Category: Discrimination

Discrimination: Analysis Of Scenarios In Employment

Part I

Scenario I: Discrimination

The Mad Beach Club, which is a small casual restaurant in Cleveland, Ohio. There is a total of 19 employees where only 4 of them are full time. We had two applicants that applied for the position, there was Mandie that is transgender and 46 years old who has multiple years in waitressing and bartending as her job experience. Then we have Joy, which is 25 years old with only 1 year of Hooters experience behind her. Mad Beach Club hires Joy and Mandie finds out there was a 25-year-old college student that was hired with less work experience than her. Mandie files a lawsuit of discrimination against Mad Beach Club. When Mandie files the discrimination against the employer, she must first see that this happened in the state of Ohio, happened within 6 months of filing the lawsuit, and did this happen because of age or gender. Mandie answering these questions might feel it is because of gender and age (Corporation, 2010). The outcome of this lawsuit would be that there was age discrimination. The reason would be that hiring a 25-year-old that has only 1 year of experience compared to multiple years of qualified experience. When they go to court, the plaintiff must have proof that age was not the cause of their hiring decision (Twomey, 2017)

Ohio law does not protect transgender cases of discrimination based on transgender or any LGBTQ communities for employment, housing, and public accommodations (Trans Know Your Rights, 2018). If not protected under LGBTQ, if Mandie was a transgender male then there could be a suit for hiring a female over a male using the sex discrimination. There are some questions that still need to be answered because it is hard to determine if this more of a sex discrimination or LGBTQ. If it is based on sex discrimination then there could be chances for Mandie to win the lawsuit, however if it is just based on transgender, sexual orientation or identity/expression then there are no laws to protect these areas (Trans Know Your Rights, 2018). Transgender not being a protected class, the outcome of this suit would be slim on Mandie receiving any compensation or that she was discriminated against.

Part II

• Employment Discrimination

• Drug Testing

These two areas are important when working at Wild Wiley’s Nail Salon, are employment discrimination and drug testing. I feel it is important to do drug testing for the employees that are performing services and using chemicals to apply nails on someone’s hands, however nail salons are not covered under the Federal Omnibus Transportation Employee Testing Act (Twomey, 2017). The business does not want any employee feeling like we are attacking their fourth and fifth amendment rights (Twomey, 2017). Wild Wiley’s Nail Salon would only drug test if there was suspicion of someone being under the influence, because we want to minimize having OSHA claims (Twomey, 2017). Employment discrimination and anyone that is doing the hiring process at Wild Wiley’s Nail Salon should be fully trained on the protected classes and how to not discriminate between candidates when hiring. In this case it would be either the two owners and if we hire an office manager to help manage the business operations when we are away. Wild Wiley’s needs proof of their reason of not hiring the individual incase there would be someone of this sort that came up. If interviewing someone you must ask the same questions to ensure you are being fair to everyone that is being screened for employment, because you will be questioned why you asked this individual this question but did not ask the other individual. There are things that can be done to make sure you are being an equal opportunity employer and that is if you are asking a question in the interview because you are curious then you are discriminating and should not ask that question. You cannot ask anyone about their family, age, sex, race, pregnancy, religion etc. All questions must be job related. Outside of the hiring process these all still apply in order to make sure you are not discriminating against any of these protected classes.

References

1. Corporation, D. (2010). What is Employment Discrimination? Retrieved from Ohio Civil Rights Commission: https://crc.ohio.gov/FilingaCharge/EmploymentDiscrimination.aspx
2. Trans Know Your Rights. (2018). Retrieved from Equality Ohio: https://www.equalityohio.org/legal-clinic/trans-know-your-rights/#1534344607405-600c8a65-614f
3. Twomey, J. G. (2017). Anderson’s Business Law and Legal Environment 23rd Edition. Boston: Cengage.

Anti Discrimination Laws And Their Effects

One out of five people faces discrimination. It is the unjust treatment of people towards others on the basis of caste, color and even looks. People are discriminated for looking ugly. They are deprived of basic rights just because they are not beautiful according to our society. There should be laws introduced against looks discrimination so that people in our society are treated with equality. Although, the financial cost is considered a burden. However, anti-discrimination laws should be introduced because mental health, morality, and economic inequality are viewed as graver issues.

Firstly, discrimination causes mental health problems. Many people who face looks discrimination on a daily basis are not only diagnosed with depression but also sacrifice their lives just because they look ugly according to the beauty standards fixed by people of our society. According to research, discrimination causes stress that leads to mental health issues like depression and anxiety. One can have trouble falling asleep when subjected to discrimination which disturbs ones daily life routine.

Secondly, Discrimination based on looks is highly unethical. Unfortunately, it does prevail in our society to some extent and also affects a lot of people especially acid victims. Acid is a harmful chemical, if thrown, can destroy one’s whole face and its features. It is extremely difficult for acid victims to survive in a society in which major decisions like job opportunities, housing, earnings etc are made based off of one’s looks. Non-discrimination is a core human right and discrimination based on looks is unethical behavior.

Moreover, Economic inequality is a significant reason to introduce anti-discrimination laws. In job sectors, most people are judged on the basis of their looks. Good looking people are always preferred over people who are not very good looking or are average looking. Employers always opt for those who look more presentable in terms of their looks even if they do not deserve. They are granted promotions and better wages which cause income inequality. Rich people are becoming richer and poor people are becoming poorer, taking inflation and other economic issues in the account. Therefore, It gives rise to inequality which ultimately affects the whole nation.

In contrast, to practice anti-discrimination laws finances are required. It is a very big hurdle for the government as our government is already in debt. To execute anti-discrimination laws and eradicate inequality the firms should have enough capital to provide the ones who face discrimination based on their looks. It is a long procedure of court hearings, job allocations etc. Hence, it is an expensive process and financial burden cannot be overlooked. However, the above-stated reasons -for introducing anti-discrimination laws to benefit our society- outweigh the financial cost.

There should be anti looks discrimination laws introduced to help the people in need and to make our society a better place to live with lesser suicides, more ethical behavior and less income inequality to make people better off. In the future, if laws get implemented, our society will become an even better place to live and not just survive.

The Impact Of Employment Discrimination Faced By Skilled Immigrants

There are many reasons that people from all around the globe decide to leave their home land and migrate to distance foreign places. Whether for reasons of social justice, political freedom, economic or, in the search for a better quality of life, individuals have emigrated from their home country. Indeed, the survey shows that around 191 million people all around the world are living in countries that is different from their homeland and among Western and developed countries, Canada is considered to be one of the best destinations by immigrants (Ecarpentier, & Ede La Sablonnière, 2013). Canada is one of the Western nations which attracts immigrants to manage its population from aging and increase their young labor force. Canadian immigration policy mostly focuses to attract skilled immigrants because of their superior abilities in term of their educations and experiences to contribute toward its economic growth (Joshi, 2010). Moreover, around fifty percent of today’s immigrants are filtered through a point system that Canada’s immigration office has produced their files based on their educational degree, age, work experience, and the amount of their cash money. As a result, nearly every skilled immigrant who comes to Canada based on point system recently had at least an undergraduate degree from their home county (Oreopoulos, 2009). However, the recently immigrated skilled immigrants have hard times to successfully integrate into the high skilled labor market because mainly they face discrimination with regards to the employment from Canadian employers.

Language and cultural barriers could be one possible antecedent of unwell labor markets outcomes for skilled immigrants in Canada. Language differences such as regional dialects or international languages can lead to immediate reaction in all of us. However, these language barriers may not always extend a warmth and acceptance reaction to the speakers. In more egregious examples, these responses may lead to language discrimination and in the case of skilled immigrants in Canadian job markets. According to George and Ghaze (2014) accents can mistakenly account as a constraint in language proficiency and from a career point of view foreign accents may be considered to be undesirable for senior level jobs, especially if the position of employment is business or client facing and a “Canadian” accent is preferred. Oreopoulos ( 2009) conducted an experiment to find out whether English-sounds named applicants with English as their first language would receive more interview call backs than none English sounding names who are immigrants from China, India and Pakistan and English is considered as their second language. He concluded that Canadian employers contact individuals with the common English name 40 percent more than candidates with Indian, Chinese or Pakistani names. Oreopoulos also believed that a possible explanation for these different call backs is that the employers discriminate applicants by their names on their resumes and the place of their past work experiences because they think these specifications show a great possibility of insufficient language and cultural skills for the job (2009). Thus, skilled immigrants face discrimination in the labor market because of their inadequate language and cultural abilities.

Of course, some people believe that, with the advance of globalization, it is not unusual for Canadian customers speak on the phone to customer supports and services from another part of the world. Indeed, many huge companies in Canada may outsource their support personnel to places such as the Philippines, India, or Chile. Therefore, Canadian are much more familiar with foreign accents and have their acceptance today than in the past distance. Other people also believe that Canada is a multicultural society, and there is a high concentration of immigrants and visible minority demographics in major cities of Canada such as Lower Mainland, BC and Southern Ontario. Todays, Canadian of European ethnicity almost become the “visible minority”, and from a social point of view newly landed, skilled immigrants would less likely to feel discriminated against on the basis of their language or cultural background. Thus, the massive concentration of skilled immigrants in the major cities of Canada may also provide favorable employment opportunities among their native speakers of those demographics. However, the immigration system does not pay enough attention to language fluency or social etiquette of skilled immigrant applicants before they come to Canada (Oreopoulos, 2009). In addition, there are not enough job opportunities for bilingual skilled immigrants in the basis of their skills; therefore newly skilled immigrants are suffering an unemployment or underemployment because of their language inadequacy. Thus, language insufficiency and cultural differences become a challenge for the new skilled immigrant to integrate successfully into the Canadian labor market.

The newly skilled immigrants are not only facing discrimination because of their language and cultural differences, but also a devaluation of their educational credential or skill discounting could be another reason that they have difficulties to successfully integrate into the Canadian work force. Researchers define skill discounting as giving fewer credits to immigrant’s proficiency in comparing to local people even though they have the same qualities (Salaff, Greve & Ping 2002). Canadian employers evaluate the credential of skilled immigrants based on their appropriate educations and work experiences for a job position (Erickson, 1996); however, they do not have adequate information about the foreign credential, school system and training quality of skilled immigrants. Therefore, they would favor those applicants who graduated from local institutions and discount the ones with foreign certifications (Salaff, Greve & Ping 2002). Dietz, Joshi, Esses, Hamilton, and Gabarrot (2015) describe many skilled Chinese who come to Canada, but none of the Canadian institutions recognized their foreign degrees. For instance, a Chinese medical doctor who migrates to Canada never gets the opportunity to continue her practice, although she had the latest medical training from the USA medical institution. In particular, Swidinsky and Swidinsky (2002) believe that Canadian employers consider the educational credential of visible minorities as less valuable than Western immigrants and native Canadian. For instance, according to Alboim, Finne, and Meng (2005) the average income of skilled immigrants who hold a foreign university certification is less than a third of a Canadian borns the employee who has an education degree from a Canadian university. However, if the newly skilled immigrant was a white immigrant with Western background, his foreign university degree would be considered as equal to a Canadian degree. Therefore, the educated newcomers struggle with skill discounting or the devaluation of their education credential, and as a result, they have hard times to successfully incorporate with the Canadian labor market.

It is true that in some extends what may be perceived as skill discounting and employment discrimination to skilled immigrants is related to the different standards of professional credential and academic qualifications between countries. Canadian standards in matters of academic and professional fields rank are among the highest in the world. It is not uncommon for an advanced degree in some foreign countries to be assigned a lower designation when assessed by a Canadian institution such as a Master degree assessed at the equivalent of a Bachelor’s. However, according to Joshi, Dietz, Esses, and Bennett-Abuayyash (2009) underestimating of foreign university degrees have many important consequences for the Canadian economy and the well-being of newly skilled immigrants. If the skilled immigrant workforce is under-used, the economy of Canada will face many opportunities casualties. In addition, since newly skilled immigrants can not successfully integrate into Canadian labor force due to skill discounting or lower quality of education, their psychological happiness and financial status will suffer. As Major, and O’Brien (2004) stated the unemployment had increased the risk of emotional and physical difficulties in individuals, and in case of skilled immigrants, it is important for them to integrate in the Canadian labor market to feel productive and have a happy life in Canada. Therefore, the devaluation of foreign university degrees by Canadian employers can create an extreme hardship for skilled immigrants to integrate successfully into the Canadian job market.

Lack of Canadian work experience is standing as another barrier for newly arriving skilled immigrants to successfully incorporate into Canadian labor force. Canadian employers seek for skilled immigrants who have a local work experience because they do not need to spend time and money for training their employees. In other words, Canadian employers are looking for skilled immigrants who have not only the essential technical skills but also are able to work in a team and communicate efficiently in their workplace. According to Oreopoulos (2009) Canadian employers pay attention to Canadian experiences more than Canadian educations in their hiring processes with skilled immigrants. This study also shows that applicants with the foreign background get more callback when they had some kind of job experience in Canada rather than outside (Bertrand & Mullainathan, 2004). Thus, although Canadian experiences play a significant role in hiring skilled immigrants, skilled newcomers become frustrated in finding a job because they have a lack of Canadian work experiences, and they view these job requirements as a hidden discrimination against themselves.

Admittedly, the Canadian justice system recognizes the requirement of Canadian work discrimination, and there has been steps made to rectify this discrimination. For instance, the Ontario Human Rights Commission (OHRC) form a policy to deal with Canadian job experience requirements in Ontario. According to this policy which is not a law, Canadian employers should not disregard the foreign job experiences of skilled immigrants (2013). Regardless of this policy, employers are still paying too much attention to the Canadian experiences when it comes to hiring skilled immigrants. Immigrants might attempt to the low paying jobs which are not enough attractive to the local Canadians to gain some kind of Canadian experience; however, high skilled immigrants are the one who suffered the most for finding a job which is related to their expertise because of their high level of skills and academic educations (Dietz, 2010). Although skilled immigrants have educational certification and skills, their lack of Canadian experiences can create a major barrier for them to integrate into the Canadian labor market and get a job based on their background skills.

Finally, Out-group threat can be another reason that skilled immigrants faced employment discrimination from Canadian employers and struggle to successfully integrate into the Canadian labor market. According to Mackie, Devos, and Smith (2000) group-based feeling can be a reason that in-group members have a prejudice perception against out-groups. When an in-group has a fear and perception of threat from an out-group, and there is a lack of resources in a society, an in-group would develop a discriminating perception against an out-group member. In Canadian society, skilled immigrants are perceived as minorities, and Canadian employers consider them as out-groups when reviewing their job applications (Ashforth & Johnson, 2001). As a result, Canadian recruiters are more likely to favor the local citizens or in-group members over skilled immigrants for their callback interviews (Coates & Carr, 2005). Researchers also explain this discriminating view against skilled immigrants from Canadian employers in term of social identity theory. They believe that people tend to promote a positive image of their social groups and have a preferential attitude toward their in-group members. Therefore, a local recruiter is most likely to promote jobs to their in-group members and consider skilled immigrants as a threat for their resources (Dietz, Joshi, Esses, Hamilton & Gabarrot, 2015). As a result, in-group bias plays a significant role in employment discrimination against skilled immigrants and create hardship for them to corporate into Canadian job market effectively.

In conclusion, recently arrived skilled immigrants face employments discrimination from Canadian employers which created difficulties for them to successfully integrate into the Canadian worker market. One way to deal with this employment discrimination is that the Canadian justice system should force laws to deal with discrimination of almost any types and especially with regards to employment. While the different branches of government have programs in place to assist new immigrants with integration and assimilation into Canadian society, the funding may be severely inadequate given the number of immigrants and their needs. Furthermore, it is true that we can eliminate employment discrimination against skilled immigrants by reducing the fear and perception of threat of an in-group against out-group. Researchers claim that we should redefine our groups and try to include everybody into one group. If members of different groups consider themselves as one big group then they will have a more positive attitude toward the previous out-group (Gaertner & Dovidio, 2000). Researchers also offer the Human Resources Management (HRM) as a strategy which can be helpful in decreasing the out-group threats and promote one big group perception in our society (Roberson, Galvin and Charles, 2007). HRM strategy would help Canadian employers to fit, skilled immigrants and bring up inclusiveness into Canadian labor force. Also, HRM program is beneficial for the business developments because employers can match their staffs with client demographic background and increase the effectiveness of their communications and services (Breif et.al, 2000). Unfortunately, discrimination and prejudice will always exist in our society, and sometimes we are unconsciously having a discriminating view against on particular groups and favor our in-group members. However, when we are traveling across Canada, we see many Canadians by birth of different ethnicity that are the children and grandchildren of immigrants who once faced discrimination. History shows that immigrants play an important role in building the Canadian society; therefore, we should eliminate the in-group bias toward skilled newcomers. Also, with the combination of government founded, legislation, social media and natural evolution together, we can form the solution to bridge the divide between Canadians and new immigrants. Moreover, immigrants of today should find it much easier to integrate and settle in Canadian communities just as Canadian of today are much more comfortable with new faces, different languages, international cuisines, and interracial marriages. As we know, Canadian society is dealing with the aging crisis and Canadian government more and more attract young and skilled immigrants from all around the world to participate in its economic growth. Therefore, the immigrant group becomes bigger than before, and immigrants tend to create their own community and job markets in different Canadian cities. Although the prejudice view against immigrants would always exist in our society; however, Canadian society needs the skilled immigrant to bring their background knowledge and expertise to develop our society. As a final solution, the Canadian immigration system should consider the job opportunities for individuals before accepting their immigration applications. In this way, our society would have less unemployment and underemployment skilled immigrants, and we could decrease the out-group threats because we have enough resources for our society members.

Essay on Employment Discrimination

Employment law is composed of both federal and state laws to ensure that they provide legal protection to employees and employers. It is set up to ensure that legal guidelines and standards are met by preventing discrimination, promote health and safety, establish a minimum for economic support and to prevent work disputes between labor and management. While I was researching about employment law and reviewing the subtopics along with it the one that stuck out the most to me was employment discrimination. Employment discrimination is not talked about like it should be. Many people are affected by every day and not knowing what to do or who to contact is a bad thing. Everyone should be treated equally and fairly.

The Employment Discrimination Act is when everyone has the right to be treated fairly at work and to be free of discrimination on grounds of age, race, gender reassignment, disability, sexual orientation and religion beliefs. The Employment Discrimination Act refers to federal and state laws that prohibit employers from treating workers differently based on certain attributes unrelated to job performance. Discrimination by government employers violates the constitutional guarantees of equal protection and due process. Discrimination by private employers may conflict with any number of statutory protections, most notably, Title VII of the Civil Rights Act of 1964.

The Fifth and Fourteenth Amendments of the United States Constitution limit the intensity of the administrative and state governments to separate. The Fifth Amendment has an express prerequisite that the central government does not deny people of ‘life, freedom, or property’ without fair treatment of the law. It additionally contains a certain assurance that every individual gets equivalent security of the laws. The Fourteenth Amendment unequivocally denies states from damaging a person’s privileges to fair treatment and equivalent security. In the business setting, the privilege of equivalent insurance restrains the intensity of the state and national governments to separate in their work rehearses by treating representatives, previous workers, or occupation candidates inconsistent as a result of enrollment in a gathering (for example, a race or sex). Fair treatment insurance necessitates that workers get a reasonable procedure before end if the end identifies with a freedom (for example, the privilege to free discourse) or property intrigue. State constitutions may likewise bear the cost of security from work segregation.

Title VII of the 1964 Civil Rights Act, is the famous law that prohibits discrimination in employment based on the race, color, religion, sex, or national origin of a person. This means that when hiring, firing, promoting, compensating, or in any other aspect of employment, these aspects cannot legally be considered. For instance, age separation is secured under the Age Discrimination in Employment Act, and segregation dependent on physical incapacity is secured under the Americans with Disabilities Act. Even though there are numerous laws with respect to employment discrimination, Title VII is broadly viewed as the most significant law on work separation. This is on the grounds that it put a formal and nitty gritty objections process into place and set unforgiving lawful punishments for business segregation.

Title VII applies to all business offices, including associations, and any business or work association that influences interstate trade and has at any rate 15 specialists or individuals. Keep in mind that ‘influencing interstate trade’ essentially implies that the business is associated with business exchange that in the end brings about the transportation of products or cash between states. There are a wide range of ways employment discrimination can happen, and in a wide range of zones of work.

In 1963 Congress passed the Equal Pay Act, which corrected the Fair Labor Standards Act. The Equal Pay Act denies businesses and associations from paying various wages dependent on the worker’s sex. It doesn’t deny other unfair procuring rehearses. It gives that if laborers perform equivalent work in occupations requiring ‘equivalent expertise, exertion, and obligation . . . performed under comparative working conditions’, the laborers must get equivalent pay. The Fair Labor Standards Act applies to representatives occupied with some part of interstate trade or the entirety of a business’ laborers if the venture connects all in all in a lot of interstate trade.

Both the objections procedure and the punishment procedure are administered by the U.S. Equivalent Employment Opportunity Commission. The EEOC is a government regulatory office that explores, accommodates, and contests protests documented by existing and imminent representatives against businesses. Similarly, as with other regulatory organization procedures, gatherings can bid EEOC choices by bringing the case into the government court framework.

Discrimination clearly incorporates inside and out abuse of a representative, yet it can incorporate treating different workers or occupation candidate’s superior to a specific representative, as well. It can likewise happen when the work rehearses simply sustain past or progressing discrimination. If the EEOC finds out that an employer has violated Title VII, it can order penalties such as: back pay for the employee, payment of the employee’s attorney’s fees, reinstating the employee, retroactive granting of seniority for the employee, and retroactive pension benefits to the employee.

On November 6, 2019 in Detroit, Michigan Family Dollar is held accountable for disability discrimination because of failure to employ man who suffers from left-sided paralysis and wears a brace on his left arm. After being interviewed at the company’s Detroit location, the applicant was offered the position but was told that he could not start work until a few weeks later. Despite his requests for a start date, he was never placed on the schedule and never performed any services for the company. During this same time, the company continued to hire other non-disabled individuals to work as customer service representatives at the same store. The Family Dollar has to payout $25,000. In my opinion, with this case it is very wrong to discriminate anyone by their appearance or disability. As, they stated that after his interview they hired non-disabled people, not even giving the man a chance. Family Dollar probably missed out on one of their best employees by discriminating him. This is a prime example on why you do not judge others.

The former operators of the La Cantera Resort and Spa in San Antonio, Texas have agreed to pay $2,625,000 to settle a national origin discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The EEOC’s lawsuit alleged that the operators of the La Cantera Resort and Spa in San Antonio violated Title VII of the Civil Rights Act of 1964 by subjecting Hispanic banquet staff to a hostile work environment based on their national origin and by retaliating against workers who opposed a restrictive language policy.

According to the EEOC’s lawsuit, after assuming control of the resort, La Cantera’s new managers sub­jected at least 25 Hispanic banquet employees to verbal abuse and mistreatment because of their national origin. In describing the mistreatment, the EEOC’s complaint alleged that the managers had implemented and harshly enforced a policy forbidding banquet staff from speaking Spanish at anytime and anywhere in the resort. One of the managers allegedly referred to Spanish as ‘a foul language’ and used derogatory terms when referring to Hispanics. The lawsuit alleged that when banquet employees raised concerns about these practices, the employer retaliated against some by demoting and firing them and replacing them with non-Hispanic employees. The EEOC claimed that as a direct result of the discrimination and retaliation, the formerly all-Hispanic senior management group in the banquet department was reduced to having no Hispanic managers. Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on national origin, including harassment and retaliation, forbids such alleged conduct. The EEOC filed suit in U.S. District Court for the Western District of Texas, San Antonio Division after first attempting to reach a voluntary settlement through its conciliation process.

There have been many discrimination cases and here is a list below of some of the cases that have happened:

• Griggs v. Duke Power Co. (1971). In this case, the Supreme Court decided that certain education requirements and intelligence tests used as conditions of employment acted to exclude African American job applicants, did not relate to job performance, and were prohibited.
• Cleveland Bd. of Ed. v. LaFleur (1974). The Supreme Court found that Ohio public school mandatory maternity leave rules for pregnant teachers violate constitutional guarantees of due process.
• Meritor Savings Bank v. Vinson (1986). The Court held that a claim of ‘hostile environment’ sexual harassment is a form of sex discrimination that may be brought under Title VII of the Civil Rights Act of 1964.
• Johnson v. Transportation Agency (1987). The Court decided that a county transportation agency appropriately considered an employee’s sex as one factor in determining whether she should be promoted.
• Price Waterhouse v. Hopkins (1989). The Supreme Court ruled that employment discrimination based on sex stereotypes is recognized as unlawful sexual discrimination under Title VII of the Civil Rights Act of 1964.
• Burlington Industries, Inc. Ellerth (1998). In this case the Court held that an employee who refuses unwelcome and threatening sexual advances of a supervisor (but suffers no real job consequences) may recover against the employer without showing the employer is at fault for the supervisor’s actions.
• Faragher v. City of Boca Raton (1998). The Court decided that an employer may be liable for sexual discrimination caused by a supervisor, but liability depends on the reasonableness of the employer’s conduct, as well as the reasonableness of the plaintiff victim’s conduct.
• Oncale v. Sundowner Offshore Serv., Inc. (1998). In this case, the Court held that sex discrimination consisting of same-sex sexual harassment can form the basis for a valid claim under Title VII of the Civil Rights Act of 1964.
• Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. (2015). The Court ruled that a job applicant does not have to explicitly request an accommodation to obtain protection from Title VII of the Civil Rights Act of 1964, which prohibits religious discrimination in hiring.

There are federal laws that everybody must pursue and state and nearby enemy of discrimination laws that businesses must pursue who are situated in their general vicinity. It’s important that the rundown beneath isn’t thorough and because something isn’t on this rundown doesn’t mean it’s not secured by the law. For example, there is no government law that denies oppression individuals who are overweight (except if that weight considers an inability). However, Michigan and six different urban communities have such laws on the books. In 49 states, segregation dependent on weight isn’t illicit. This is changing as people in general turns out to be more fixed on all parts of assorted variety.

Extra federal laws may exist that address work discrimination. At the point where you consider business discrimination laws, the more stringent standard, either state or Federal, is commonly applied in employment discrimination lawsuits.

Business, regardless of how little, should know about the employment discrimination laws. Employing chiefs and HR experts, specifically, should observe. Discrimination in numerous territories identified with business is unlawful. Businesses must take cautious measures to guarantee that choices they make in any part of work are legitimate, moral, and upheld by documentation of the realities and capabilities.

Work discrimination laws are clear in expressing that business separation is unsuitable and unlawful. Business can’t lawfully oppress individuals dependent on age, race, sexual orientation, religion, pregnancy, spot of starting point, and inability. How those laws are applied fluctuate extraordinarily. However, employers should be mindful of a person’s performance and skills and not on their personal aspects of the employees’ life.

Police Officer’ Discrimination Against African Americans

Abstract

In recent years, there has been an increase in civilian casualties due to the fact of discrimination and or hate. Studies have shown that a police officer tends to get more aggressive when dealing with an African American because they “fear for their safety.”According to Frank Edwards’ study it is two and a half times more likely for an African American to die in an encounter with a police officer than it is for a Caucation. The fact that a police officer has the ability to turn off their body camera makes matters even worse. In many instances, when a police officer encounters a suspect they turn off their body cameras then, on some occasions, minutes later the suspect is found dead or badly injured, where the officer claims to have done it in self defense.

The dictionary defines racism as discrimination directed against someone of a different race based on the belief that one’s race is superior. Throughout the course of time, there has been a profusion of events that have significantly marked the United States and its people. One of the most important events is the ratification of Amendments in our constitution such as the 13th amendment which abolished slavery and gave African Americans the same rights as white people. The ratification of the 15th amendment granted the right to vote regardless of race. When the 24th amendment was passed it eliminated Jim Crow laws and Poll Taxes. Jim Crow laws prevented slaves and others from voting at all costs. One example of Jim Crow laws is the Grandfather Clause. The Grandfather Clause stated that if one’s grandfather was able to vote, then so was the individual. Due to the fact that at that time most African Americans’ grandfathers were slaves, and had no rights, they were prevented from voting. Though these Amendments did everything to prevent racial inequality, and an ample amount of people advocated and died for these rights, in today’s society a certain hate and discrimination for other races still exists, and causes some police officers to treate people abysmally.

Due to racism African American people are more likely to die in an encounter with a police officer than anyone of any other race.

According to a recent study by Frank Edwards and his colleagues, of Rutgers University’s School of Criminal Justice, African Americans are two and a half times more likely to be killed by a police officer than white people. Not only that, but they also found that one in one-thousand African American boys and men will be killed by a police officer in their lifetime. Whereas, according to Frank Edwards, thirty-nine out of one-hundred thousands Caucasian men and boys will be killed by an officer in their lifetime.

For instance, in a case, Amber Guyger V. Texas, a caucasian female police officer was sentenced to ten years in prison. Amber Guyger, an officer from the Dallas Police Department, (D.P.D) had just finished her shift at the D.P.D and was on her way home from work. Suddenly, before entering her apartment door, she realized that the door was semi-open. When seeing this, she quickly drew her 45 mm gun and began to assess the situation. Abruptly, she saw an African American male, Botham Jean, approach her in a suspicious manner, so she fired four shots at Jean’s chest. After shooting Jean, she quickly informed her superiors of the situation and of what she came home to, and her superiors quickly rushed to the case. Shortly after, she received a call from her superiors in which they asked, “Where are you, we are right outside from your apartment door”, and she replied with, “ No you’re not, because I’m outside my door”. In the end it turned out that Guyger did not go into her apartment, and instead went into the home of Botham Jean, a 26 year old African American male who was an accountant with his whole life ahead of him. The officer was sentenced to ten years in prison with charges of unintentional ManSlaughter. The question remained, Would she have acted in a different manner if the man who was in that apartment was not African American? The answer is yes. During the trial, when Guyger was called up to testify, she stated, “ I walked into the apartment, thinking it was mine, and asked him to put his hands where I could see them”, and the man replied with, “What? What are you doing here?” He then walked towards her, and she stated that all she saw was a dark shadow with a bucket of ice cream walking towards her, and she felt threatened, so she began to fire. In other words, she defined Botham as a “dark shadow going towards her”, so as a result, she fired, and the only reason she felt intimidated was because he was a black man in the dark, and not a white man.

Police officers have the ability to turn off their surveillance body cameras.

Many times the camera on a police officer’s chest or dashcam does not provide sufficient evidence while they encounter a potential suspect. Often, the camera is turned off, eliminating an officer’s ability to defend police actions, as well as, potentially violating the suspect’s 8th amendment rights. In other words, if a police officer commits any act of violence, he would violate the suspect’s 8th amendment rights against cruel and unusual punishment. The ability to turn off a body camera does not only affect the potential suspect, but it also affects the officer. If the officer by any chance turns off the security camera, and forgets to reactivate it, anything done to the officer or anyone around him will not be accounted for since, theoretically, they will not have any substantial evidence to incriminate him.

While some people may argue that not all officers are racist and not all officers act in such manner this argument is not valid because one officer is too many and though it may not be all of them, they add up. In other words, according to a recent study conducted by Rutgers University professor, Frank Edwards, one in every 100 police officers has had a racist background. If there are 796 thousand officers throughout the United States, this essentially adds up to 7,960 police officers.

For instance in the case Martavious Banks V Memphis, the plaintiff Banks was pulled over by a Memphis Police Department officer, (MPD) and was asked to step out of his vehicle. When pulling him over, the police officer turned off his body camera and beat Martavious repeatedly with his police stick before firing his handgun one time at Banks. Later, the officer arrested Banks with no evidence or reasonable suspicion, violating his rights against false imprisonment. Evidently, the officer denied all of the actions done, but in later studies he was found guilty when they examined the hits and bruises while also taking in count witness statements.

As you can see, there are many instances where police officers violate the citizens’ constitutional rights, and in some instances, they’re not brought to justice. Studies and statistics support that more African Americans, than any other race, are treated in a terrible manner. Though these officers treat people abysmally, they’re also able to turn off their body cameras leading some cases to not have substantial evidence in order to punish and come to the correct verdict.

References

1. Mock, B. (August 6, 2019). What New Research Says About Race and Police Shootings. Retrieved December 28, 2019, from: https://www.citylab.com/equity/2019/08/police-officer-shootings-gun-violence-racial-bias-crime-data/595528/
2. Mccullough, J. (October 2, 2019). Former Dallas Police Officer Amber Guyger sentenced to 10 years in prison for murder of Botham Jean. Retrieved December 29, 2019, from: https://www.texastribune.org/2019/10/02/amber-guyger-sentencing-former-dallas-officer-gets-10-years-prison/#:~:targetText=A%20Dallas%20County%20jury%20sentenced,black%2C%20in%20his%20own%20apartment.
3. Martinez, M. (October 2, 2019). Former Dallas Police Officer is Guilty of Murder for Killing her Neighbor. Retrieved January 2, 2020, from: https://www.nytimes.com/2019/10/01/us/amber-guyger-trial-verdict-botham-jean.html
4. Jackman, T. (June 14, 2019). Federal Task Forces ban body cameras, so Atlanta police pull out. Others may too. Retrieved January 6, 2020, from: https://www.washingtonpost.com/crime-law/2019/06/14/federal-task-forces-ban-body-cameras-so-atlanta-police-pull-out-others-may-follow/
5. Jackson, P. (September 18, 2019). Martavious Banks files 10 million dollar lawsuit one year after Memphis officer-involved shooting. Retrieved February 8, 2020, from: https://www.google.com/amp/s/amp.commercialappeal.com/amp/2362710001

Mental And Physical Effects Of Discrimination

Discrimination is not only a major problem in the book, but in real life as well. it is a very big problem in our society because it can really affect a person, mentally because it could give them anxiety or depression. Discrimination can physically affect a person because if they are being discriminated for their weight, they could decide to stop eating so that they lose weight which as a result, could cause an eating disorder. Situations where there are acts of discrimination is very common in our society mostly with racism, ageism and sexism.

Racial discrimination is one of the most common types of discrimination and probaly one of the oldest. For example, a situation where a person was discriminated because of their race is in an article where a woman named Natasha was forcefully arrested when a police officer thought she looked like the criminal he was after, even though Natasha did not come close to fitting the description of the person other than the fact that they were both black. Natasha was not engaging in criminal activity or doing anything suspicious and was just dropping her son off at work so this incident angered her and as a result, she sued the police department for $700k.

This happens a lot in our society because often, police officers assume that all black people are suspicious or are engaging in illegal activity, which is very racist and deceptive because white people commit crimes too, but are less likely to get harassed because of the way that they look. Discrimination from the law enforcers also happens often in court, for instance if a judge see’s that the suspect is black they will automaticlly assume they are in the wrong, and if they are, they get punished more seriously. For example, Richard from The 57 Bus was an African American male who participated in adolescent crime and went to court. In court they saw on his records that he had already committed a minor crime before the incident, so the judge assumed that he was a bad kid and would probably do it again so he was sentenced to 7 years in adult prison, even though he was only 16 years old. Undeniably, If Richard was white, the judge probably would not have given him such a big punishment.

Discrimination can happen anywhere, in the workplace, court, schools, stores or even on the streets. This can cause a great impact on ones who are getting discriminated, and also the children who are growing up watching people discriminate others, thinking that it’s okay to do that. Another common form of discrimination is with sexism, also known as gender discrimination which happens often, but specificly inside of the workplace. Often, men get paid more than women and men also get more promotions than women, even if they aren’t as qualified. This a very common occurrence because years ago, women had no rights and men got to do everything and provide for their families while the women stayed at home to clean and cook dinner. Now that women do have rights, they still get belittled by men and are discriminated in the workforce.

An example of this was in an article from CNBC that I found where a group of women are suing Nike for discrimination because they claim to have been treated deameaningly by the men then intentionally and willfully discriminated against the men who were getting bigger pay cheuqes, promotions and more respect in general. The women voiced their complaints to the human resources at least four times but got no response. The CEO of Nike went out and apologized to his female employees and stated that a lot of people felt that they have been treated with respect at Nike, but it may not be the case for everyone and he wants everyone to have the same opportunities. Gender discrimination can make someone feel very poorly about themselves and can cause serious mental illness. Women are nearly twice as likely to suffer from mental illness compared to men.

Another form of discrimination is ageism also known as age discrimination. Age discrimination is basically when a person discludes or sterotypes someone because of their age and it mostly affects elders. In an article I found Andrea, a 52 year old woman is the manager of a Starbucks. Unfortunately, Andrea has a medical condition where she cannot stand for long periods of time or she will get a sharp pain that shoots from her feet to her back. In the past, Andrea applied to multiple jobs in Starbucks that would let her spend less time on her feet but got rejected to every one. Andrea has seen several of her colleagues who are over the age of 40 get fired or suddenly leave the company and as a result, she started to suspect the reason she has been getting rejected for all of the jobs she applied for is because of her age.

If Andrea was to get fired from Starbucks, which she fears might happen it would take a big toll on her life because she is a single mother trying to support herself and her 23 year old daughter who still lives at home, Andrea states that she would go bankrupt in less than 6 months if she lost her job. Ageism is most common inside of the workplace and unfortunately, there are many other people who are like Andrea and are being treated this way at Starbucks. Multiple other Starbucks workers who are older have been interviewed and all have said that they have had similar age discrimination treatment, like not getting job promotions and being given less responsibilites.

All of my points are proof that discrimination can cause problems, mentally and physically. Our responsibilities and duties as a society is to treat everyone with respect and be good role models for the children who look up to us. If we as a society do not take action and help reduce discrimination, there could be consquenses such as people going on strike, protesting or even war, which would be a big inconvience, especially for schools because if the janitors were to go on strike, school would become too unsanitary and unsafe for children to go to, so their education would get affected. Ways we can reduce discrimination is educating children and workers about the effects and consequenses of it and how it can physically and mentally affect someone. I also suggest that the workplaces actually take action when a worker voices their concerns about discrimination to human resources, because if people see consequenses happening, they will be less likely to discriminate in fear of getting in trouble. Even small acts of discrimination can affect someone, so hopefully people realizse the consequenses and think before they discriminate.

Diversity Problem Within the Company

Diversity is an everlasting factor of society. Diversity within a company is more than just hiring diverse people. Diversity raises important ethical and social responsibility issues that most individuals do not think about on a day to day basis. Diversity can be defined as: dissimilarities of differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish between people. Managers must learn to appreciate and respond appropriately to the needs, attitudes, beliefs, and values that diverse people bring to an organization in order to remain fair and respectful to their employees. We are going to explore why differential treatment occurs and the steps managers and organizations can take to ensure that diversity is effectively managed. There are seven different categories in which will be broken down within this paper: age, gender, race/ethnicity, religion, capabilities/disabilities, socioeconomic background, and sexual orientation.

A problem with diversity within a company is a ‘glass ceiling’ (a metaphor alluding to the invisible barriers that prevent minorities and women from being promoted to top corporate positions). Human resources and managers are working vigorously to try to break this barrier but run into various predicaments.

Age

To start off, we have the category of age. According to data from the U.S. Census Bureau and the CIA’s World Fact Book, the median age of a person in the United States is the highest it has ever been, 37.6 years old. By 2030 it is projected that close to 20% of the US population will be 65 or over. With the Discrimination in Employment Act of 1967, employers are prohibited from age discrimination for hiring and opportunities that arise within the company. Unfortunately, companies disobey the act or try to find a grey area to avoid hiring a particular candidate for either the job or certain task. As the population ages, managers must be vigilant to ensure no age discrimination comes into play with employees. Managers must make certain that policies and procedures treat all workers fairly in the workplace, regardless of their age.

Gender

On the employee end of things, the individual must be able to learn from other coworkers, work well together, and take advantage of the different perspectives each has to offer. Within the workforce, there is approximately 55.6% males and 44.4% females. Women median weekly earnings is $706 compared to men, at $860. According to the nonprofit organization Catalyst, an organization which studies women in business, while women compose about 51.5% of the employees in managerial and professional positions, only around 14.6% of executive officers in the 500 largest U.S companies (known also as the Fortune 500) are women, and only 8.1% of the top earner executive officers are women. Women are also very underrepresented on boards of directors- they currently hold 16.9% of the board seats of Fortune 500 companies. Sheila Wellington, former president of Catalyst indicates ‘ Women either control or influence nearly all consumer purchases, so it is important to have their perspective represented on boards’. Research conducted by consulting firms suggest that female executives outperform their male colleagues in skills such as motivating others, promoting good communication, turning out high-quality work, and being good listeners. Results of a study conducted by Catalyst found that organizations with higher proportions of women in top management positions had significantly better financial performance than organizations with lower proportions of female top managers.

Race/Ethnicity

Race/ethnicity is one of the bigger discriminations that is heard about more frequently. Ethnicity refers to a grouping of people based on some shared characteristic such as national origin, language, or culture. The racial and ethnic diversity of the US Population is increasing quickly, as is the diversity of the workforce. One out of every three US residents belongs to a minority group and in 2050, the US population is projected to be 54% minority. Statistics compiled by the Bureau of Labor Statistics suggests that much needs to be done in terms of ensuring that diverse employees have equal opportunities. Median weekly earnings for black men are approximately 75.1% of median earnings for white men; median weekly earnings for black women are approximately 83.9% of median earnings for white women. At a general level, managers and organizations are increasingly being reminded that stakeholders in the environment are diverse and expect organizational decisions and actions to reflect this diversity. Managers have to be especially sensitive to avoid stereotyping different groups when they communicate with potential customers.

Religion

Religion can be a tricky factor to work around but the Title VII of the Civil Rights Act prohibits discrimination based on religion. In 1997 the federal government issued ‘The White House Guidelines on Religious Exercise and Expression in the Federal Workplace’- although technically only applicable to the federal workplace, many large corporations rely on it as well. The guidelines require that employees make reasonable accommodations for religious practices, such as observances of holidays, as long as doing so does not entail major costs or hardships. A key issue for managers in religious diversity is recognizing and being aware of different religions and their beliefs, with particular attention being paid to when religious holidays fall. Meetings should not be scheduled on religious holidays. When managers acknowledge, respect, and make small accommodations for religious diversity, employees’ loyalty is often enhanced. While only 23% of employees who feel they are victims of religious discrimination actually file complaints, about 45% of these employees start looking for other jobs.

Capabilities/Disabilities

The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against persons with disabilities and also requires that employers make reasonable accommodations to enable these people to effectively perform their jobs. Managers attempt to implement policies and procedures to comply with ADA, however they face a number of interpretation and fairness challenges. Some employees are hesitant to come forth with their issues while on the other hand some abuse the power of disabilities they may not even have. A key challenge for managers is to promote an environment in which employees needing accommodations feel comfortable disclosing their needs and, at the same time, to ensure that the accommodations not only enable those with disabilities to effectively perform their jobs but, also are perceived to be fair by those not disabled. Training must be set in place to inform both manager and employees about disabilities as well as the real capabilities for those whom are disabled. Many people are unaware of the prevalence of disabilities as well as misinformed about their consequences. For example, a blind individual can still excel in his or her careers. Accommodations covered by the ADA enable the individual to perform to their capabilities. The ADA also covers employees with HIV and AIDS which most individuals are not aware of.

Socioeconomic Background

The term socioeconomic background typically refers to a combination of social class and income-related factors. Managers must be sensitive and responsive to the needs and concerns of those whom may not be as well off as others. In a strong economy, it is easier for poor individuals with few skills to find a job. However, when the economy is low, they are unfortunately the first to lose their jobs. On top of that, in recessionary times, it is even more difficult for the unemployed to find new positions. In 2012, according to the US Census Bureau, 46.5 million people were below the poverty rate.

Sexual Orientation

According to research done at the UCLA School of Law, approximately 9 million US residents self-identify as a part of the LGBT+ community. Although there is no federal law that prohibits discrimination based on sexual orientation, 21+ states prohibit sexual orientation discrimination in civilian federal offices. As society is more informed about the minority community, an increasing number of organizations affirm their rights to fair and equal treatment and provide benefits to same-sex partners of LGBT+ employees. Fortunately, in the years that I have worked in various industries, I have not experienced or witnessed first-hand any of the discriminations examined above. However, some of my acquaintances have been victims of various forms of discrimination. Once, at my friend’s workplace, there was an LGBTQ+ member who had requested that their business cards be printed with their preferred name however, was denied. This could be a situation that their employer pre-printed without consulting the employee, based upon database information which shows a need for a preferred name section within the application process. However, this could have been avoided if the employee was approached by the manager to be sure that was the name wanted on the business cards. If the manager approached the employee before sending the order to the printer in order to confirm the name the employee wanted on the card, then this could have been resolved.

Racial Discrimination in the Workplace Essay

Introduction

Since the beginning of civilized society, Humans have dealt with built-in prejudice and racism that has been programmed into them by society and the archaic culture of racial supremacy. This has been primarily done because of the fear humans undergo when met or confronted with different views, cultures, opinions, and physical appearances that aren’t their own. This has been seen countless times throughout history from World War II to the discovery and eventual domination of the Americas by the English and Spanish. In today’s business world the issue of racism and its effects have been brought to the forefront of a company’s growth plans. Because of this companies have begun developing programs to increase the level of multicultural inclusion and decrease their individual biases. This can be done by opening communication on the difficult subject, developing education programs, having clear guidelines for harassment or racism, and investing in employee-led resource groups. (Schoeller, 2020) Many companies have taken the necessary steps to expand their diversity. Diversity, however, can be a double-edged sword if not introduced properly. Laura Sherbin and Ripa Rashid state that “diversity alone doesn’t drive inclusion. In fact, without inclusion, there’s often a diversity backlash” This can be seen with many companies that have been in business for many years. They introduce a mask of diversity and change to the employee group to seem more diverse but change nothing when it comes to the culture that the past leadership has put in place. This leads to the exclusion of new and diverse employees from important activities or advancement opportunities. (Sherbin & Rashid, 2017) Throughout this literature review, we will be looking at the benefits that diversity with proper inclusion can have on companies. We will dive into the steps that leaders can take to elevate their work to the next level of business as well as the steps that are being taken to eliminate racism from the modern workplace.

The first steps to diversity & inclusion

There are several steps that one must take when addressing racism in the workplace. Throughout the world racism and bigotry continue to be cancer that eats away at both companies and individuals. More dangerously, however, is the mask of diversity with background racism still taking place within the workplace. This creates fear and apprehension both with employees as well as with senior management and causes an even bigger divide which ultimately hurts the company. Studies show that 41% of senior-level African Americans, 20% of senior-level Asians, and 18% of senior-level Hispanics (Abena, 2019) feel an obligation to sponsor employees of the same background as themselves whether it’s race, gender, or country of origin. Senior-level management of color feels conflicted that by giving diverse employees the opportunity of mentoring and advancement opportunities they give the perception of special treatment to employees of diverse backgrounds. This results in just 18% of Asians, 21% of African Americans, and 25% of Hispanics being presented with sponsorships, and the remaining 27% going to Caucasian whites. (Sherbin & Rashid 2017) This is an example of diversity without inclusion.

The beginning – Communication

For a company to have included the first step that must be taken is open communication about the subject of race and an understanding that it is still a problem. Open dialogue between all levels of the workplace is crucial to taking this first step. (MacArthur, 2020) However, many leaders feel uncomfortable or hesitant to start the conversation. This is primarily due to the years of built-up aggression and negative emotions connected to the topic of racism. To relieve these negative emotions, one must take precautions before, during, and after these conversations are had. MacArthur states in her article that there are five rules of engagement. When communicating leaders and employees must assume good intent in the conversation. During intense conversations, one can be quick to assume the worst or use their point to attack their counterpart. This is detrimental to good communication and can destroy the conversation before it even begins. Second, because this is an emotional and sometimes heated topic individuals must have a clarified approach within the conversation. Both parties must bring their points to the table with unbiased facts and understanding. When issues or difficult points arise, they must be debated calmly and with respect. Third, having a moderator between the parties of the discussion allows for authentic dialogue. Difficult situations can always be eased by having an unbiased party there in case arguments arise or the conversation turns sour. Lastly ensuring that the conversation happens in phases is the key to long-term results. These five rules can ensure that communication happens as smoothly and with as much understanding as possible. (MacArthur, 2020) This open communication can lead companies from the black and white numerical side that people think diversity is i.e. (quotas of specific races within the workplace) and transform it to Inclusion of all races and an understanding and acknowledgment of their worth not just to the company but in general. (Lewis & Shah, 2019)

Out with the old

The second step must be a conscious change in the old way of thinking as well as participation from workplace leaders. This can be done in many ways. The first action, some researchers say, is to analyze their internal policies and procedures. This is an excellent way to follow up on initial communication and start the process of changing the workplace culture. This is extremely important because change happens from the leadership down. Danielle Green explains that for a company to undergo the proper change into one of inclusion it must first require Equality, Diversity, and Inclusion within its workplace. (Green, 2015) The topic of racism is not a standalone issue that we face. It is but a piece of the overall human rights issue that has plagued our world. For a workplace to truly be inclusive it must “require that each new employee be instructed in the ‘value and importance of equality and inclusion; that they receive inclusive support; and that they be supported in accessing information, advice, and guidance on equality and inclusion.” (Green, 2015) To achieve this leaders will have to understand their specific work culture and understand the barriers that keep their workplace stuck in the outdated past. Such barriers can be things such as prejudices, stereotypes, outdated policies, workplace environment, microaggression, etc… (Hirsch, 2019)

To have a full view we must understand that systemic racism is not something that is an isolated issue. Some individuals think that racism is only one way, but this is further from the truth. Racism like food, clothes, and language can be seen in many different colors. As Americans, we think that racism is white Caucasians VS. minorities but this is only a half-truth. In areas such as South America, China, Japan, and Spain one can see there are instances of racism. Systemic racism is defined as the systemic oppression of a racial group to the social, economic, and political advantage of another. This will primarily be determined by the race that holds social, economic, and political power.

A Chile-based firm that would seem to have no problems with diversity can be used as an example. In this situation, one of their most valued employees is an indigenous Peruvian man who is respected, well-paid, and included in the leadership team’s decision-making process. Yet in a one-on-one interview, he confided that he saw no future for his ambitions at that firm. “I know they value me,” he said, “but I am an indigenous person, and they are white, legacy, and Spanish. They will never make me a partner, because of my color and background.” Conventional measures would never flag this talented man as a flight risk; it’s up to the narrative to tell the tale. (Sherbin & Rashid, 2017) In this example the home region was Chile and when racism comes to mind one does not think of areas such as this. To fix a problem one must first realize that there is a problem. And this problem extends much further than our playground.

Unstoppable action

The third step is taking action. After companies start the difficult conversation and analyze their work environment company leaders must take the first steps and initiate change where needed. This can be done by presenting training programs for all levels of the workplace, promoting educational resources like books, online material, and videos for employees who choose to learn more about the subject, as well as giving a voice to those who feel passionate about the subject in company meetings as well as local government settings if possible. (Schoeller, 2020) This can not only be applied within the workplace but in our own micro-cultures. When talking about environmental issues the topic of diversity and inclusion is a recent example.

Workplace leaders under the environment movement have started bringing to light the underlined racism that takes place when making decisions on local environmental issues. In an interview with Adrianna Quintero the Director of Diversity, Equity, and Inclusion at the Energy Foundation, she explains how difficult it can be for minorities to have their voices heard under the current policies. She states that “If I’m a Latina mom who speaks limited English, heading out to a public hearing about the dumping of a chemical by a large corporation in my neighborhood, or if I want to express support for policies designed to stop climate pollution, I not only have to find the time in my schedule and someone to watch my kids, I need to also figure out how to represent my concerns. This can be frightening and difficult” She highlights the barriers that minorities have under this situation such as language barriers, and time constraints for a lower socioeconomic individual who wants to participate in such dictions. (The Importance of Inclusion in the Environmental Movement, 2020) In the situation stated above Leaders must come forth to eliminate these barriers so individuals can participate in major decisions that will affect not only them but their families and communities. This brings us back to the point of leaders taking action to initiate positive change. To initiate true change the people that hold power must step up and jump into the line of fire for the greater good. (Biro, 2020)

Framework – R.A.C.E

Talking about race at work can be a difficult thing to do and many times both employee and manager have their shortcomings on the topic. (How to Begin Talking About Race in the Workplace, 2020, June 15) states that many managers feel ill-equipped to offer advice when it comes to the topic of diversity and inclusion. Wharton university in Pennsylvania has developed the RACE framework so middle management has a reliable way to start the conversation. The Race framework begins with R which stands for Reduce anxiety by talking about race anyway. In this step, managers can reduce tension on the subject by inviting employees to create two or three norms they would like to observe to engage effectively in conversations about their racial differences.

The following step in the framework is A which stands for Accept that anything related to race is either going to be visible or invisible. “Managers can help employees find the space in between the extremes of invisibility and hypervisibility and normalize race as a dimension of diversity that is meaningful in the workplace.” If an employee skews to either extreme this can lead to internal resentment and eventual job turnover. (How to Begin Talking About Race in the Workplace, 2020, June 15)

After the topic has been discussed in a safe environment the next step is to surround the workplace with support. This would deal with the C under the framework which calls on internal and external allies for help. This would involve both internal and external ally participation. Because this topic is still a volatile topic, having a diverse set of individuals to rely on can help managers decrease the likelihood of an explosion when difficult situations arise. These individuals can be other managers within the company as well as professors, former colleagues, and clients who are invested in diversity, equity, and inclusion. This will ensure that the environment is permanently changed to one of true diversity and inclusion and not revert it its old ways. (How to Begin Talking About Race in the Workplace, 2020, June 15)

The final step within the R.A.C.E framework involves the expectation that managers will have to provide multiple answers, tools, and skill-based frameworks. This will be the most difficult step because the method in which this framework is initiated will vary depending on the workplace. This will require a specialized approach to each situation and overall hard work from management. When done correctly this will show employees that talking about diversity, equity, and inclusion is a realistic goal and can be done. (How to Begin Talking About Race in the Workplace, 2020, June 15)

By following these steps managers and industry leaders can open communication about race within the workplace that allows honest conversation and long-term change. Many companies in today’s time are working diligently to create an inclusive workplace not only for their employees but for the future leaders of the world. Kellie C. Huxel Bliven, chief editor of the Journal of Sport Rehabilitation published her response after the death of George Floyd. This message was intended to empower the individuals who work under this journal. She states that “Together, we will work diligently to maintain a culture that embraces diversity, equity, and inclusion to ensure long-term success and impact as an international journal that advances the understanding of sports rehabilitation to improve patient care. That is what it means to be a multidisciplinary journal.” (Bliven, 2020) This puts to practice the ideals and framework stated above. Because of her initiative, the minorities that work under her will feel included and heard. This simple gesture will settle any unease that the situation has caused within her workplace both seen and unseen.

According to the literature, there is a major advantage to incorporating diversity within the workplace. This however must be paired with inclusion and proper techniques, policies, communication, and positive leadership in order for it to be successful. In conclusion, using diversity and inclusion to eliminate racism is a strong and effective method with exciting results.

Conclusion

The reviewed literature suggests that proper steps have been taken on this topic and that many individuals are making it a bigger priority within their agendas. It has also covered steps and techniques to open communication and reduce anxiety when it comes to eliminating racism from the workplace. Furthermore, it has presented that diversity with inclusion as well as an overhaul of old and outdated policies are the strongest methods to begin the proses of eliminating racism from the workplace. A major limitation of this literature is the limited research and onsite studies to truly review companies that deal with this issue. A large portion of the literature reviews methodologies that can be used within the workplace, but very limited literature exists regarding recorded and tangible applications and results. Current research supports the implementation of diversity and inclusion as discussed above; However, a continuation of studies reviewing the benefits as well as step-by-step monitoring over extensive time could be done to justify and solidify the literature above.

References

1. The Importance of Inclusion in the Environmental Movement. (2020). Journal of International Affairs, 73(1), 249–254.
2. Huxel Bliven, K. C. (2020). Our Commitment to Diversity, Equity, and Inclusion. Journal of Sport Rehabilitation, 29(7), 859.
3. Lewis, K. R., & Shah, P. P. (2019). Black students’ narratives of diversity and inclusion initiatives and the campus racial climate: An interest-convergence analysis. Journal of Diversity in Higher Education. doi:10.1037/dhe0000147
4. The Importance of Inclusion in the Environmental Movement. (2020). Journal of International Affairs, 73(1), 249–254.
5. Sherbin, L., & Rashid, R. (2017). Diversity Doesn’t Stick Without Inclusion. Harvard Business Review Digital Articles, 2–5.
6. Green, D. (2015). Champion equality, diversity, and inclusion. Nursing & Residential Care, 17(4), 230–233.
7. How to Begin Talking About Race in the Workplace. (2020, June 15). Retrieved September 17, 2020, from https://knowledge.wharton.upenn.edu/article/begin-talking-race-workplace/ Schoeller, J. (2020, August 13). Council Post: Diversity And Inclusion: A Call For Leadership To Combat Racism In The Workplace. Retrieved September 17, 2020, from https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2020/08/14/diversity and-inclusion-a-call-for-leadership-to-combat-racism-in-the-workplace/
8. Abena, P. (2019, July 09). Diversity: Going beyond the headcount. Retrieved September 17, 2020, from https://www.opensesame.com/site/blog/diversity-going-beyond-the headcount/
9. MacArthur, H. (2020, June 09). Discussing Racism In The Workplace: Using Positive And Persistent Pressure To Enable Honest Dialogue. Retrieved September 17, 2020, from https://www.forbes.com/sites/hvmacarthur/2020/06/09/discussing-racism-in-the workplace-using-positive-and-persistent-pressure-to-enable-honest-dialogue/
10. Biro, M. (2020, June 14). To Improve Workplace Diversity, Undo Workplace Racism. Retrieved September 19, 2020, from https://www.forbes.com/sites/meghanbiro/2020/06/14/to improve-workplace-diversity-solve-workplace-racism/
11. Hirsch, A. (2019, August 16). Taking Steps to Eliminate Racism in the Workplace. Retrieved September 20, 2020, from https://www.shrm.org/ResourcesAndTools/hr topics/behavioral-competencies/global-and-cultural-effectiveness/pages/taking-steps-to eliminate-racism-in-the-workplace.aspx
12. Racism. (n.d.). Retrieved September 19, 2020, from https://www.merriamwebster.com/dictionary/racism

How Far Has Society Gone in Shunning Discrimination Against Groups of People

Introduction to Discrimination in Sports: Althea Gibson versus Serena Williams

Althea Gibson versus Serena Williams: How Far Has the Society Gone in Shunning Discrimination Against Groups of People? The call for society to advocate for equality and shun discriminatory practices has been one of the outstanding agendas for many human and social development advocacies. Indeed, the subject is important since addressing discrimination is mandated by the constitution, which recognizes every person should be treated equally regardless of background and cultural disposition.

Shunning discrimination is also a recipe for social and sustainable development because it stands against processes such as marginalization, exclusion, and disenfranchisement of some individuals. In the United States, the advocacy has all been common, orchestrated by the nation’s richness in diverse and multiracial populations and history of discrimination.

Yet the nation lends itself as a unique case amidst the divided views on the state of discrimination. Some groups hold that country is a post-discrimination society, while others argue the problem is still very rampant. Such a scenario invites the question of what could be the actual situation. Closely related to the question is, if discrimination exists, what is its nature and form? Has there been any change? If so, what could have changed? Engaging in the discussion is a means through which the issue can be understood and further addressed.

One way of approaching the subject is comparing past and present experiences of athletes, for instance, Althea Gibson versus Serena William. A comparison of the experiences of these two athletes provides evidence that although there have been significant changes oriented towards accommodating diversity, little has changed about gender and racial discrimination. One will quickly notice that, in both cases, despite their success in sports, they struggle with open discrimination in public, characterized by biased treatment and disparities in income following patriarchal dominance and racism inherent to the society.

Discrimination: Public Treatment

Despite their big successes, such as winning the Wimbledon titles, both sports stars faced discrimination because of their gender and color. The most outstanding form of discrimination that Althea Gibson faced was racism and gender bias. She joined the professional support at the time of racial segregation. The tennis sport was an all-white game, and blacks were not permitted to the United States National Championships. While many changes followed, allowing her to be the first black woman to feature in the championship, she had to contend with different forms of racial attacks. For instance, she was not welcome at many clubs holding the tournament. The sport continued to be overly represented by the whites. Despite her growing popularity, she would be denied rooms at hotels. In one notable case, one hotel turned down reservations for a luncheon in her honor.

Many a time, whenever she stepped on the lawns to play, she would be constantly bombarded with degrading racial epithets and vilifications. Many of her wins went unrecognized just because of her color. Her story was also underrepresented in the mainstream media, which often opted to cover white celebrities. In light of the heightened racism, Althea Gibson had to nurture the spirit of courage, telling herself she was not playing the game for the whites but for herself. Like Muhammad Ali, this spirit made her an icon of black power.

Despite the time difference, the story of Serena Williams is not any different from Althea Gibson’s. Her discrimination experience is both racial and sexist. In one of the notable cases of racial discrimination and sexism, Shamil Tarpischev, the Russian Tennis Federation President, was forced to make a public apology to Serena William and her sister after he referred to them “as “brothers” who were so “scary” to look at. These remarks, which Serena termed as both sexist and racist, elicited a sharp public reaction and cost Tarpischev a one-year ban by the Women’s Tennis Association and a fine. On another occasion, Serena has been reportedly ridiculed by the mainstream media, including social media, for her powerful body image of 5’9″ height and 150 pounds weight.

Popular media, including social media, is always seeking to characterize her image based on the socially-constructed standards of an ideal woman, such as light skin color and slenderness. Because she does not accurately fit into this standard frame, Serena is often ridiculed and vilified for being less of a beautiful woman. She has also been unfairly targeted in drug tests. When she was a child, she was discouraged from playing tennis because of her race. In this regard, like Althea Gibson, one can infer that Serena Williams continues to endure modern-day discrimination that is so profound in form and nature that her success stories are sacrificed over body image.

Pay Gap — Reward and Compensation Matters

Both Althea Gibson and Serena Williams had compensation problems that can be best attributed to gender and racial discrimination. At the height of her career, Althea was compelled to quit tennis for another well-paying opportunity, such as singing and golfing, since women’s tennis was not offering a sustainable income, much less for a woman of color. The patriarchal and racist society of the time invested in male-dominant sports and white-representative sports, planting a huge income disparity between different groups of tennis players.

Indeed, for most of her tennis career, she lived with roommates and lacked income, surviving on the generosity of others (Alvarez). Had she not quit, she would have gone further to win many other titles since she was the most dominant player. At one moment, Althea is reported to have been contemplating suicide when a close tennis friend opted to fundraise $1 million from her fans (Editor). Essentially, Althea’s experience creates the allowance for one to argue that discrimination limited her career.

Serena William presents a similar experience. As documented by Editor, although she ranks first as the world’s best tennis player, she does not command the market of the corporate world. She compared poorly with other white tennis players, such as Maria Sharapova. Indeed, based on Forbes magazine, Maria Sharapova is ranked the world’s highest-paid player following endorsements. Interestingly, she has lost to Serena Williams in 18 out of 20 tennis encounters, yet on the overall list of highly-paid men and women, Sharapova ranks 12th and Williams 20th. The effect of gender differences on remunerations is also significant. For instance, the income of Roger Federer, a dominant male tennis player, is $731,000, while Serena Williams is $495,000.

As Rothenberg highlights, whereas the compensation of men and women in tennis is fairly comparable to other sports, there is a disparity in income across gender. Female tennis players earn 80 percent of what male tennis players get. These differences mirror the position of women in other professions, which Musabyimana notes needs to be addressed . This view is further echoed by Senne, who notes that gender equity is still problematic in sports. The table below summarizes the income disparities with background disposition. Evidently, these figures sent a strong message that, despite the test of time, patriarchal dominance is still common.

Worldview — Current Public Profile and World Image

Both Althea Gibson and Serena Williams are famous figures, having posited exemplary performance in tennis while enduring various forms of discrimination. Consequently, their success story and experience have secured them a place position in women’s liberation in the male-dominated society, as well as the discourse of minority struggle for equality against racism. Althea was a black American tennis player who was celebrated for defying racial barriers to become the best international player of her time. She was the first African American to win the French Open Championship in 1956. She would later win the United States Nationals and Wimbledon in 1957.

Later, in 1958, she was voted the best Female Athlete of the year, an award organized by the Associated Press. During her time in tennis, she won 11 Grand Slam titles, including singles, doubles, mixed doubles, and Wimbledon titles. Because of her success against the odds of racial discrimination, she became an embodiment of black Americans’ struggle against racism. She became the role model and motivation for many other generations of black sportsmen and women that followed.

Like Althea Gibson, Serena Williams also commands a popular profile. She is particularly perceived as a symbol embodying the strength of a black woman and her determination to fight social obstacles. Serena is particularly celebrated for revolutionizing tennis using an outstanding playing style that has enabled her to win many Grand Slams titles more than any other woman. In light of rampant gender bias and discrimination against women of color, she has presented herself as a fearless advocate of change. Indeed, she has been equivocal in advocating for change against racism and sexism. In this regard, the two women are similar because they are competitive.

Conclusion

In conclusion, it is indisputable that a comparison of the life of Althea Gibson and Serena Williams provides evidence that, although there have been significant changes oriented towards accommodating diversity, there is little that has changed about gender and racial discrimination. The two women share many similarities. In both cases, the two sportswomen particularly struggle with open discrimination in public, characterized by biased treatment and disparities in income following male dominance and racism inherent to society. Althea Gibson joined tennis and became the best player at the time of heightened racial segregation. She had to contend with racial discrimination and vilification.

These discriminatory forces limited her income from sports, causing her to earn less compared to her male and white peers. She had to make a choice to quit early because the income was unsustainable. The story of Serena Williams is not any different. Despite the change of time characterized by institutional change seeking to combat discrimination and her exemplary performance in tennis, Serena has reportedly experienced sexist, gender, and racial discrimination. She earns less than male players and white peers.

Meanwhile, because of their shared similarities, both Althea Gibson and Serena Williams have become role models and inspirations for women of color aspiring to earn a living from sports amidst rampant discrimination. Most importantly, the story of the two sends a strong message that there is still a lot that needs to be done to realize gender and racial diversity inclusion.

Works Cited

1. Alvarez, A. (2017, December 22). At The Height Of Her Tennis Career, Althea Gibson Turned To Golf. Retrieved February 27, 2019, from https://www.wbur.org/onlyagame/2017/12/22/althea-gibson-golf
2. Editor. (2015, September 15). Racism and Black tennis players. Workers. Retrieved February 27, 2019, from https://www.workers.org/2015/09/15/racism-and-black-tennis-players/#
3. Malm, S. (2016, August 2). The remarks still hurt: Serena Williams reveals she suffered racism on and off the court and was told to give up tennis dreams while growing up because she is black. Dailymail. Retrieved February 27, 2019.
4. Morris, R. (2014, October 4). The Legacy of Althea Gibson. Independent Institute. Retrieved February 27, 2019, from https://www.independent.org/news/article.asp?id=5132
5. Musabyimana, A. (2018). Race and gender at work: men’s and women’s experiences. Proceedings of the National Conferences On Undergraduate Research (NCUR) 2018 University of Central Oklahoma Edmond, Oklahoma April 5-7, 2018.
6. Prather, C., Fuller, T., & Jeffries, W. (2018). Racism, African American Women, and their sexual and reproductive health: A review of historical and contemporary evidence and implications for health equity. Health Equity, 2(1), 249–259.
7. Rothenberg, B. (2016, April 14). Roger Federer, $731,000; Serena Williams, $495,000: The pay gap in tennis. Retrieved February 27, 2019, from https://www.independent.org/news/article.asp?id=5132
8. Schwartz, L. (n.d.). Althea Gibson broke barriers. Retrieved February 27, 2019, from [provide URL if available]
9. Scott, D. (2018, July 25). Serena Williams says she’s facing discrimination over frequent drug tests. Businessinsider. Retrieved February 27, 2019.

Unveiling Discrimination: Police Brutality Against African Americans

According to the research conducted by Weitzer, it is reviewed that people with the identity of African and American are often subjected to different forms of abuse and torture, and a significant number of policemen are convicted in America. They had horribly tortured the prisoners and broke the mental barriers. The news about the seven policemen torturing the prisoner in a diversity of ways is not uncommon. The methods implemented could not be explained. In only a few sets of decades, the USA has become quite notorious due to nothing but Police discrimination. Many cases were written and recorded with the topic of nothing other than torture on the basis of creed and discrimination due to different colors. Even the other Western Countries didn’t have that many records concerning the killing of people out of only the discrimination .

In the paper, the focus is narrowed to the discrimination bestowed by police officers on African Americans and other people due to nothing but just discrimination. But it doesn’t mean that such acts are unexplainable, as the misconduct of police compromises discrimination as well. Facing punishment without a proper cause is actually a crime, and it has been researched that Black people have to face the consequences without even doing anything. They are subjected to a punishment far more severe than what is legal for the crime. Such type of discrimination is quite common when it comes to the Black creed. It has been found by researchers that there are always some injustices when it comes to Black people.

Laws, legal entities, and legal policies

According to the research conducted by Legewie, it is reviewed that in order to make sure that people are protected from discrimination by police, several policies, entities, and laws have been made. Along with all the other races in America, the same rights have been given to African American as well. They give the power to raise a voice against such unlawful actions. According to the 1994’s Act, the departments that violate the rights of normal citizens can be reformed under the lawsuit. This law takes all the people belonging to different races under the shadow and protects them.

The power of policemen is limited according to this law. Considering the discrimination inflicted by police officers, such laws make sure that the rights of people are protected no matter what. Keeping the 1871’s Act in focus, both the Fourteenth Amendment and the Fourth Amendment play a very significant role in the cases which have the core of Police discrimination. According to it, African Americans have the same protection against the causes of discrimination as other citizens of America. Such laws and points are very important as they lower the discrimination between both cultural groups and ethnic groups.

Major effects of Police discrimination in the United States of America

According to the research conducted by Goel, Perelman, Shroff, & Sklansky, it is analyzed that when the question is about Police Discrimination and Brutality, the answer is quite simple. It is actually the improper use of rights that policemen have. Under the shadow of brutality, there is also the shot-down of people in alleys and streets under the name of unknown crime. The authentic laws allow policemen to kill; they misuse and kill Black people. It is also the discrimination practices that policemen use. Considering the years that have already passed, the police’s excessive power has been released. Due to the notorious image and reputation that policemen possess now, African Americans find it very difficult to trust them.

Police Discrimination against African Americans is not rare, and many officers are connected to crimes that are only named small and nothing else. Due to the sheer brutal behavior inflicted by the Black people, many mothers are afraid to teach the native codes to their newborns. They are afraid that policemen will kill their kids if they ever teach them such codes.

According to the research conducted by Ballacci, it is reviewed that even the news concerning the Former Sheriff killing a person who was not even involved in any crime was not rare. In Houston, the news got no change, and it was hot for only a little while and nothing else. It disappeared as soon as something else happened. The point is that the person killed none other than an unarmed African American, and he was named Danny Ray. Only the Sheriff was suspended, but even after that action, there were still many cases that involved discrimination against Black people.

In the US, a lone mother who has been a Democrat stands alone in order to fight the claims of discrimination that were examined by policemen. The purpose of her fight is nothing other than the freedom of many other Black mothers who are living in fear of losing their children. In order to ensure that racism from America disappears once and for all, she fights and struggles because she doesn’t want more innocent African Americans killed without an authentic crime.

According to the research conducted by Williams, it is reviewed that over the country, the department has been involved in many other crimes involving racism. And the suspects were none other than Black people. Only on the little crimes and in closed gaps the police department has been involved in the murdering of different Black people. The approximate number of innocent Black people that were killed without a reason cannot be measured as there are many. The purpose of killing is nothing but just the race as they have a different color, and they speak with little variation. There are many illegal laws that have been used by police officers to torture severely and kill them without a proper reason. The cases concerning discrimination have increased considering the past times under the governance of Obama, who kept a strong leash on the crimes against Black people.

According to the research conducted by Taibbi, it is reviewed that It is not very difficult to determine that the Black creed is treated very poorly in the USA. Compared to the governance of Obama, Black people are tortured more, and the rates have grown. Black people are treated harshly for nothing. Another example connects to a black person shot down only because he was selling compact disks outside the store. Police officers reported that he had an unlicensed gun which was not true. At the moment, only one case is discussed, but history is full of such cruel cases.

According to the research conducted by Donald, it is reviewed that If the time that has already passed is evaluated properly, it will be determined that a little time back in the past, there were not even proper rights for the Black race. They had to suffer from tortures, which were more horrible than a normal person could imagine, only because they had a different color than the normal white people of America. Even now, there are countless police officers who find it tough to see them in the same light as White people. If the recent years are studied and dug thoroughly, many more cases will come out focusing on the discrimination against Black people.

In the directory, there are numerous cases that are registered only because of the discrimination that was examined by the police officers. The victims were not shown even a little bit of mercy, and they were treated like cattle brought to the altar. The excessive use of police rights without a proper reason is common for Black people. Most of them have already broken their values due to such immense trauma.

According to the research conducted by Ritchie, it is reviewed that right now, we are going to discuss another case and another victim of discrimination. In a video, it was visible that victim Walter Scott was shot almost five times by Michael Slager. It was quite apparent that no weapon was possessed by the victim. Once the victim had died, a Taser was placed by the officer to charge for a quarrel. In America, it is not difficult to figure out that White people hold a special type of prejudice against the Black race and its people.

Hypothesis

Ha1: The discriminating practices of police have a relationship with racism in the US.

Ha0: The discriminating practices of police have a relationship with racism in the US.

Hb1: Police discrimination behavior has an impact on the social norms of the United States.

Hb0: Police discrimination behavior has an impact on the social norms of the United States.

Hc1: African American discrimination has a relationship with their involvement in criminal activities more than white Americans.

Hc0: African American discrimination has a relationship with their involvement in criminal activities more than white Americans.

Hd1: Police discriminating practices are linked with the political policies and historical concept of racism.

Hd0: Police discriminating practices are linked with the political policies and historical concept of racism.

Methodology

Research Design

This research uses a quantitative research method to collect data from multiple resources in order to get more accurate results. Both primary and secondary method of research is used in this study. In the primary research, the data is collected from a sample of the population through questionnaires, and in the secondary research, the previous literature findings are analyzed. The questionnaire method is used to get the responses from the sample population to know about the perspective of people regarding the discriminating practices of police against black people in America. The responses from the sample us get on a voluntary basis.

Sample Selection

The sample is selected from the population of the United States. For this research, a sample of 36 people is selected to respond to the questions. From the sample selected, 4 participants were black people. Twenty-five were white people, 7 participants were from other ethnic groups, and 3 participants were from a police background.

Sampling Technique

In this research, the random sampling technique is used. The questionnaires were distributed among the participants on a random basis to evaluate the probability of their responses regarding the question asked in the survey.

Data Collections

The questions regarding the dependent variable, which is the police discriminating practices, were selected. There are various types of research on discrimination against black people in society, so the only suitable questions for current research were selected. There is a total of 10 questions in the questionnaires about the discriminating practices of police against black people in the United States. The questions concerning the independent variables, which are racism, social norms, and the historical impact of racism, were selected. The questionnaire is given in Appendix 1.

Procedures

Hypothesis testing:

As the present research includes the hypothesis that is alternative hypothesis and the Null hypothesis, the hypothesis testing was performed using SPSS software to find the P-value and the significance level; in case the P-value get is less than the level of significance, the null hypothesis will be rejected, and alternative will be chosen.
Software:

For the present research, SPSS software was chosen to analyze the data, test the data, perform analysis, and recognize suitable results regarding the data of quantitative research. The software Qualtrics was used for the qualitative research.
Strengths and Limitations of Study

There are many of the strengths and limitations of studies. The main strength of the study is that all of the research findings not only depend on previous research but also new data is collected from the sample to obtain more accurate and up-to-date results. The limitation of the study is that the size of the sample was limited, and depending on the ethnic backgrounds, the response of the participants also seems very biased.

Results and Analysis

By evaluating the data gathered from the research, it is analyzed that among the black race, there are actually several legal and structural barriers that prevent the laws from protecting the people. They are registered to commit many crimes by police officers. In the White House, some decisions were taken by President Donald Trump concerning the thirteenth Amendment focusing on the reformation of the police department. However, there are some problems that hinder the policies and laws .

Considering the rights of Black people, there are some barriers related to societies that hinder the implementation of rights and policies which allow Black people to file against the discrimination inflicted by policemen. It has been observed that Black men are shot because of their impression of being involved in the crimes more. Due to the lack of cultural and legal powers, the authentic duties are not completed properly. Political acceptability is still facing challenges.

Discussion

Significant efforts

The US government utilized different operations in order to save Black people from brutality. But according to the concern of President Donald Trump, areas remain open to solve different diverse problems. The former President also implemented different policies to tackle such a difficulty, and the current President is also focusing on the program effectively. The focus of the programs is nothing but the safety of Black People (Coaston).

In order to solve such difficult issues, there was a meeting of Kanye West with the President. The policy of “Stop and Frisk” was implemented in Chicago to carry out different practices for the reduction of such issues. It has been determined that Donald Trump enforces this discrimination in order to reduce the rate of crimes in the country. In his administration, reforms have been made for the optimization of security, safety, and national health (Coaston).

One particular solution effort

In order to resolve such brutal issues, many solutions can be evaluated to save Black people. However, it has to be made sure that all the departments, regardless of the area or the vicinity, follow the same practices to protect the Black creed from the discrimination of Police. If the government sees it right, a special phenomenon can take place and change the behaviors in an unofficial way.

By the use of concepts of political science, authentic and official values or codes by public officials are implemented for a specific region or area. Therefore, it can be recorded that President has focused on criminal justice to ensure a decrease in the discrimination of people. This way, civil servants can be created with the use of power to keep the balance in public. Using such a strategy, the mechanisms and goals can be implemented to affect the behavior of a society to ensure that the policy of the government is followed and through. In the political system, there are actually political theories that can be implemented to enforce laws efficiently.

Conclusion

Summing up the discussion, it can be said that it is common that police discrimination flies for only a specific amount of time and disappears after some time. Even if some individuals hear about the news, all they feel is sympathetic indifference and nothing else. However, the rate of harassment along with Police discrimination in the USA is quite significant. Considering the years that have already passed, the police’s excessive power has been released. Due to the notorious image and reputation that policemen possess now, African Americans find it very difficult to trust them.

In order to ensure that racism from America disappears once and for all, she fights and struggles because she doesn’t want more innocent African Americans killed without an authentic crime. It will be determined that a little time back in the past, there were not even proper rights for the Black race. The victims were not shown even a little bit of mercy, and they were treated like cattle brought to the altar. There are many parties that stand to support Black people, but the victims are still there, and they don’t find any improvement. It has been determined that Donald Trump enforces this discrimination in order to reduce the rate of crimes in the country.

Recommendations

It is recommended in order to make sure that the discrimination of Police against African Americans decreases exponentially, a lot of jobs should be given to them. This way, there will be a proper investigation and backups to support the right side. If a specific community’s reflection needs to be measured, the police force should be evaluated. Therefore, officers need to be given proper training about their rights and the rights of others.

For the black race, equality laws and other policies need to be implemented. Another way of reducing such horrific crimes is to give access to Black people in the police. If they are given the opportunity to have a job in the police department, the rate of crimes concerning the discrimination of police will decrease exponentially. This issue has become so tough that there needs to be a proper solution to end this discrimination against a specific race.

References

1. Weitzer, R. (2002). Policing under fire: Ethnic conflict and police-community relations in Northern Ireland. SUNY Press.
2. Legewie, J. (2016). Racial profiling and use of force in police stops: How local events trigger periods of increased discrimination. American Journal of Sociology, 122(2), 379-424.
3. Goel, S., Perelman, M., Shroff, R., & Sklansky, D. A. (2017). The role of officer characteristics in predicting police misconduct. Journal of Quantitative Criminology, 33(3), 655-676.
4. Ballacci, S. (2017). Fighting police violence against black people: A personal account. Texas Law Review, 95, 83-108.
5. Williams, K. M. (2015). Race and police brutality: The importance of context. Justice Quarterly, 32(2), 302-332.
6. Taibbi, M. (2017). The divide: American injustice in the age of the wealth gap. Spiegel & Grau.
7. Donald, A. G. (2017). Police and black lives: Is there a role for the police in addressing discriminatory police practices? Southern California Interdisciplinary Law Journal, 26, 1-37.