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One should be aware of the fact that issues such as institutional and interpersonal racism, privilege, power, and bias are complex problems, which need a thorough analysis and consideration of all the facts. Any form of change on a structural level is a challenging task due to a sheer number of barriers. Organizational policies and practices can be highly oppressive, and they might not be evident outsiders. In addition, one needs to know a wide range of intricacies in order to effectively drive social change. However, such a shift in paradigm is difficult because both personal and structural elements might be hindrances.
The United States has a long history of oppression and institutional racism, which persists even today despite major improvements throughout the years. D. W. Sue’s letter is mostly an emotional piece, which can be considered as a call for action and outcry. One interesting term used in the reading material is the notion of White privilege, which mainly refers to the fact that White people possess more opportunities and resources to lead decent lives. In addition, it also means that the system favors the given category of people, where they experience fewer hindrances in achieving their goals and objectives. However, it is evident that they might also ask and misunderstand such an idea because they do not face institutional racism and oppression themselves. Thus, the requests for evidence and proof are valid due to the invisibility of these issues from their perspective. The primary problem lies in the given notion that all elements of racism and bias are not easily observable, but their cumulative effect makes a drastic difference in long-term outcomes.
Privilege and oppression can exist on an organizational level, where certain groups are more preferred than other ones. This influence can be manifested in the form of practices and policies, which can facilitate discrimination and racism. For example, such regulations might be observed in the location choices for production sites and offices, where minority neighborhoods are avoided. It further complicates the problem of high unemployment and low income among underserved areas. In the case of education, schools and universities can also be opened in privileged White districts, which prevents oppressed communities from having access to proper education. Within an organization, management can design policies for promotion favoring Caucasian individuals. Therefore, in order to implement effective changes, an agent needs to identify the exact points of oppression and illuminate them. It requires a thorough understanding of the system and elements of an organization. Such a shift is a difficult task, which is why one individual cannot change anything on his or her own. This means that there needs to be a group-based movement, which will facilitate change.
In conclusion, White privilege is a highly subtle and powerful force that disproportionately favors Caucasian individuals, whereas other minorities suffer from institutional and personal racism, oppression, discrimination. One should understand that it is normal for White people to ask for evidence and proof of the privilege because they might not have seen the challenges of the oppressed groups. In addition, organizations can be the units where policies and practices promote and facilitate these issues. Such occurrences can take the form of locational preferences, where job-creating and educational sites appear near predominantly White neighborhoods, and African American ones are deprived of jobs and knowledge.
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