Given the racial and sexist comments by Don Imus, racism is apparently still alive and well in society, especially in the workplace. Imus was at work when he made these comments offensive, not in the privacy of his home. What will all the black workers around him have fallen to hearing his remarks have? And how do you deal with such an open ethnic bias? Legal rules may originate the concrete, open forms of racism, but they are useless against subversive discriminatory practiceshave been woven into the fabric of working life: such as bullying, put downs, poor evaluations, lack of progress, called the lack of fair conditions and with appropriate training, negative labels and names, under the burden of "take credit" and a feeling of isolation from the group. These are common forms of the 21 Century racial discrimination.
Discrimination comes from personal prejudice: Just the power to such prejudices put into action by others to discriminate whetherovertly or covertly. It begins the recruitment stage. People tend to their own kind for the validation, reinforcement, safety and comfort. This is no different in the setting. Simply put, we recruit in our own image and likeness. So many jobs are to remain strong monoculture, mainly reflecting an ethnic grouping. Since the majority of society which sets standards and has the responsibility for trade, racial discrimination starts from the display of the stage. From the momentCurriculum vitae of the candidate comes before the survey Gatekeeper, a minority person is judged in a different way from their colleagues.
First, they will be judged on their behalf, and excluded, if they do the interview, they are the voice, personality, culture, representation and perception that do not meet or match the expectation to be assessed. But will be at their worst, they will be judged on the wrong thing called "earning". This word is not used in connection withWhite men wear, but it is always a burden to minorities and other underrepresented groups to have. White workers automatically "merit" of a position or when it seems unquestionably justified. Ethnic minority staff, women and other underrepresented groups, they have to "earn" prove it, to justify their presence. At the same time, Miss recruiters the height of irony that, as we are always recruiting in our own image and likeness, many people simply by their hiredGender!
The limitation of the concept of Merit, the concept of "merit" is precisely the way minorities are excluded, and the white men cling to their power. They allowed only in the odd "worthy" of minorities around the idea of equality and justice to give. He / She will then secretly co-opted to contribute to the preservation of the biased and discriminatory status quo, justified by merit tokenistic rituals and the desire of the proud new agents to their new role and to hang onit at any price. The real tragedy is that so long as minorities of "merit" concept like a millstone around the neck wear, they will be perceived as always second best, no matter how good they are their thoughts.
If the applicant is successful, he / she is likely to be unpopular given tasks or functions they are busy, but do not think about possibly winning the coveted status of development. As directors of the universities in the UK, only 4 minority of more than 400, but 16% of studentsMinorities. This is mainly due to the fact that most minority teachers are given the nature of the low status issues which have been done to promote. Later in the labor market when the evaluations are due, somehow, the minority of workers or the productivity approach is never quite up to standard to be exercised. As most experts from the majority group, which also hold the key to scarce resources in such a competitive arena is, minorities tend to lose, there is most. That's why so many onlower grades, never seems to be competent enough for the supervisory or managerial positions.
In addition, the subtle bullying will start naming names and lack of training opportunities and the extent of discrimination in order to give himself up, but not in a way that can be significantly demonstrated that it makes the underlying effects worse. How do you go so deep rooted imbalance that as not really being there, if individuals feel the impact is seen very clearly? Very difficult, on the one hand,where narrow minds and hearts closed. But the answer to discrimination is not in a policy or fancy documents. It is actually located in each individual in the way they treat each other.
Basic needs of every person Every person, without exception, looking for four things in their lives, according to personal tastes. Each of us would not be significant, estimated, evaluated and INCLUDED. As is essential in order to be connected to our desire for power,included and valued is critical to our sense of belonging and being valued is tied to our self-esteem. Minorities would be placed, with 'in it, "alienated as their top priority, above all, because they tend to by the majority of society and at the periphery.
Struggle against racial discrimination in the workplace does not need a policy paper and flowery words about the intention, otherwise we would not this question in 2007, particularly in view of the millions of words thathave proliferated've seen to combat discrimination; words, little action. What we need is another, much simpler approach, which emphasizes the responsibility, respect and responsibility of each individual employee, not just for executives or politicians. If every person in the workplace puts her colleagues in the ways that help them to deal with considerable, as if a part, feel appreciated, made especially for a good job to feel appreciated, especially as a keyWorkers who would have a stake in the company / services and to feel included, because they are valued, there is a dramatic shift in how people feel about themselves and their potential, and how they are perceived, regardless of race, gender , age, etc. This means everyone, not just minorities will be treated with value and fairness, rather than change, only the manager or the left of the white majority, while the general employees remain untouched in their subtle and negativeMeasures.
True diversity is the recognition of difference, the full acceptance of IT and the celebration of it. Because of discrimination and valuing diversity is thus an "inside job", he starts from us in the form of appreciation and respect for this difference. When we feel good about ourselves and respect ourselves, we can not feel good about others. Thus, most of the time are the result of discrimination is the basic fear and insecurity - fear of loss in all its forms, andespecially fear of difference. There must be some self-doubt and feelings of low value to women who try to "better called hos. Has proved as Imus, no matter how fine words and intentions into a policy without fear of reducing the will to change. And not top to bottom, including, but not in charge of the base to the plush office of the Executive.
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