Equality for all and freedom from discrimination based on sex, race or religion are some of the ideals that our society aspires to achieve. In the work setting, efforts have been made to reduce all forms of discrimination including racial discrimination. Racial discrimination in the workplace occurs when “employees are discriminated against because of their ancestry or physical characteristics associated with race” (Karsten 134). This discrimination is implemented when employees are subjected to disparate treatment due to their race or color. In some instances, the employee might suffer from harassment from his/her workmates.
Hargis reveals that from the mid-20th century, racial diversity within organizations has increased steadily, and this has led to the decline in racially prejudiced attitudes (587). At the same time, outward manifestations of discrimination have decreased in the workplace. However, racial discrimination has not disappeared altogether, and it is still manifested in various workplaces. This paper sets out to discuss the different ways in which racial discrimination can affect employees.
A significant effect of racial discrimination is that it leads to decreased job satisfaction by the employee. Job satisfaction is defined as the level of contentment that an individual feels with his current occupation. It refers to the attitude that the employee has towards his/her job and whether the worker genuinely likes his job. Mukerjee declares that economists have established that there is an economic importance of job satisfaction (62). Satisfaction levels affect the employee productivity as well as the likelihood of the employee producing exemplary results with little or no supervision.
Research indicates that perceived racial harassment in the workplace has a significant negative impact on job satisfaction and motivation. When employees are subjected to racial discrimination, they lose the motivation to engage in their occupation. They also become significantly less satisfied compared to their colleagues who are not being subjected to the discrimination. The equity theory explains that when one worker is provided with greater benefits compared to another worker in spite of them doing the same work, the less benefited employee will experience dissatisfaction.
Racial discrimination will lead to reduced commitment to the organization by the affected employee. This decline in commitment will adversely affect employee output and subsequently the organization’s productivity. Karsten suggests that the reduction in commitment level will occur because the employee who is discriminated against experiences distress in the workplace (231). This results in the worker feeling alienated by the organization.
Therefore, his/her investment in the job will be reduced, and he will be seeking other employment opportunities. Campbell observes that perceived growth in the company is a significant driver of an employee’s decision to continue with his/her current work (11). When the employee feels that he/she does not have a promising future in the organization, he/she is likely to leave the organization at the earliest opportunity.
The promotion opportunities for an employee within an organization are negatively affected by racial discrimination. All staff hope to experience advancement in the course of their career. Career advancements often come with better titles, greater benefits, and a higher salary. Due to racial discrimination, the chances of employees from minority groups advancing in the organization are reduced.
Mong and Roscigno observe that racial stereotyping occurs when decisions on mobility within the organization are made (1). The individuals tasked with assessing and making decisions about the promotion of employees use their discretion to exclude and debilitate mobility of individuals based on their race. Robinson acknowledges that there is a prevalence of discriminatory promotional practices in many organizations (1). In the American setting, white employees are given better performance appraisals than members of other races. This leads to an increase in their chances of advancing their careers since promotions are dependent on the performance ratings given to the employee.
The emotional wellbeing of the employee is also affected by racial discrimination. The bias might result in a hostile work environment when the employee is discriminated against due to his/her race. The worker can face racial harassment in which case he/she is subjected to differential treatment leading to the existence of a hostile environment for the targeted employee (Robinson 80). This will result in emotional distress and it can lead to stress and even depression. The psychological issues caused by discrimination will negatively affect the job performance of the employee. Employees who are unable to handle the distress might choose to quit their jobs in order to escape the emotional assault.
This paper set out to discuss racial discrimination and how it can affect employees. It began by defining racial discrimination and observing that the society has tried to reduce the prevalence of this action. It then discussed some of the effects that discrimination has on individual employees. This paper has shown that racial discrimination leads to some negative consequences, including reduced work productivity and psychological distress in the worker. Bearing in mind the damaging impacts of racial discrimination, steps should be taken to eradicate it from the workplace. This will ensure that no worker suffers from the adverse effects of discrimination.
Works Cited
Campbell, Douglas. “Diversity and Job Satisfaction: Reconciling Conflicting Theories and Findings.” International Journal of Applied Management and Technology 10.1 (2011): 1-15. Print.
Hargis, Michael. “Race differences in termination at work: the role of educational inequality.” Journal of Business and Psychology 20.4 (2006): 587-598. Print.
Karsten, Margaret. Gender, Race, and Ethnicity in the Workplace: Legal, psychological, and power issues affecting women and minorities in business. NY: Greenwood Publishing Group, 2006. Print.
Mong, Sherry and Vincent Roscigno. “African American Men and the Experience of Employment Discrimination.” Qualitative Sociology 33.1 (2010): 1-21. Print.
Mukerjee, Swati. “Job Satisfaction in the United States: Are Blacks Still More Satisfied?” Review of Black Political Economy 41.1 (2014): 61-81. Print.
Robinson, David. Workplace Discrimination Prevention Manual: Tips for Executives, Managers, and Students to Increase Productivity and Reduce Litigation. Boston: Archway Publishing, 2013. Print.