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Anti-black racism in the workplace
Anti-black racism in the workplace can impact the psychological, emotional, physical, and social well-being of Black employees and lead to exclusive work environments. For instance, a study focusing on data from 1997 to 2016 revealed that black women are more likely to be sexually harassed in the workplace than their white counterparts. These findings imply that harassers recognize the power relationships, which informs their decision to target the most vulnerable women in the workplace. Sexual harassment can undermine psychological wellbeing, leading to trauma and depression. Also, the women may contract diseases jeopardizing their health status. Furthermore, African American employees who experience discrimination in the workplace are more likely to quit than their white counterparts. This can be attributed to the “emotional tax” these employees have to beat in the workplace, where inequalities create an environment in which they stay on guard to protect themselves against unfair treatment, discrimination, and bias. Also, discrimination against women of color based on their hair in the workplace can be demotivating. It can take a psychological toll on them because they may feel out of place. Consequently, they are likely to lose morale and become less productive. This explains why the CROWN act was enacted to address this deep-rooted problem.
Affirmative action and Critical Race Theory (CRT)
Critical race theory facilitates efficient assessment of potential racial inequities in law. It allows organizations to understand anti-racism principles, microaggressions, unconscious bias, and intersectionality. It demonstrates how some people benefit from historically established oppressive structures knowingly or unknowingly due to societal norms. CRT can guide companies to implement anti-discrimination policies, advocacy, and training proactively meant to promote equity. CRT promotes education on inequities portrayed in everyday structures to design practical strategies to alleviate the problem. Affirmative action initiatives involve more than recruitment and incorporate efforts to mitigate discrimination by eliminating barriers undermining inclusiveness in the workplace. For instance, the company can introduce employee support programs, employee and management development initiatives, and targeted employment to provide equal opportunities for everyone regardless of race and ethnicity. In the TED Talk by Dr. David Williams, he acknowledges that affirmative action can effectively promote inclusivity and alleviate inequity. This approach recognizes that people from minority groups are disadvantaged and require strategies to address their unique needs.
“Roosevelt beyond Black and White”
The documentary provides insights into how institutions can alleviate racial discrimination and promote equity. It depicts the experiences of individuals participating in the Seattle voluntary racial transfer program). Also, it demonstrates different strategies that can be used to address segregation in learning institutions and how these programs can have a positive societal impact. Many White parents hardly talk to their children about race because they consider the topic too complex or sensitive. Also, teachers may lack appropriate training to equip them to inform students about Black history or facilitate class discussions on race relations. The documentary demonstrates how racism has increasingly become subtle in Seattle. Discrimination is often not explicit, but it is clear that the population is segregated. The documentary points out that initiatives such as the bussing program cannot address the underlying issues and are too simplistic to overcome the complex systemic problem.
Recommendations
One of the most important recommendations is to incorporate diversity and inclusion into all aspects of the organization. For instance, companies should push for minority recruitment, invest in anti-bias training, and support people of color to promote their personal and professional development. The strategies should be holistic and should not only focus on recruitment. Findings indicate that several executives now consider a heterogeneous workforce more innovative and productive than a homogenous one. This means there is hope for minority groups to receive more representation and appreciation in the future. Companies and institutions should align their operations to keep up with these changing trends and prioritize inclusion and equity in all decisions. This will not only improve their reputation but also promote their productivity and innovation. Also, it is important for organizations to understand the different aspects of intersectionality to address inequality in the workplace effectively. Findings revealed that while white women in America earn eighty-one cents for every dollar received by a man, the same figure for Hispanic, African American, Black, Alaska Native, and American Indian women is seventy-five cents. All these considerations should inform the equity improvement strategies.
Conclusion
Anti-black racism in the workplace can have far-reaching negative implications on black employees’ wellbeing leading to exclusive work environments. For instance, black female employees are more vulnerable to sexual harassment than their white counterparts. Also, critical race theory and affirmative action can help organizations proactively address discrimination. “Roosevelt beyond Black and White” documentary provides valuable insights into how institutions can alleviate racial discrimination and promote equity. Companies should incorporate inclusion and diversity into all strategies to address the issue holistically.
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