Updated Solutions to Racism in the Workplace

In order to alleviate workplace discrimination, one method one be to have a discussion with your supervisor, filing a complaint, or even filing a lawsuit. When having a discussion with the supervisor, they also have the option to terminate the discriminating employee or move them to another department. Counselling through organizations are also available for victims of discrimination.  One should bear in mind that there are acts that exist to protect the rights of people in the workplace, including the Civil Rights Act of 1964, the Disabilities Act, and the Equal Pay Act of 1963. The EEOC evaluates the grievances of workers and works to uphold the acts and equality. The EEOC also grants a 'notice to sue' if they dismiss the claim after 180 days. States also have their own laws to prevent discrimination that mirror federal laws, and one would need to contact the local field office of the worker's commission or labor agency. However, if the claims are unsuccessful, a person is able to sue (although it may be more costly and take many years to settle). Those who succeed in their case will be compensated accordingly for the damages of discriminatory conduct.


As for other ways to prevent racism within the workplace, one may impose their own anti-discrimination policy that carefully addresses racism and the consequences in the workplace. Their may be training programs in place for employees to avoid racism, and a committee devoted to anti-discrimination projects. If racism occurs at work, you let all employees know of the situation and how it will be dealt with, so that everyone is reminded of the policy. Notwithstanding, if there is a system in place that people can submit reports anomalously and regularly, we can take steps to weeding out racism within the workplace.

 Reid, S. (n.d.). Solutions to Discrimination in the Workplace. Retrieved May 10, 2016, from http://work.chron.com/solutions-discrimination-workplace-11040.html 

History of Racism in the Workplace

For many years, African Americans have been denied jobs and subjugated to lower paying jobs because of race, and have been victims of discrimination. The Civil Rights Act of 1964 offered equal employment opportunity on the basis of race, sex, color, religion, and national origin. Employers could no longer discriminate in hiring or firing, wages, and promotions as well. Under Title VII (enacted in the 1960s and 1970s), victims of discriminate may file charges with the Equal Employment Opportunity Commission to investigate a charge and determine whether or not discrimination has occurred. Furthermore, the Supreme Court Decision in 1971, Griggs vs. Duke Power bolstered the effectiveness of Title VII since any practice that had a discriminatory effect in the workplace would be prohibited. However, in the 1980s, the Supreme Court reduced the remedies of the civil right laws concerning employee discrimination. In 1989, the court made a set of decisions that would make it more difficult to secure equal employment opportunity. Almost overnight, it made it more difficult for victims of job discrimination to vindicate their legal rights. In any case, the 1989 case of Wards Cove Packing Co. Antonio established an employer's use of practice that has an adverse impact on minorities is unjustified. Additionally, Patterson vs. McLean Credit Union stressed the importance of a non-discriminatory hiring process, but not employee benefits. The Civil Rights Act of 1991 re-established the broad scope of Title VII, and provided international victims limited money for compensation of injuries, wrongdoings, and deter recurrence. In 2000, Reeves v. Sanderson, a jury may find unlawful discrimination if a plaintiff provides an 'adverse job decision' that is later found to be untrue. There is also the elimination of English only policies, and those who speak with an accent. Also, there has recently been an influx in mandatory arbitration policies, where employees sign away their litigation rights. In general, it does not allow for public or job discrimination; however, more laws must be formed to protect the rights of workers going forward.

Employment Discrimination. (n.d.). Retrieved May 09, 2016, from http://www.civilrights.org/resources/civilrights101/employment.html

Capital Punishment and its Racial Bias

When examining Texas law, an individual will be on death row if he or she poses a threat to society. For Duane Buck, he was sentenced for the murder of his ex-girlfriend in 1995. As illustrated by his defense lawyer, race is subject that can influence the factors associated with potential danger. The statement follow a string of cases where all of the defendants were either black or Latino. However, it was Buck's lawyer who made the claim first, leading it to become ineffective, and the Supreme Court to deny Buck's appeal later on. In any case, the Harris County was three times more likely to sentence a man who was black to death as opposed to one who was white. Regardless, capital punishment cannot be rationalized in the case of Duane Buck, nor any other.

 Race and the Death Penalty in Texas. (2016, April 02). Retrieved April 26, 2016, from http://www.nytimes.com/2016/04/03/opinion/sunday/race-and-the-death-penalty-in-texas.html?mtrref=www.nytimes.com 

Diversity in Management: Fading Out

When applying a critical perspective on the subject of diversity within the workplace in the state of California, one is able to observe that diversity lessens when you examine managerial positions. As companies speak on the promotion of diversity, racial minorities are not being employed in higher number within such fields. If one were to assign blame, it would be on institutional racism and its presence within our culture--not the managers or the companies themselves. A company has the ability to create a hiring plan to promote diversity; however, it appears to be superfluous when there are many qualified individuals to hire already. In a practical sense, if one has the skills for a position, is it necessary to hire with it in mind? Assuming that diversity is an ideal in the workplace, a course of action must be employed.

 Cannon, M. (2015, May 04). Racial Diversity in the Workplace: Who Cares? Retrieved April 26, 2016, from http://www.huffingtonpost.com/marshall-cannon/racial-diversity-in-the-w_b_7192414.html 

Innocent While in Prison: Guilty Have a Better Chance

Through the advent of social media, more stories are being brought to light than ever before. Honesty takes courage and is often suppressed as the truth is covered up. Even so, such mistakes causes individuals to doubt the judicial system. It has been unanimously agree upon the reform is in order, and the topic is typically left out of political debate. More often than not, people of color are individuals that have been wrongfully convicted. Prosecutors hide behind guidelines and laws and appeal procedures to justify the cause. For these individuals, their lives have been stolen from them, and it will continue to do so until it is critically evaluated.

 Johnson, L. (2016, March 3). Stolen Lives: Oppressed, Exploited, and Innocent in Prison. Retrieved April 11, 2016, from http://www.huffingtonpost.com/lorenzo-johnson/stolen-lives-oppressed-ex_b_9570150.html 

Employers Vs. Employees: The Aftermath of the Recession

When workers become less engaged, productivity slows, customers are disgruntled, slower response times,which all effect a company and its goals. Researchers conducted a survey over 900 organizations and the result was the same. The findings also highlight the increased strain between employers and employees, and the uncertainty ( as well as doubt) brought about by the recession. For those two have survived lay offs, they are finding that they are picking up the slack for those who are now gone. The article goes on to discuss the example of Jet Blue that now has busier flights, more security precautions, and wage concessions. Nonetheless, the responsibility to reengage employees falls on companies, and stressed out workers will only stay around for so long before they leave.

Schepp, D. (2010, August 16). People@Work: The Growing Strains Between Employees and Employers - DailyFinance. Retrieved April 10, 2016, from http://www.dailyfinance.com/2010/08/16/people-work-the-growing-strains-between-employees-and-employers/