In A Conversation I Had With My Friend Rachel, I Was Describing

So whether or not the applicant is legal or not, "if they look Hispanic, then they get judged unfairly by the employer" (Nigel 46). Because of their appearance, Mexicans get judged as all the same, as Hing speculates, as uneducated, desperate, and hardworking (124). They are even sought after by potential employers because of this. One man speaks of finding some workers for a small job, saying, "I’m going to find some Mexicans for the job…they’ve got a good attitude, they work cheap, and they’re dependable" deliberately seeking out workers which he can overwork and underpay (Ungar 238).

When my family members would try to apply for office jobs, white applicants were chosen over them. They were only able to get factory jobs. As the years went on and society started to be more accepting of diversity, I felt that I was no longer part of the subordinate group, but during the 2016 presidential campaign I found out I was wrong. Winders even said, “I expected immigration to be a secondary issue, a topic that might get periodic mention but would not receive sustained attention” (Winders, 2016).

Having a job is a daily struggle that mostly everyone experiences. For some, it is extremely challenging to receive a job of their choice because the color of their skin is not what companies are searching for. This occurs often in corporations around the world, where young black men are overlooked by companies just because of their skin tone. The African American Civil Rights Movement started in 1958 but the fight is still unfortunately occurring today. In the picture provided, a group of men, some black and some white, are protesting against UPS and its racial dilemma. Eight UPS employees in the state of Kentucky have attempted to sue the company due to harsh punishments and other odd incidents that

People of color have been persecuted in this country since it was “discovered” by Christopher Columbus. Starting with the genocide of the Native Americans, the slavery of African Americans, continuing into the institutionalized racism that exists to this day. “For generations, people have used their mixed-race backgrounds to gain advantages in society. Many of those who were half black, for instance, “passed” for white to avoid discrimination” (Hu, 2012). While race is clearly not the definition of one’s character, many people, even members of the same minority group often look at only negative stereotypes when meeting a person. In my personal experience, I have been told by people of multiple races that I could pass for

Have you ever felt like you were denied a job based on your abilities or race? Such might be possible, but Firoozeh experienced a whole different form of prejudice. She was denied jobs not because of her lack of education, which consists of graduating with honors from UC Berkeley with a humanities major, rather, she was denied because of her name. Though many places claim to be an equal opportunity employer, that is not always true, but being defined by your name, rather than your skills or education is just ignorant. Firoozeh is reluctant to believe it is a coincidence, but as soon as she began filling out applications with her “American” name, Julie, all of a sudden she began to receive a flood of job offers. That was more than coincidence, that was discrimination.

Brenda Davis, Chief of Social Work received an email from AP on August 18, 2016. The AP asked why she wasn’t selected for the position of Social Worker GS 12. Brenda Davis informed her that she wasn’t on the hiring certificate. AP wrote that RMO’s answer was too vague. AP wanted details regarding who was hired. RMO didn’t provide AP with that information. Brenda Davis made a suggestion that she speak to Timothy Wilson and ask him for constructive ways she can improve her resume. Brenda Davis explained that someone had been hired for the position but she was not aware of the selectee’s national origin or color.

It has been argued that the labour market position and employment status of minority ethnic groups are significant to understanding the different experiences they face and the extent to which institutional racism can severely affect their life chances.

“Privilege, in its root meaning, pertains to a law--in this case often silent and unseen--that works for or against individuals and groups” (Maher, Tetreault, 2009). In the United States, racial privilege effectively impacts people, especially young adults, in search of jobs. Rather than getting hired because of their knowledge, skills, and/or abilities, some employers are making decisions based on people’s names. In a Marquette University study, researchers found evidence that suggested that “people with

Studies that have been conducted to examine the level of access and employment inequity experienced by minority groups show that with equivocal levels of education and work experience, job applicants who have an English sounding name are requested for an interview up to forty percent more than their competing job applicants who have a Indian, Pakistani, or Chinese sounding name (TIEDI, 2011). Furthermore, the dismissal of the African-Canadian woman discussed earlier is not as surprising when one takes into account that in Toronto, arguably Canada’s most multicultural city; those of African-American descent reported one of the highest amounts of discrimination in relation to those of other visible minorities (TIEDI, 2011). The deduction that can be made then is that there still persists to be a belief that there is a correlation between one’s racial background and their perceived ability to do a job as effectively as that of their Caucasian or other dominant racial counterparts. Such a belief greatly hinders Canada’s workplace as it fails to utilize the skill-sets, knowledge, and qualifications of visible minority individuals that would otherwise benefit the community, and it largely damages one’s ability to integrate into Canadian society as a functioning member treated with equal regard,

I know that people’s intentions are not always to hurt feelings, but they often do, so I beg of you, do not get angry. Apologize, move on, and acknowledge that racism is very real and still around. Our generation has to be the one to end it as best we can.

Individual discrimination was used in the scene when Officer Ryan called Social Services about his father not feeling well. When the case manager answered the phone and spoke with Officer Ryan about his father’s current situation he was told to come in and they could discuss his options. When Officer Ryan asks to speak to a manager the case manager told him she was the manager. When he asked what her name was she told him it was Shaniqua Johnson. Officer Ryan then formed his opinion by her name that she was an African America woman. When Officer Ryan went in to see Ms. Johnson the following day she remembered the phone call from the night before. Ms. Johnson also formed an opinion about Officer Ryan, this is called Reverse Discrimination. When Ms. Johnson seen Officer Ryan was a white male with and remembered his attitude from the night before, she in turn had an attitude towards him. Ms. Johnson already didn’t like Officer Ryan and used her authority and decided not to help his father because of the way he discriminated against her on how she got her job. Another type of reverse discrimination is when Ms. Johnson got rear-ended by a Mexican driver she got out of the car yelling and told the driver of the car to learn how to speak English (imdb) (Schaefer,

Racial bias is very prevalent in business hiring today. The idea of racial bias specifically against black people has been about equal to the discrimination that occurred in 1990 while the discrimination against Latino people has stayed steady over the last twenty-seven years (Sherman,2016). This shows that racial bias in business hiring is still very prevalent today, and action needs to be taken to prevent minorities with the same qualifications as whites from getting a job simply because of their race.

Through history, humanity had to deal with the same constant problem: racism. As a matter of fact, there is more than one type of racism. For example, there is racism by religion, by language, by country, by genre, and also by race. Apparently, society has a global idea of what is acceptable and what is politically correct. The story “Effigies” by Lucinda Roy, develop around Samuel Bernard Monroe, who always identify himself with, he believed, the right racial group, indeed he made a career out of “being black”. After all, the credibility of his identity is then in judgment after his nemesis Seraye Underwood, who was a “true black person” with strong skills and knowledgment about African-American studies, based her argument against him in the fact that he didn’t look “black”. The term of what counts is quality, not quantity, is globally known, as well as the achievements of a person do not have a color. As result, not having a specific cultural background nor physical characteristic should be part in the judgment of someone’s ability, moreover it shouldn't be a reason to hire or fire a person.

Minorities have a higher rate of unemployment than whites in America. Black unemployment in America rose “from 15.3 to 15.5 percent“ in March 2011, while only “7.9 percent of white workers were jobless” (Ross). The factors causing this lack of employment among minorities are explained as having to deal with education, age, ethnic-sounding names on job applications,

Since the end of the segregation with the Civil Rights Movement, many believed that racism in the United States had come to an end. However, there are still many instances where racial inequality still occurs, and this is especially prevalent in the workplace. Although this sort of discrimination is illegal, individuals cannot always be prosecuted for this crime because it often happens in subtle manners that are not easy to prove. Regardless, every person, no matter the color of their skin, has the inherent right to be treated with fairness and equality, especially when dealing with matters in the corporate world.