Friday, 7 October 2011

impact of racsim

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The Impact of Racism in the Workplace

The impact or racism is becoming a major problem in our society today. Racism is a system in which a group of people practice violent acts and power over others on the foundation of their skin color and racial inheritance. Despite the consequences of who discriminates, why is it done and how it is practiced and defended, what has remained true is that racism promotes power, recognition, advantages, and opportunity for some people at the expense of others.

Most people today have experienced racism in their lives. They may experience it while they are at school, in the neighborhood, shopping in the mall, dining in a restaurant, and at work. Racism takes place anywhere and everywhere. Racism may even change the way an individual may feel about themselves and marks a deep scar in there life and may take a while to heal. I, myself, haven’t experienced racism yet in my life because living in the island of Guam, a place were its people are diverse from many different countries join together in one. So, it may be difficult for an individual like me to experience racism in Guam because most of the people are very friendly. Relocating from Guam to live in the California may change the way I feel about racism, because it is a multicultural state and everyone is different in their own way.

There are three types of racism in the workplace. First type of racism in the workplace is racial discrimination. Second type is color discrimination, and lastly the discrimination of language.

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The first type of racism in the workplace is racial discrimination. Racial discrimination is present when people are treated in a different way than others who are equally situated because they are part of a particular race and unchangeable characteristics, such as physical features, native to their race. In employment it can happen when employees are treated differently than other employees equally situated because of their interracial dating or marriages, culturally oriented expression of attitudes and beliefs, and members in racially oriented groups. An example of race discrimination is when you didnt get a job because you were told you wouldnt fit in to the workplace because of your race, youve been rejected service or treated incorrectly in a shop or hotel, or youve been separated out for filthy jobs because of your race.

The next type of racism in workplace is color discrimination. Color discrimination is present when individuals are treated differently than others who are equally situated because of the color of their skin. This is a separately identifiable type of discrimination that can also occur in conjunction with race discrimination. Color discrimination can also occur in the absence of race discrimination when members of the same race are treated differently because of their skin color. An example that relates to color discrimination in the workplace is the employer does not hire anyone darker but hires light-skinned or white persons of all races.

Final type of racism in workplace is language discrimination. Language discrimination means treating someone in a different way only because of his or her native language or further characteristics of speech. An example of language discrimination on the job is when an employee may be subjected to language discrimination if the workplace has speak-English-only rule, especially if her primary language is not English. An employee may also be the victim of language discrimination if she is treated less favorably than other employees because she speaks English with an accent, or if she is told she does not qualify for a position because she does not speak English well enough. But language discrimination doesnt only happen on the job, a person may be denied access to businesses or government services because he or she does not speak English.

Outcome to the problem of the three types of discrimination is that the United States of America have made laws against discrimination in the workplace. In the Civil Rights Acts it protects each individual against employment discrimination on the foundation of race and color as well as national origin, sex, or religion. It is against the law to discriminate against any employee or applicant for employment because of his/ her race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. In Title 8 in the act, it forbids employment choice based on stereotypes and belief about abilities, traits, or the presentation of individuals of certain racial groups. Each individual are entitled an equal employment opportunity that can’t be denied because of marriage or association with an individual of a different race; or association with cultural based group. We deserved to be treated respectfully and equally and it is guaranteed by our Constitution. If you are denied with equal treatment or opportunity due to your race, age, disability, color, religion, national origin, sex, veteran’s status, or sexual orientation, you are being discriminated against. As an employee, we have rights under sex and race discrimination law. An employer is allowed to discriminate the sex of employee, marital status of employee, race of employee, and an employer can’t abuse an employee for bringing a criticism for discrimination otherwise giving evidence in a complaints brought by another employee.

If an employer refuses to abide with the laws, as an employee you have the right to report the incident to The Office of Federal Contract Compliance Programs which is a part of the U.S. Department of Labors Employment Standards Administration. Therefore they will investigate the violations through compliance evaluations or in response to complaints. If a violation is found, The Office of Federal Contract Compliance Programs may ask the federal contractor or subcontractor to enter into conciliation negotiations. If the conciliation efforts fail, The Office of Federal Contract Compliance Programs may initiate an administrative enforcement proceeding by issuing an administrative complaint against the contractor or subcontractor. In condition if The Office of Federal Contract Compliance Programs files an administrative complaint, the contractor or subcontractor has 0 days to request a review by an administrative law judge, who hears the case and recommends a decision. If the contractor or subcontractor is disappointed with the ALJs decision, it may appeal the decision to the Department of Labors Administrative Review Board. The Board issues the final decision, whether or not there is an appeal. If the Department of Labors Administrative Review Board finds that a violation of Section 50 has occurred, it may order the contractor or subcontractor to provide appropriate relief, which may include back pay and benefits, and restoration of employment status, for the victims of discrimination. Depending on the circumstances, violations also may result in cancellation, suspension, or termination of contracts, withholding of progress payments, and debarment. If the contractor or subcontractor is dissatisfied with the Boards decision, it may appeal that decision to the federal courts.

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