Race discrimination and racial harassment.

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Race discrimination and racial harassment.

Category: Rhetorical Essay

Subcategory: Theology

Level: College

Pages: 3

Words: 825

Course level
Race discrimination and racial harassment
Racial discrimination is a situation that arises in times when a person is treated or treats another unfairly based on racial considerations. “ Race stands for an individual’s color, their citizenship, ethnic background, and nationality ” as indicated in (Light, Ryan, Vincent and Alexandra 41). Racial discrimination may be experienced at the workplace, learning institutions, residential areas, public places, or any other place where services and products are being offered. Racial harassment is any harassing activity carried on someone based on the definition of race above. Racial Harassment comes informs of intimidation, hostility, or offensive activities. Racial harassment could be jokes attacking a given race, physical activities like making and displaying in public images that are abusive or offensive to a particular race in public. Both Race discrimination and racial harassment are actions that prompt a legal action once it has been reported. The paper will address both forms of discrimination at workplace since they are associated with workplace stress.
Racial discrimination could be direct or indirect depending on the context. “At the workplace, for instance, two persons are entitled to similar treatment but one is shown more favor than the other” as mentioned in (Light, Ryan, Vincent and Alexandra 47). The one treated unfair is given a reason that the post would not fit a person of their race despite having the same qualification in the issue that led to unfair treatment. On the other hand, indirect racial discriminations at the work place are exhibited when the formulated policies are designed that particular race may not meet them and so not qualify for some benefit at the workplace. For instance, an institution may have a workplace policy that states that a holder of a particular office must be an inhabitant of a particular state and not be an immigrant.
As indicated in (Light, Ryan, Vincent and Alexandra 57) racial discrimination doesn’t affect only those from the race being discriminated but also extends to those who are associated with the particular race being discriminated. This form of racial discrimination is called racial discrimination by association. For instance, two employees from different race become a friend since they work under the same department, and one seeks for a promotion and due to the association with a particular race set for discrimination, they are denied the opportunity despite meeting the required qualifications.
Another form of racial discrimination is victimization as a result of presenting a complaint concerning aspects of racial discrimination at the workplace. The victimization could be to any person both from the race being discriminated and not. For example, one reports an instance of racial discrimination and no one after that event is will to associate with them in the workplace. This is a hostile and distressing situation and should be reported to relevant authorities.
“Racial harassment is evident when actions, remarks, and behavior towards a particular race to show intolerance” as shown in (Dustmann, Fabbri, and Ian 691). A given race at a workplace may be stereotyped for a given function in the workplace and be humiliated on the same basis. For instance, a given race may be termed as hardworking and, as a result, be banned with excessive work. This is a form of harassment and requires legal actions. Racial harassment has a devastating outcome in the workplace not only to the victim but also the image of the institution.
To the victim, the racial harassment may demoralize the employees and, therefore, may not reach their full potential to benefit the organization they are serving under. “They may be so hurt and choose to leave the institution for a different one where they will be appreciated for who they are” as shown in (Dustmann, Fabbri, and Ian 699). Those who witness the acts of racial harassment may be uncomfortable and feel vulnerable at the workplace. They may not function well as expected, and so poor performance will precipitate. For the organization, it may lose valuable employees and hence lead to its poor performance. The institution may be reported and rated negatively and may never find applicants with high qualification to work for an organization rated with a degree of racial harassment. For that reason, the organization may need to review policies guiding the workplace conduct and ensure any amount of racial harassment is not tolerated in the workplace.
In conclusion, racial discrimination, and racial harassment contravene Constitution provision of a peaceful and conducive workplace. Both acts undermine the victim’s dignity and integrity. The usage of the “N” word is prohibited in the work place, and anybody using it stands a chance of a legal battle. The direct and indirect racial discrimination are formed that should not be tolerated and should be reported. The forms of discriminations mentioned do not give persons a favorable environment to reach their full potential at the work place. The workplace should provide a channel where employees get to report circumstances where racial discrimination or racial harassment has been observed. The mechanisms to report should be avenues that ensure confidentiality of the complainants. Workplaces that have policies that discourage racial discrimination and harassment have proved to perform better than their other counterparts who have no such policies. The policies allow innovation without fear since each employee understands their input and opinion counts in their workplace.
Work cited
Dustmann, Christian, Francesca Fabbri, and Ian Preston. “Racial Harassment, Ethnic Concentration, and Economic Conditions*.” The Scandinavian Journal of Economics 113.3 (2011): 689-711.
Light, Ryan, Vincent J. Roscigno, and Alexandra Kalev. “Racial discrimination, interpretation, and legitimation at work.” The ANNALS of the American Academy of Political and Social Science 634.1 (2011): 39-59.

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