Racial Discrimination In the Work Place
Throughout the United States, more minorities are being hired;however, minorities continually face barriers to advancement once thehiring process is complete. Therefore, the cure all solution instituted byHuman Resource departments to sponsor diversity training initiatives hasnot addressed the predicament of minorities being overlooked for regular As the world continues to become smaller through the use of newtechnologies like the Internet and the business community also is facingall new challenges because of the highly competitive global economy,America's labor markets continue to tighten. Human Resource departmentshave addressed these twenty-first century concerns by hiring moreminorities than at any other point in our nation's history. But, oncehired, minorities find that there could be clear and observable barriersblocking growth related to their career path. "It sounds like an employer'sworst nightmare. A minority employee fails to receive a promotion. He suesthe company, charging racial discrimination. His white supervisor -- whohas already resigned to take a job with higher pay at another company --joins in the suit. The supervisor claims that he
Therefore, that imaginary linewould equate to being our glass ceiling. As mentioned above, the data collection techniques used will be tocomb existing Human Resource files to acquire data that answers: * when an individual was hired * race or nationality * where the glass ceiling begins * if diversity training has been administered Also as noted, by using data that companies have to keep because ofestablished laws, the data will be considered more reliable and it shouldalso be readily available. Through the use of employee surveys, if the right variables wereidentified, Human Resource departments could consistently confirm whatracial socialization practices regarding promotions are being practicedwithin the organization. Human Resourcedepartments throughout corporate America could benefit greatly if they wereto implement statistical methodologies to gather the necessary data thatidentifies promotional trends within their organizations. , diversitytraining on minorities differs from the diversity training on whites). " (Barrier &Warner, 1998) Basically, racial discrimination in the work place means that far toooften qualified minorities are stopped from moving up corporate ladderswithin their organization. Human Resourcedepartments throughout corporate America could benefit greatly if they wereto implement statistical methodologies to gather the necessary data thatidentifies promotional trends within their organizations. But, senior membersalso have personal agendas that are not necessarily in synch withmaximizing institutional productivity. Graphs often identify effects (both expected and unexpected) in thedata better than any other data analysis method. These are the ethicalconsiderations for this project. " We divided respondents into four categories: (a)those who said they accepted being treated unfairly as a fact of life andsaid they would keep it to themselves; (b) those who said they acceptedbeing treated unfairly as a fact of life and said they would talk to otherpeople about it; (c) those who said they would try to do something aboutracial discrimination and said they would keep it to themselves; and (d)those who said they would try to do something about racial discriminationand said they would talk to other people about it" (Fisher, 1999) Data Analysis Once the data is reasonably organized, the statistical approach toanalyzing the information will be relatively simple. When the random selection of an entire samples n's are unequal, thenit is often the case that the independent variables are not in factrelated. " (Gulati, 2000) However, the significance of these effects isdifficult to estimate but can be seen by the breakdown statistics byexamining breakdowns "visually," in charts and graphs. For example, there could be obviousdifferences on how the influence of external factors on the independentvariable changes the results on the dependent variables (e. That law expanded the remedies available tovictims of employment discrimination under statutes such as Title VII ofthe 1964 Civil Rights Act and the Americans with Disabilities Act (ADA),which was enacted in 1990.
Common topics in this essay:
Human Resource,
Data Analysis,
Latin Americans,
Ethical Considerations,
Design Using,
Tables Setting,
Barrier Warner,
Glass Ceiling,
Resource Management,
African American,
human resource,
racial discrimination,
human resource departments,
resource departments,
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diversity training,
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data analysis,
* variable,
corporate america,
training initiatives,
hired minorities,
diversity training initiatives,
resource management teams,
discrimination regard promotion,
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Acceptance Essays
