Racial Diversity In Social Media

Slowly, society is changing its views about diversity. Beginning with strong legislation regarding anti-discrimination in the workplace, laws have been established, in the United States, from the Civil Rights Act and Title VII of 1964 (which prohibits discrimination based on race, color, sex, religion, and natural origin), Age Discrimination Act of 1967, Pregnancy Discrimination Act of 1978, and the Americans with Disabilities Act of 1990, just to name a few. These, and a multitude of other laws, have been created as a need to comply with equal opportunity employment objectives as well as a personal feeling of wanting to “do the right thing.” Now, many decades later, it’s not just doing the right thing but rather doing the “smart thing”. With a global economy, a technological revolution, and both customers and suppliers coming from diverse backgrounds, it makes

The ethnicity had a significant effect on the students’ usage on social media. As you can see African Americans and Caucasians have a higher percentage of social media use than any other ethnicity. In the metropolitan area many high school are more diverse which accounts for a high percentage of diverse ethnicity engaging in social media. At UAB there is a marginal amount of students that represents Hispanic, Pacific Islander, and Biracial ethnicity. This insignificant representation illustrates the decline in undergraduates’ social media usage. Frequencies and Personality traits

For racial identity to function in social media spaces, racialized users must make those identities visible online. The construction of race in US culture is closely tied to corporeal signifiers. On social media it is not that straight forward to distinguish yourself by these signifiers and therefore black users rely on non-corporeal signifiers of racial differences through displays of ‘cultural competence’ that relies on social and cultural performances. This was first brought to public attention when at the SXSW conference in 2010, a political blogger called Baratunde Thurston gave a presentation titled ‘How To Be Black Online’ in which he compared the conversational pattern of the sizeable black presence on Twitter to playing a game of the dozens. Signifyin’ serves as an interactional framework that allows Black Twitter users to align themselves with Black oral traditions, to index black cultural practices, to enact black subjectivities, and to communicate shared knowledge and

Although employing a diverse workforce has many advantages, it comes with some problems as well.

When an organisation proactively seek to attract a diverse pool of employees, they are more likely to identify the most suitable skills and experience (Donaldson C, 2006). In contrast, employers that limit diversity parameters effectively limit the number of employees they can have which can have a detrimental impact on the organisation.

Unique Challenges in Diversity. It would be naive to state that the United States is in a perfect state to foster healthy opportunities for all unique specialty groups. Hashtag movements such as #BlackLivesMatter, #SayHerName, #YouOkaySis, and #BlackOutDay represent just a small portion of modern discrimination and stereotyping that exists today. Although, it does not mean the progress the Civil Rights Movement, the Suffragettes should be forgotten with the goal of a diverse narrative of America being unattainable. Honest work needs to be put in from multiple communities. Currently, African-American women are using social media as a tool to bring awareness not only as African-Americans or as women, but both.

The tech world is notorious for having diversity issues within top companies and start-ups. The lack of diversity within these organizations leads to minorities struggling to earn bonuses or promotions and ultimately hinders their success. Because the future of the human race lies in technology, the lack of diversity in the tech industry will inevitably produce hidden biases throughout our society that will remain for a long time. In order to tackle this issue, the culture within tech businesses need to be reimagined and restructured while also changing the hiring system to consider potential employees from many demographics.

The people in today’s field of work has been greatly diversified since the early 1900’s. Diversity today means far more than just one’s race or skin color, it also includes gender, religious affiliations, immigrants and more. Coco Chanel, Steve Chen, and Liz Claiborne are examples of successful immigrant entrepreneurs in the workplace today. While it’s great to have a diversified workforce, and significant process has been made over the years, there are still struggles with this changing status. Two of the more common challenges are communication and a resistance to change. Each individual communicates and expresses opinions differently. Also, it’s hard to adapt to change when something has been done the same for several years, or someone has been brought up all their life believing in one thing. One of the most important challenges in a diverse workplace is management being able to attract and motivate employees and an innovative work environment. People also tend to work well and associate with people like themselves. And while it may not be intentional, individuals have stereotyped others because as we’ve grown older we learned to interpret the world in a way based on our experiences and backgrounds. For instance, the media portraying a killing on the news can be easily distorted by our beliefs and values. While managing diversity isn’t easy, managers must confront these issues to create a successful workplace.

Most people assume that workplace diversity is about increasing racial, national, gender, or class representation -- in other words, recruiting and retaining more people from traditionally underrepresented "identity groups." Taking this commonly held assumption as a starting point, we set out six years ago to investigate its link to organizational effectiveness. We soon found that thinking of diversity simply in terms of identity-group representation inhibited effectiveness. Organizations usually take one of two paths in managing diversity. In the name of equality and fairness, they encourage (and expect) women and people of color to blend in. Or they set them apart in jobs that relate specifically to their backgrounds, assigning them, for example, to areas that require them to interface with clients or customers of the same identity group. African American M.B.A. 's often find themselves marketing products to innercity communities; Hispanics frequently market to Hispanics or work for Latin American subsidiaries. In those kinds of cases, companies are operating on the assumption that the main virtue identity groups have to offer is a knowledge of their own people. This assumption is limited -- and limiting -- and detrimental to diversity efforts. What we suggest here is that diversity goes beyond increasing the number of different identity-group affiliations on the payroll to recognizing that such an effort is merely the first step in managing a diverse workforce for the

Multicultural workforces are becoming more prevalent in today's business environment. Businesses that make effective use of the talents of the workforce and value the differences that are present within it will certainly prosper under these conditions. Those employers who realize that diversity relates directly to the bottom line will continue to be successful. Companies must learn to lead, not simply manage their workers. Business will need to go beyond the needs and objectives of affirmative action and look at

Through recent years society as well as the labor force have taken notice in regards to the acceptability of having a diversified workforce. During the course of recent years it has been said that populace unwittingly hypothesized that “by allowing diversity, our nation could suffer financial liability rather than an economic strength,” a view point that was seen by some, but not by all. It becomes clear and concise that diversity isn’t just the color of a person’s skin; it also goes into gender, national origins, weight of a person, sexual orientation, and religion to name a few. As a leader, ensuring that all employees receive a fair and equitable evaluation may be a challenge for some; this has been recognized as a crucial part of the overall success of any establishment or corporation.

Becoming diverse does not just necessarily mean people of color alone, but also comes such as more women entering, and different sexual preferences (lesbian, gay, etc.,). Since the past 40 years, "Women went from holding 37 percent of all jobs to 47 percent" (Sophia Kerbey and Crosby Burns, Center for American Progress). It is believed that combining workers with different backgrounds can "breed a more creative, innovative and productive workforce" (Center for American Progress). Having diversity among co-workers can promote respect since it gives the opportunity to understand backgrounds such as work styles and experiences. By bringing in more employees with different backgrounds it can help a business reputation because it is important within an organization when they demonstrate

Mark Zuckerberg once said, “When you give everyone a voice and give people power, the system usually ends up in a really good place.” It looks really nice and pretty on the outside, but deep down at its core, giving power to people can be deadly. Zuckerberg had good intentions, but he’s got it wrong. Facebook has become a self-conscious universe where people care about the number of likes and shares that a post, image, or video receives. However, Facebook isn’t the only one. Instagram, Snapchat, and Twitter, have contributed to the four major powerhouses of social media and media in general. The transfer of information between these four cites is huge. Social media has become a narcissistic, sensitive, and disconnected center for misunderstanding.

Social media can play an essential part in conversations about race because it has become the most abroad form of communication. Racism, as we all know, has been an issue for quite some time now and unfortunately, it continues to do so. Therefore, social media can

The danger of diversity can be divided in three causes. First cause is the misperception; here people may have bad prejudices on other people. Accept that people can be different than you is very important for the good functioning of a company. Different doesn’t mean less good than you; everybody has his own good qualities. Miscommunication is the next cause, here failing to send and receive the message properly because of something that has a different meaning or because of a different language between employees. The third cause is assimilation; here the integration of new employees is discussed. Accepting new employees isn’t always easy for the existing workforce because they might see the new one as a threat. Afraid of losing their own job is the most common reason why accepting new people can be difficult.