Running Head: ​WORKPLACE DISCRIMINATION 1

Workplace Discrimination: ​Outdated Solutions To A Modern Problem

Taylor M. Neyer

Mid-Michigan Community College

March 15, 2017

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Abstract

This paper examines multiple academic articles that bring to surface the mere issues

concerning discrimination and its evolution from being racially based to cultural based.

Discrimination is a very well discussed topic that many scholars have trifled with. At this point,

the occurrence of stereotyping and discrimination in modern society is alarming. Discrimination

of the past was a forthcoming of hate and racial prejudice, now whereas, discrimination is more

hidden under the breaths of the ones who indulge in it. The effects of discrimination on our work

environments are a bit less subtle. Efforts have been made to ultimately as a end-all cure to

issues of discrimination (Bielby 2000). These cures are nothing more than good public relation

tactics. Workplaces often harbor environments prime for gossip and pander alike. Gossip

accounts for some of the issues of discrimination seen in workplaces around the world. Another

big contributor is the selection of “good-fit” applicants for a position or promotion. Management

personal accounts for selecting an individual that they think will work well for their companies.

Often times these selections are based off appearance and past experience with a given type of

person alone, which in a sense, is stereotypical. This paper will also discuss the current ways

employers deal with discrimination and there inefficiencies. Policies on dealing with issues are

okay, but need much more.

KEY WORDS: ​Discrimination,Workplace, Management, Policies

Introduction:

In light of the movements of recent racial movements by groups like Black Lives Matter

,and the Ethical Rights Collision. Now is a, as good of a time as ever to highlight an issue that is
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as old as racial mistreatment itself. An issue that is still as ACTIVE in or modern workplaces as

it was seen in our American society in the 1900s.

Workplace discrimination is an active problem for many American work environments.

The meaning and interpretation of some words vary depending on the individuals who define,

and or interpret these words. There are few works that have the same interpreted impact no

matter who interprets the word; “Racial Discrimination” is one of these words. Lawrence D.

Bobo and Cybelle Fox of the American Sociological Association describe discrimination in a

different light as a “social psychological phenomena”. A phenomenon that according to this

journal is to “guide patterns of relations among individuals recognized as members of particular

groups” Grouping of individuals is something of itself not harmful when the grouping is for

natural social interaction. The harm is inflicted when the social aspect is negative in nature. Not

many people would associate being classified as a beautiful person and treated differently as

negative. When the association of class is negative like being labeled as ugly or poor and

treatment reflects the negative title. This is what, in essence, is the phenomena of

“discrimination” is; the morals of association of a title given by another.

The “New” Problem; Cultural Discrimination:

Our American society has grown from a nation of diversities of culture and race to a

nation of diversities amongst culture and subcultures. The issue of discrimination is broader in

our ever changing society as the individuals that are a part of our nation become more diverse.

As a human necessity, individuals strive to understand things in our environment. Persons group

people and things based on our understanding of them. Often times people see things as “weird,”
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““strange,”” or “odd.”” When an individual finds something that is not easy to understand people

tend to protect themselves by fearing them. Paul Bloom on TED Talk discussed this very theory

in a web show titled “Why Do We Create Stereotypes?” The principal idea behind the web

discussion was that humanity survived based on making categories of (Stereotyping) experience

with particular things. Stereotyping relates to discrimination when individuals associate

negativity to a particular grouping and the way a person treats people differently because of it”

(Paul Bloom 2014). Bloom explains in his article that stereotyping is part of a modern day

discrimination. Society feeds on these types of discrimination as individuals divide those who

are different. A sixteen year old girl, who is nonverbal, and appears physically impaired, doesn’t

look like individuals who share similar or ideal characteristics made by society. Society, labels

her as an individual who doesn’t meet the ideal appearance, or capabilities, due to special needs.

This type of stereotyping, and behavior is not the only types of behaviors that takes place, there

are certain characteristics that make up a diverse society where individuals don’t share the same

religion, sexual orientation, or race. As these types of diversity’s continue to make up the

majority of American workplaces.

Modern Day Workplace Discrimination:

Discrimination within corporate America, as well as other countries workplaces takes the

same form as discrimination in our societies. The some critical differences: (1) work

environments contain individuals who are motivated by like goals; (2) work forces contain

substantially less people (Janice, W. S., & Joseph, S. E. 2010). Workplaces are known to be a

place where a set group of individuals, more often than not are working individually, but as part
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of a greater population in order to achieve a common goal. These goals can range from anything

diversely relating depending on the type of place of work. Although it’s mentioned that a given

work force has fewer bodies, this doesn’t stop the acts of discriminative types of behavior. In the

workplace not all individuals are perfectly identical. Instead individuals come from all sorts of

backgrounds, and walks of life in order to create “society”. This can be an individual of different

skin color, beliefs, cultures, sexual orientations, as well as right down to one's personality. These

common characteristics are needed in a workplace in order to create successful businesses. Like

society workplaces are home to various people of culture, color, and sex. Unwanted behavior

like discrimination can occur as well in society and on the job. Demeaning attacks of a person’s

character can range from sexism, race, harassment, and religious contacts. All of these are

harmful to the work environment and individuals in it.

Racism:

Racism is something individuals learn about in elementary school and briefly in high

school. People are born into this world being diverse; with their own defining characteristics that

make up their person. “ Sexual reproduction mixes up the genes of two individuals, so only half

of a parent's genetic information is passed to each offspring (Starr, P. 140).” It is given that

when two of the opposite sex reproduce, the child is likely to inherit genetic information, but

assuming that each individual engaging in sexual reproduction; DNA is not all the same. With

DNA not being all the same, as people are mechanically wired differently, this can cause people

to have different characteristics given race, hair color, eye color, and bodily structure. Race,

refers to color of skin. Sadly, race has been a staple issue within America’s history. For example,

the segregation of black from white, Native American containment, as well as jewish genocide.
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It’s inevitable that as humans, anything with different stature it’s inevitable people will “peck”,

like a pecking order in reference to chickens. Although this type of behavior has taken place

within history, and genetically. This also has been an issue within workplaces. In 2008, a class

action lawsuit titled Tucker VS. Walgreens was raised by Goldstein, Borgen, Dardarian & Ho

(GBDH). The lawsuit was raised by African- American Walgreen’s employees from branches of

the company in Missouri and Florida. The claim was that the upper echelon of Walgreen’s

managers had been segregating Black Americans to “unfavorable Storefronts”, where as, white

workers got priority of placement (Goldstein 2008). Walgreens agreed to a settlement deal worth

over $20 Million. Although racial segregation is a thing of the past, it still is an issue within

typical modern day store fronts. Walgreens paid $20 Million in extensive injunctive relief costs,

as well as attorney’s fees and costs to the class of individuals filing suit over a five year period.

Currently the GDBH, and EEOC currently monitor Walgreens implementation of the consent

decree (Goldstein 2008). Racial discrimination, is the most common as people still feed into the

stereotypes, and labeling in regards to a “less superior” race. Racial discrimination is shown

through individuals poor choice of actions, but it also can take the place of verbal commentary,

or pet names associated to a given race. In 2008 Barack Obama the first black president, had a

near flawless electoral campaign. Columnist for Wall Street journal Maureen Dowd offered

various versions of the claim that Obama’s election shepherded U.S. society past the point where

issues of racism still mattered (Adia Harvey Wingfield & Joe Feagin, P. 144). Even with

segregation eliminated there were still issues within society that was in need of dire addressing.

Even the president of the United States took flack as well as other minority groups for being of

different racial stature. The article also expressed that with Obama in office, this created a rise in
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openly racial mockery towards President Obama, his wife and daughters, and black African

Americans more broadly. Political cartoons depicted Obama as a monkey, or other demeaning

things attacking his moral character. Media even didn’t stop there when they targeted Obama’s

children stating that his daughter’s were “ghetto hoochies” was also presented on the spectrum

(Adia Harvey Wingfield & Joe Feagin, P. 144). Unfortunately in Obama’s past presidential

years, it’s apparent that he, as well as his family experienced racial commentary and slander

within his place of work and home; in reconciliation to the color of his skin. As this is sadly a

being of American face, and value as this is a clear indicator that racial discrimination does not

discriminate who ever the individual may be.Although, the white house was the place of

residence for Obama and his family, the white house can also be depicted as a place of work for

the presidential family, as work was in process on an everyday basis in creating a better United

States. This type of discrimination as seen in the white house and workplaces, also is fueled by

the attack of all ages, the bases of skin color, as well as the type of sexual orientation, in relation

to being male and female.

Sexism:

Sexism is an ever expanding exhibit of behavior. This type of behavior although seen

within society, is also a major issue within our workplaces. Sexism is an issue as society deems

as what is considered acceptable. This type of notion is directed towards one's gender rather than

male or female, as both genders can be easily susceptible to this type of harassment.

Discrimination in regard to one's gender is a tale as old as time; as society has patented what is

deemed as feminine and masculine, in relation to what types of jobs women and men should

have, as well as the right to equal pay. For example, Nurses are deemed by societal norm to be
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typically made up of mostly females. Male nurses are more or less frowned upon, or given flack

by other persons within the field rather it be of male or female notion. Although alike,

considering males can meet all that’s required, in relation to a female in a nursing position. The

social media has now brought to light the controversial thought regarding individuals whom have

chosen their sexual preference, as well as orientation. This controversial thought has now been

presented not only by a stereotypical society, but also has now been presented thoughts in the

workplace. This type of orientation has once again made controversial strides, as well as

determining one's gender, or sexual preference. An example of this would be the issue that those

whom have chosen their sexual orientation face the lingering conflicts regarding restrooms, as

one may be distinguished as female facing transition to male or vice versa and or as it be, not

deemed as morally acceptable in the eyes of the opposite gender. Workplaces are struggling with

this type of change as it becomes a more familiar topic. In an ambient bystander test conducted

by 218 undergrad students of a university looked at how ambient sexism directed towards a

female job applicant impacted the male and female bystander with in mind self esteem and

career aspirations.The results showed that the self esteem of both male and female went down, as

well as self imagery. Job performance, also was affected as self esteems began to lower (Jill C.

Bradley-Geist 1 & Ivy Rivera2 & Susan D. Geringer 2, P. 34). It’s explained that sexism is

demeaning , and the negative types of effects it has on both male and female gender. It’s

apparent that when either sex is discriminated against this causes job performance levels to go

down. This can be another issue within a workplace as it can cause strain on the storefronts

reputation, and future job front as current employees are left unsatisfied. Sexism, can also be

closely related to sexual harassment as it can be directed towards male or female genders. As
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these actions can take the presence of verbal, and nonverbal gesture. This type of behavior can be

anything from an inappropriate or unwanted commentary, to touch, or unwanted attention. In

1981 the first comprehensive survey was conducted within the united states. In that study 42% of

women and 15% of men reported of certain instances of unwanted sexual advances allegedly

taking place in the workplace (Fasting, P. 3). Statistically sex based harassment is the second

most common form of discrimination. There are many forms of control tactics to reduce the

frequency of issues, however, they are inefficient and often times harmful to the victim. As

harmful as sexual discrimination can be, it is by far the least tolerated form of discrimination

within most workplaces. There are other forms that often are not as noticeable and vary broad in

nature. As this can be directed towards individuals personal bias, and beliefs.

Religion/Culture

Cultural based discrimination can forms, and is to believe or not to believe in a particular

belief. It stems from all areas, and the thoughts of people with common beliefs. Individuals, as

mentioned previously are of a diverse nature. With this diversity, there is also diversity within

religions and cultures. Media, is constantly breaking stories about children, or adults practicing

their types of beliefs or cultural traditions publicly. Publicly, varies from stores, schools, home,

and even a person's place of work. This variable can be very hyper offensive, as people want to

express their beliefs, but reactions by others are not always supporting as individuals have

differing views and thoughts. Author, Jeroen Temperman states, “ Religious believers cannot be

expected to leave their religion at home; restricting religious freedom to the world outside work

would seriously eviscerate the forum externum and is likely to result in economic harm and other

disadvantages to religious believers (Temperman, P. 548).” Temperman, makes the point that
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although religion is hyper offensive as certain individuals react differently to those who practice

religious beliefs; to likely cause damages, and unlikely assume opportunities to those who do

practice religion/ cultural beliefs within the dwelling of work . Temperman, also, makes mention

that religious believers can not leave religion at home, this is true as workplaces reflecting poor

discriminative measure could have fatal outcomes to the economic market. Without the

accommodation of individuals whom practice religious beliefs could cause detrimental flaws,

and reflection of the company or workplace, making a particular workplace less desirable, in turn

causing failure of business in most cases. Businesses with these types of flaws like the above

mentioned, is not the only issue as religious and cultural based can look like, and be heard in

relation to unwanted commentary in the work dwelling alone as well.

Individuals with certain cultural tradition may have certain things that they wear, in

relation to their cultural and religious beliefs within their work attire. For example, people of

Muslim descent, especially directed towards women, wear hijabs covering their hair and

sometimes their face as their belief, is that only the significant other may gaze upon the hair, as

well as show feminine modesty. Another culture that is widely practiced is indian culture, where

women as well as men wear things called vindies, a small dot, or piece of jewelry that hangs

from the face, between the eyes as a sign of beauty, and tranquility. This can be difficult to other

individuals as they are under educated about the ways of these cultures and become frustrated as

to why these individuals wear these types of ads to their work attire. Its discussed diligently

within an article,“ In the period following the events of September 11, 2011, Muslim Americans

reported the highest number of claims of discrimination because the Islamic faith was so closely

related to the acts of religious extremists. Discrimination complaints ranged from overt (e.g.
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name calling and intimidation) to covert (e.g. not being served, avoiding eye contact, and

prolonged stares; Barkdull et al., 2011). Prior studies have examined court cases involving

complaints of religious discrimination in the USA and found instances of intolerance and refusal

to accommodate, particularly with Muslims in the workplace (Reeves, P. 51).” In light of the

past attacks, there is obviously still hostile feelings, leading to female and male islamic culture/

religious based individuals to be directly targeted with discriminatory notions made within the

workplace. Even though this has happened in the earlier 2000’s individuals place labels on race,

and individuals who practice this religious belief as media, and other beings, make the notion

that although a group of muslim descendent terrorized American monuments the entire

reputation of muslim population is, and looked down upon as being a deviant culture. Sadly, as

mentioned previously in the above paragraph this can lead to the demise of businesses, if there is

undereducated individuals within the workplace. Although Reeves, and colleagues don't mention

slander or unwanted commentary, this is still a demeaning action to one’s well being, and needs

to be addressed. Workplaces create a small scale condition that could be utilized to study

discrimination and ultimately counteract it. These conditions make work environments ideal test

beds for understanding and correcting discriminatory behavior. Sexsim, Racism, and cultural

discrimination are the most common examples of discrimination in our workplaces. Each with a

compounding negativity creating a tension stricon environment. Discrimination is a threat to not

only productivity; but also to the sanctity of the business itself. Employers, however, seem to

believe that issues of discriminatory behavior can be corrected with simple informational

seminars and discipline policies. These types of solutions are surface level fixes at best.

Diversity Training:
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Policies based around finding root problems within high tension areas due to

discrimination are necessary to alleviating the problem. This realization was brought to light in

many organizations which lead to the development of training exercises called “Diversity

Training”. These programs were conceived out of this necessity to reduce building tensions

between workers. The training focuses on acknowledging employees for their unique differences

and aims to enlighten work teams about the cultural differences of each worker. From a human

resources analyst’s stand-point this would seem to be an effective way to reduce tension between

employees. From a practical standing this may not be as effective as one may believe. An article

published by “Equal Opportunities International” newsletter discussed the findings of Judy Zhu

and Brian H. Kleiner, PhD, MBA Professor of Human Resource Management at prestigious

California University; suggests that Diversity Training is a good public relations strategy but a

failure to reduce diversity tensions. Zhu and Brain state that the major issues with diversity

training is that the goals of these types of programs are “achievable unrealistic” I personally

have been a part of a diversity training program during my time at a local bank. The program

was aimed towards collectively as a group recognizing differences between employees. We

mainly discussed matters like cultural norms and work environment expected behaviors. The

training was very informative but I never felt like there was any solutions or coping strategies

discussed for interacting with individuals who have drastically different culture and exercise

such at work. One of the downfalls of programs like the one I experienced is the lack of

understanding on how to interact appropriately with the different cultures present at a work sites

(Day 1995). It is not difficult to offend someone because of a cultural misunderstanding. In

some cases, honest misunderstanding of cultural ideals has led to claims of discrimination. If
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employees act differently in a positive way towards an individual based on stereotypical facts

about an employee’s culture; is it still a discriminatory act? This is why; that it is not only

important to discuss why subcultures of employees are important, but to also discuss how to treat

them in a way to respect their beliefs. If individuals have a higher understanding of another’s

traditional beliefs, they would be less opt to discriminate against someone of different cultural

backgrounds.

Cultural Adaptation:

By far, the United States is one of the most diverse locations in the world. Our population

is vibrant with individualism. For most people, being individually unique is not met with

apprehension because as a society individuals mostly are accepting of other cultures as long as

they do not interfere with the ideal culture. This is the basic idea of how cultural adaption

operates in most environments. In work environments there are very few major differences: One,

every person in the environment is in a somewhat new setting; Two, the social morals are

dictated by the company instead of the work environment's inhabitants (Young 2008). It’s an

apparent concept that each separate entity is made up of rules and regulations that efficiently

meet the expectations of the store front. Inhabitants of the work place don't necessarily make the

“rules” as usually they are set in place by the company itself, as a way to instill professional

behavior amongst employees and a way to eliminate unwanted behaviors.

Employers who do nothing extra to promote good work relations between employees or

discourage bad interactions utilize cultural adaption. The mediation of working for a wage is the

typical medium to help alter the cultural boundaries that impair employee work relations. At a

glance, this type of laissez-faire control seems like an interesting idea to mitigate discrimination.
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This system is less financially taxing as diversity training. Cultural adaption, in theory, should be

effective at creating a less tense environment for workers. However, Senior Consultant at Nicnos

Management Consultancy; Nicholas Mtetesha would disagree with this. “He suggests that the

work environment culture when left unrestricted can be very good or very bad. He states that “A

strong culture is on which is highly rationalised and formalised such that no single employee can

change it while a weak work culture is one which is more organic and flexible such that

employees can fit in their individual work cultures into the organization”. Without a structured

formal policy on how employees can interact or on what is acceptable behavior allotted in the

environment; employees are left to interpret the conditions of which they may engage one

another. So without any sort of authoritative intervention; a work environment can either

develope good working relations free of discrimination or be a tenseful mess of a human

resources and department’s nightmare.

Disciplinary Action:

Disciplinary action is more commonly used or brought to attention when referring to

small children. Although small children sometimes need immediate disciplinary action,

workplaces in comparison set forth guidelines rules, and regulation, and expectations for their

staff in order to create a solid foundation and instill a sense of discipline, as well as

professionalism within employees. Most workplace dwellings operate on an employee at will

basis. This term means, that any and all employees may be released from a job at any given time,

following immediate dismissal in the case of employee mishap. For example, if an individual

worked within a bank setting and is given specific regimens, in relation to time; upon the teller’s
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arrival. If in the case the teller is late, and there has already been documentation of a written

warning or other such managers seal of proper disciplinary action to follow, the employee may

be dismissed at the mercy of being late for their assigned shift. In relation to discrimination,

certain policies are set in place to negate the possible spreading of these types of specific

behaviors. Workplaces, are also to do their job in posting rules and regulations set forth by state

lawmakers and legislation in regard to employee rights. These rules and regulations are set forth

by the equal opportunities commission. This ranges from title VII, equal pay act, pregnancy

discrimination, and disability acts. Title VII explains that it makes it illegal for a workplace to

discriminate a person's race, color, national origin, and sex (EEOC, P1). Pregnancy, and equal

pay act states, that law makes it illegal to discriminate a women due to pregnancy, childbirth, or

medical condition related to pregnancy. Equal pay refers to making it illegal to pay men and

women different wages within the same workplace (EEOC, P1). As these are crucial to the

American workplace, it is important that the employee know his or her rights. Disciplinary

action through the EEOC acts a buffer to reduce cases of workplace discrimination within

businesses. Although these types of rules and regulations have proved to be credible in the past,

and still remain to be “sufficient” assets to the foundation of a well managed workplace, rules

and regulations may only work for so long as employees become comfortable within the

individuals positions, and work environments. With comfortability, rules are bent, careless

behaviors, as well as actions take place. In turn creating poor moral value, and carelessness. This

can lead to fatal consequences if not handled carefully.

As workplace morals change, so to must disciplinary actions. Company wide law suits

like what happened to walgreens are effective to controlling the behavior of the company itself.
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However, these types of disciplinary policies are ineffective when dealing with individual

employees of a given company. Government intervention can facilitate companies to come up

with a standardized way to deal with discriminatory issues. In this regard, this creates a standard

means of fixing or correcting issues with disciplinary action. But for company based disciplinary

policies brought on by government intervention to be successful; there are several points to take

into consideration. With current systems individuals have personally seen; many lacked any

protective measures to ensure wronged employees are not harmed. In some workplace it has

happened that rumors are spread by other employees outside the situation causing harm to the

victim. This creates an environment where victims of discrimination in these environments are

intimidated and often will not report an issue to management (Sutherland 2005). Another issue,

that has been witnessed; is the lack of investigatory proceedings when investigating allegations

of harassment or discrimination. For example a person was involved in a particular case of

discrimination as a third party witness. The case was between a supervisor and a entry level staff

member. Since the allegation was against a superior; the issue was in the hands of the company's

human resources department. The manager of the human resources department did not have

extensive training with how the department should go about the investigation. Due to the severity

of the issue; the department determined that simply asking co-workers of both staff members

would not be enough to prove or disprove the allegations. The is the cold nature of most of these

type of discrimination cases. Issues for most companies can not be resolved based on

he-said-she-said evidence. More substantial evidence is required before any company based

disciplinary action can be administered. The kind of evidence required is not obtainable without

the proper training and support from the company. They present a trial in the given text Daniels,
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VS. Essex Group Inc.; This trial entails of, “an individual black worker within the Essex group

Inc. which manufactures cable and wire. During the individual's time spent working for 10 years

he endured many racial slurs and incidents. He later resigned from his position and the racial

harassment intensified. Later assaults and incidents became frequent and a bullet was shot

through his wall (Stephen,1996).” The relevance this trial brings; is the employer should have

taken sole control over the situation as to stop the incidents in the first place. Although like the

referenced example above, the lack of knowledge, and training on how to handle the situation

was not present. If we examine closer the role of a human resources manager or employee. One

of the sole job descriptions is making the workplace better, and is there to enforce rules have

adequate knowledge pertaining to deviant situation, which in turn creates a basis for better work,

controlled, stress free, environments.

Conclusion:

Discrimination in our modern society seems at face value to be much less of an issue as it

was during the early 1900s. To an extent this observation is mostly true, unless course, you are

the one under the pressures of discrimination. Discrimination can take all kinds of presence, like

racial, sexual, religious and cultural discrimination. This is a problem that largely goes under

acknowledged in society as it causes strain, and poor reflection on American business as well as

businesses afar. We can not just simply fix discrimination by creating a utilitarian work culture,

discourage discrimination through disciplinary policies, or by informing employees about the

many cultures contained in the environment. A solution requires much more and unfortunately

we must look to ourselves for the solution. Efforts in workplaces have been devised to counteract

issues brought about by discriminative thinking. The problem started with us as employees and
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as members of society. I believe it must end with us; not our employers or governmental

mediaries .

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