve the existing problems. The historical discriminations mostly favored the whites while it mistreated the minority groups as the high-class families could find better employment opportunities with high salaries and better treatment. The problem has been historically spreading to other social classes (Kong, 2016). The diversity and inclusion of workers are viewed as a competitive threat among social class and cultural backgrounds. However, the current workplaces are continually implementing ethnic diversity and inclusion to help in reducing discrimination features. The policies have also been developed to offer directions to ensure the implementation of the suggested concepts. Ethnicity discrimination is a type of criminal activity that contributes to social injustices in workplaces and therefore, should be eradicated through the inclusion and diversity of all employees without considering the shared ethnic backgrounds.
To implement diversion and inclusion, the managers of various workplaces need to employ workers from different ethnic backgrounds, promote equality among workers, and encourage teamwork (Rojas, 2020). The concepts will help to create a multicultural communication system hence contributing to the sharing of ideas and reduction of discrimination in America’s places of work.
The social, criminal, and demographic practices within the employment sector have an alarming history of ethnic discrimination. Social interactions within the job laces were restricted and limited due to the separation of white and black employees as they were not allowed to share ideas. In addition, the treatment of whites and blacks within the places of job acts as a form of prejudices which was based on ethnicity disparities (Jones & Lindsey, 2017). However, historical rights activists and interrelations between social classes predicted the administration of diversion and inclusion. The demographic environment also showed the inclusion of both minorities and the whites in common agendas, which have developed contemporary society with reduced discrimination. American society has experienced social evils both in workplaces and other social practices, which subjects the citizens to injustices.
Conclusion, Implication, and Recommendations
To sum up, ethnicity disparities have a historical trending pattern that has progressively led to ethnicity discrimination. Hence, to solve the existing problems within the workplaces, the concerned managers need to implement inclusivity and diversity among employees in employment, allocation of jobs, promotion of workers, and treating all workers equally despite the ethnic considerations.
Based on the findings of the research, the teamwork of employees is determined by the inclusivity and diversity of ethnicity. The ideas help in creating a just and equal working environment hence bringing people together. In addition, it was found that ethnicity discrimination is real and exists within the places of work. It is also evident that discrimination causes psychological and mental problems as well as lowering one’s self-esteem. Based on both secondary analysis of data of previous researches as well as the empirical evidence, ethnicity discrimination contributes to the failure of businesses and the success of a country as well. It will also for theoretical implications of solving the existing problems within American society as many people are unemployed while others suffer from low salaries despite their productivity, which is based on ethnicity backgrounds (Assari & Moghani Lankarani, 2018). The method will eradicate the social class disparities and help in assisting each other to develop, thus contributing to the overall growth of the country.
It is, therefore, recommendable to incorporate equality and administer fairness within workplaces to promote inclusivity and diversity of ethnic cultures, which will help to eradicate the social evils of ethnicity prejudices. It is also recommendable to implement the existing policies which govern the justice of employees (Byrd & Scott, 2018). The policies were developed aimed at reducing the ethnic bigotry in workplaces. Inclusivity will also increase the productivity of employees as people will be working in accordance with their professionalism in a conducive environment. However, the agenda can be achieved through unity and sacrifice of one’s ethnic backgrounds and work together to form a discrimination-free society.
References
Assari, S., & Moghani Lankarani, M. (2018). Workplace racial and ethnicity composition explains high perceived discrimination of high socioeconomic status African American men. Brain sciences, 8(8), 139.
Byrd, M. Y., & Scott, C. L. (Eds.). (2018). Diversity in the workforce: Current issues and emerging trends in America. Routledge.
Jones, K. P., & Lindsey, A. P. (2017). Subtle discrimination in the workplace: A vicious cycle. Industrial and Organizational Psychology, 10(1), 51-76.
Kong, D. T. (2016). Ethnic minorities’ paranoia and self-preservative work behaviors in response to perceived ethnic discrimination, with collective self-esteem as a buffer. Journal of Occupational Health Psychology, 21(3), 334.
Rojas, R. R. (2020). Diversity and Inclusion in Latin American and Caribbean Workplaces. Springer.
Walker, S., & DeLone, M. (2012). The color of justice: Race, ethnicity, and crime in America. Cengage Learning.