Colorblind Research Paper

“You can’t judge a book by it’s cover”. Every day our parents tell us as children that we cannot judge things based on the first glances that we see. However, people in our society today have filled their heads with stereotypes in order to judge people and their abilities. And when hiring employees, stereotypes and first glances is all an employer sees and therefore care about. In her book, Nickel and Dimed, Barbara Ehrenreich proves that a person’s race and gender have a massive influence on the type of low-wage work a person can find, due to the stereotypes that are associated with gender and race in our society today.

Companies that discriminate on basis of a host of job-irrelevant issues, comprising race, sexual orientation, gender, disability, age and ethnicity put themselves at a competitive disadvantage as opposed to companies that appraise employees solely on their credentials and qualifications to work well. Given the high rates of discrimination encountering the workforce today, discrimination based on racial discrimination and sexual orientation represents an actual hazard to the profitability of companies (Oeo.tufts.edu, 2015). This essay discusses the non-discrimination policy of the Home depot company.

In his article, “Why Millennials Can’t Afford to Be Colorblind” for the online edition of the Times, Victor Luckerson demonstrates how denying the existence of racism results in a country unable to discuss sensitive topics and progress. As a result of that, the public school systems, which there are 49.5 million students, are still segregated.

“You are a racist!” is a phrase that produces anxiety and triggers defensive mindsets, especially in work environments. Are you racist? Are you sexist? Are you bias? The answers to these questions might not be as stress-free to answer as you believe. Is it possible to be biased without the intent to be biased? Yes. There are two different types of biases; explicit bias and implicit bias. Explicit bias is when you consciously believe that certain races, genders, or religions are inferior. Implicit bias is when you think that you are unbiased but actually perform unconscious bias actions. Recognizing implicit bias is no easy undertaking which is why there have been theoretical attempts to avert implicit bias before it materializes. In the modern business world, unintentional prejudiced actions happen every day. In his paper “Context and the Ethics of Implicit Bias,” Michael Brownstein attempts to find a solution to these critical issues. In this essay, I will attempt to explain the theories behind the three ‘ethics of implicit bias’ and what problems arise in each situation according to Brownstein. I will then describe the advanced contextualist approach of Brownstein’s and why I consider his strategy to be the most effective in business settings through my own personal experiences.

As previously discussed, the American Dream gives opportunities to individuals who may have been born poor to become financially stable later on in life. The American Dream is colorblind because it is only meant for and applies to the majority, Caucasian people; which is a belief of many African Americans. Historically, African Americans have been denied full access to the Dream but are continuously working to achieve the dream of economic success. Stephen Cernkovich, Peggy Giordano, and Jennifer Rudolph's (2000) study suggest that African Americans downgrade the importance of economic success on the basis of their inability to achieve these goals. It is unfortunate and unfair that African Americans

The examples of “Color Blind” politics from government and housing market are the “key” evidence in author's argument. In side of government, it uses three tools to help the segregation, as reading describes. For instance, the transforming white people into the true victims of racial inequality, the proposing a meritocratic society to perpetuate segregation and black subordination, and the channeling racial hatred through code words are the three kinds of policy tools that drive segregation forward. In side of housing market, the gentrification, as a new force of coercive segregation, has been created in real estate market. Rich people buying up the old real estate in poorer neighborhoods that seem more valuable and convenient to work. When

When one is asked to define the United States of America, many say it is the “melting pot” meaning different races, cultures and people come together as one. However, America being called the “melting pot” is a controversial issue because, even though there are many different races in America, racism still exists. Many years after the world war I and II, the country is still struggling with racial prejudice and discrimination. While there are laws that are put into place to protect employees or job applicant against racial biases, racial discrimination still plays a role in hiring decisions. In today’s world, racial stereotypes and discriminations are becoming less acceptable. Racial discrimination and harassment remain pervasive throughout the workplace, with 40% to 76% of ethnic minority employees experiencing at least one unwanted race-based behavior within a 12- to 24-month period (Harrell, 2000; Schneider et al., 2000). However, there are studies and experiences that show that racial stereotypes still exist and one area that is subjected but limited to racial stereotypes and discrimination is in the hiring process for jobs. For example, one study found that in the initial review of resumes, applicants were already at a disadvantage if their names suggested they were Black. The result showed that white sounding names were 50% more likely to receive a callback than applicants with black sounding names with resumes of similar quality. Moreover, resumes with higher quality

For many years, women encountered the “glass ceiling” effect within workplaces, in which they were often limited in making upward mobility into corporate management positions that were dominated by their make peers. However, this “glass ceiling” began to crumble over time “with women in most major companies constituting about half of managers, the possibilities loom large that many other women will soon be breaking through to the top positions” (Parrillo, 2016, pg. 127). Another change that is continuing on the right path for women’s lives is with racial minority groups of women overcoming racism and sexism. Unfortunately, unless women are often from mainstream groups, gender equality among the minority groups are still facing pressures of inequality compared to their white

This research focuses on the experience of minority groups in the workplace. The minority groups included are women, people of color, and those who identify as gay, lesbian, bisexual, and transgender. Included is an examination of how diversity is encouraged and maintained in a professional setting. Also included in this research is a focus on how discrimination in the workplace is perceived among minority groups, as well as how perceived discrimination is addressed by peers and superiors. Coping mechanisms and support for those who suffer from workplace discrimination will also be addressed in this research. Overall, this research explores the experiences of minorities in the workplace from a holistic point of view, which will include social

Prejudice is a paralyzing, disabling social ill. Prejudice is the one human characteristic that retards the development of society, it is a crippling behavior that impedes human advancement and is harmful to society as a whole. Prejudice is more often than not a negative sentiment and in the workplace is particularly harmful; it can lead to extreme mental and emotionally anguish. (Ferguson, "Prejudice, Stereotyping, and Discrimination"). It is harmful to productivity, and creates an environment that is hostile and creates breeding ground for harassment. This paper will explore prejudice in the workplace, the harmful effects as well as provide solutions on how to reduce prejudice in a work environment.

With all of the advances in modern society and human behavior, racism is still a crisis that many people have to cope with. It can occur at any place or at any time, including in the workplace. Racial discrimination arises when someone is treated differently based on their actual or perceived race. Many people believe that if one were to be in the vicinity of a respected workplace that they would be respected by all co-workers and employers; this is in no way true. A big amount of minority employees, mainly African-Americans, are affected by racial discrimination in the workplace whether it’s from their employers or their fellow co-workers, and it is not at all acceptable. Racial discrimination is a situation that has always been a problem, so we must show an effort to try to eliminate it from our society.

This is a research paper regarding the topic of color deficiency, or what is better known as colorblindness. As with any other research paper or document, the title raises questions. So, looking at the topic I have presented before you thus far, you may be wondering about colorblindness. Maybe you are thinking about what really causes colorblindness and if there is a cure. This research paper will present you with much information about colorblindness, to the point that you will have more questions after you are done reading. This paper will equip you with a basic knowledge about the disease of colorblindness and how it works in the world today. Your basic questions will be answered, and you will walk away from this paper knowing about how the disease is caused and how it affects lives of those who have the disease.

In the recent article, "Colour-blind Kansas boy tries to see colours for the first time" by Oliver Morrison, Wichita Eagle, entails the story of a young boy with "colour vision deficiency" trying EnChroma sunglasses for the very first time. Seth Ogden is a 8 year old boy which tried the EnChroma sunglasses on December 5th, 2015. Seth entered a contest to try out the glasses as they are extremely expensive (hundreds of dollars) and were just recently released. For the contest, Seth created a YouTube video with his mother describing the difficulties about being colour-blind and what colours he sees opposed to other people. An employee from the sunglasses company said that on average most people can identify and recognize about 1 million colours.

The enormous impact of unconscious bias in the workplace on both our personal behavior and on organizational behavior creates the challenge of becoming aware of and addressing something that is, by nature, concealed (Moule, 2009)? Such unconscious biases lead to unintentional racism: racism that is usually invisible even and especially to those who perpetrate it. Yet, most people do not want to be considered racist or capable of racist acts because the spoken and unspoken norm is that "good people do not discriminate or in any way participate in racism" (Dovidio & Gaertner 2005, p. 2).

Workplace diversity policies have emerged among countless companies, in an attempt to increase diversity among its workers. While noble in idea, the effect it is having is ultimately questionable. In a very recent study conducted by Dover, Kaiser, and Major, its overall effect to company diversity is negligible (John Moyer, 2016). The study went on to demonstrate “diversity policies can blind white men to racism and sexism at work and also lead to resentment (Moyer, 2016, p. 1).” This idea is reinforced via Reddit commenters’ anecdotes and an older study (Moyer, 2016). The study demonstrated how whites felt threatened by companies that had workplace diversity policies compared to companies that didn’t (Moyer, 2016, p.2). In essence, as the country increases in diversity, white people feel more threatened (Moyer, 2016, p.3).