NEW DEADLINE: Hiring Discrimination Against black people

Student Professor Course Date Hiring Discrimination against Black People Introduction Considering the black discrimination in hiring is still at the forefront of the US policymakers and government because they identified no change in the employment of black people in the last 25 years. However, the variations in the applicant's education, gender, occupational group, and labor market conditions are evident, but it does not affect the hiring of blacks (Quillian 11). Thus, discrimination during hiring against blacks jeopardizes blacks' futures, which leads to the white-black wealth gap in the US. Barzotto's (219) research elaborated that the ILO Declaration on workers' rights and the Universal Declaration of Human Rights forced businesses to limit discrimination despite violating the equal rights to hire blacks. Black people faced disparity in job promotions, probationary salaries, job roles, and incentives in the workplace. Also, with equal qualifications, blacks faced issues in acquiring similar wages and roles in multiple organizations. Gallup (1) further reported that one out of four black Americans faced racial discrimination at the workplace, as they faced humiliation and mistreatment from employers and colleagues. Also, black men and women confronted similar prejudice experiences and earned 24% less than white employees. By understanding the emerging problem of racial inequality in the corporate arena against blacks, the research magnified the problem by elaborating on the causes and effects of discrimination. Other than that, the research critically proposes the solutions to racial-hiring discrimination based on their effectiveness. With this, the research assists the policymakers and businesses to be more sustainable in offering equal hiring opportunities and work benefits to black employees and consider hiring based on merit. Problem Identified - Hiring Discrimination against Black People Over the past 50 years, racial segregation laws and racial prejudice have disappeared in the United States. However, through the efforts of academics and journalists, most Americans are now convinced that the problem of racism in society is very acute right now. According to the latest Gallup polls, 59 percent of white respondents believe that racism is widespread in their country (Gonyea 1). Many white argued that the black discrimination at work that belongs to the white race automatically means guilt. Therefore it is not surprising that openly considering oneself white and proud of it becomes an increasing shame. A 2019 Pew Research Center study found that white Americans identified race as central to their identity only 15 percent. By contrast, 56 percent of Asians, 59 percent of Hispanics, and 74 percent of blacks ranked racial identity number one (Horowitz, Anna, and Kiana, 1). With those disparities, white calling names received more calls; instead, blacks lacked the opportunities in the hiring process (Bertrand and Sendhil 198). The other research by Gallup (1) indicated that US leading firms practiced racial inequality, where white individuals are twice times hired. Also, blacks earned less than 24% of white individuals, faced unemployment concerns with other disparities that affected their living standards in the US, and less equipped them with other business opportunities. With those growing concerns, the equal employment policies and affirmation actions would be proactive to hold equality in the recruitment process. The following figure mentions that unemployment among blacks is high in multiple categories due to extensive discrimination considering the highlighted issue. Figure 1: Unemployment among Blacks in the US (Weller 1) Causes of Discrimination in Hiring Black People. The problem of hiring discrimination against black people is due to varying causes. The research by Holzer (1) reflected the four causes: proximate cause, ultimate cause, mediating factors, and reinforcing causes. In the proximate cause, recruiters consider black people less educated, experienced, and skilled than white employees. Besides that, high discrimination and bias toward black Americans derived from the early ages, which is the ultimate cause of not hiring blacks. Also, worse health conditions are another cause that limits black Americans' opportunities of black Americans to get hired, as they get low wages and face inequalities in social and health facilities that affect the living standard of individuals. Correspondingly, high crime rates due to the huge number of dropouts from schools and colleges among blacks are another concern focus of HR practitioners for not selecting black people for higher positions and not offering them similar wages. The highlighted causes create barriers for black people in excelling their status in the workplace and getting equal treatment from the management. By emphasizing the ultimate cause, blacks were considered an "inferior race" from the 19th century. According to critical racial theory, modern white culture oppresses blacks and other minorities in the workplace and practices highly discriminated policies against them. The traditions of white Americans and the legislation they created are racist because they were formed in the era of slavery and racial discrimination (Craemer et al. 219). With this, it has been observed that blacks faced complications in getting hired for the managerial roles and sustaining long-term positions for high wages. In the COVID times and any economic emergency, black Americans faced backlash from the corporate leaders with high terminations and salary reductions. The last-hired and first-fired policies devasted affect the living standard of black people. The following figure predominantly magnified the growing unemployment rates of male and female employees of black people due to high exclusion and non-acceptance within the business. The respective figure highlighted the rising unemployment rate during the COVID-time when black people suffered the most from the recession and job shortage (Gould and Valerie 1). Figure 2: Black People's Unemployment in COVID-19 Times (Gould and Valerie 1) Additionally, Weller (1) stated the other causes of growing hiring discrimination against black people are their violent oppression, destroyed images in the society, involvement in terror groups, corrupt business names, and legal crises. All those occurrences developed the negative image of black people to sustain stability in the job and attain high recognition to secure the high paying jobs. Hiring Discrimination Against Black is Significant. Racial exploitation, unacceptability, and exclusion of black people are evident from the past examples and many found in the leading organizations, where HR and other management positions discriminate against black people based on race. The usual practice disadvantaged the group in society in accessing the means of living, including education, health facilities, and other valuables, due to low wages. According to Waller (1), black people faced high unemployment compared to white, and their jobs were highly unstable with limited benefits and lower wages. However, US Equal Employment Commission (EEOC) enforced restrictive policies to meet equal rights for all in offering jobs and facilities at the workplace. However, black people are still highly vulnerable to gaining any assistance in case of prejudice. Also, occupational segregation is dominant for black people in the United States. In the recent example of Walmart, the management failed to provide unsanitary lactation space to the black mother due to her race. Therefore, ECOC charged Walmart with a lawsuit for violating the federal law and discriminating to provide equal rights to the black employee. Likewise, many other examples are evidence from the US leadings firm, where the HR team and supervisors discriminated against the rights of the black people and gave them a challenging time during the job with cut salaries, narrow leaves, lower wages, and demotions (Segal 1). Other than the monetary inequalities, the physical torture, bullying, and violation from the higher staff are other tactics for which they faced discrimination in the hiring process and workplace. By considering the adverse impact of such discrimination against black people within the workplace, EEOC is taking rapid measures to handle those occurrences by imposing high penalties to prevent such acts within the corporate arena. Effects of Discrimination. By considering the case of black people, the limited availability and job quality in the corporate sector encourage them towards other possibilities to meet their basic needs, for which inequality in hiring leads them towards reinforced jobs such as criminal activities. Also, the job instability affects their living standard with the low wages offered. According to Jameel and Joe (1), workplace discrimination, specifically hiring biases, affects individuals' mental capabilities by lowering their self-esteem and confidence to pursue their passion and job further. They move to other spaces for future stable jobs. Black employees complain that management does not directly integrate discrimination but uses subtle ways to violate black people's equal work rights by assigning complicated assignments, cutting their benefits, and performing non-merit performance assessments. Thus, it all started initially in the hiring process, when the recruiter considered white calling people only and rejected the applications of black people. With limited income opportunities, black people are at the stake of poverty because they also face issues acquiring education, sustaining health facilities, and maintaining social status with lower incomes. Henceforth, the physical and economic effects worsen their condition in developed nations. Among black people, black women faced the harshest impacts from racial hiring, as they got fewer jobs, benefits, and stability. Due to the rising hiring discrimination, the wider wealth gap disturbed the social order due to rising poverty and illiteracy among the black people in the state because of their financial hardships. Maese and Camille (1) explored that hiring with prejudiced intentions affects the emotional stability of black people; they feel less motivated about the job and feel drained from the corporate setting, for which they showed less commitment to any organization. They felt that the workspace is less likely to support their needs an...