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Showcase Your Academic And Professional Knowledge

Throughout your course work in Public Sociology you have learned about topics in applied and medical sociology, in addition to learning about the theoretical underpinnings and methodological rigor necessary to study topics in this area. The capstone brings together the knowledge gained throughout your program and can be used as a real-world example of your efforts in addressing a problem in your field. This Capstone course is more rigorous than a typical SOC course in that you are expected to demonstrate in-depth knowledge, critical thinking skills, and excellent writing and communication skills.

Based on your areas of interest and expertise, you will prepare one of two types of papers:

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  1. A policy brief on an issue related to applied sociology (this is very broad, so get topic approval from your instructor) that outlines scholarly research on the issue; current policies related to the issue; the role of culture, politics, and social inequalities in the issue; and evidence-based suggestions for future policies and practices related to the issue. The final brief will consist of four components:
    1. a literature review on current scholarly research on the topic
    2. current policies related to the issue
    3. the role of culture, politics, and social inequalities in the issue
    4. evidence-based suggestions for future policies and practices related to the issue
  2. A case study analysis of a community-based organization and/or social program. The final paper should consist of four components:
    1. a literature review of the type of organization up to present day [How did this type of organization begin, how has it changed, and what is it like now?]
    2. the role of culture, politics, and social inequalities in the type of organization [How do political differences, cultural norms, and social inequalities like racism and sexism shape the organization?]
    3. the financial aspects of the type of organization [How is the organization funded and what are the implications of this?]
    4. evidence-based suggestions for ensuring a future for the type of organization that promotes equality and well-being

If your choice is to write a policy brief, the policy issue must be on a topic that is current and relevant to applied sociology.

If your choice is to write a case study, the case being addressed must pertain to a current organization or program, preferably one you have experience working in or with. A case study is an analysis of a current challenge the organization or program is facing.

  1. Applied sociology briefs and cases will likely surround: ethical issues, diversity issues, policy issues, and service delivery issues.
  2. Medical sociology briefs and cases will likely surround heath and some other issue, such as ethics, diversity, inequalities, policy, and practice.

The paper will be about 8800 words. This does not include the Title page, References, or Appendix.

For further assistance with the formatting and APA guidelines refer to the Ashford Writing Center (AWC):

Following is an outline for the Capstone paper and guiding questions for each section of the paper:

  1. Title Page
    1. Follow the APA Manual format for the title
    2. The title of your paper is the first heading the reader sees at the top of the page that begins the paper (not introduction or background)
  2. Background: Case Study (700 words)
    1. Provide a background of the organization or program.
    2. Provide a brief description (one to two paragraphs) of the organization or program that provides information about its vision, mission, and services. Identify other stakeholders involved with the organization as it concerns the topic of the paper. What data supports why this topic is important? What solutions have been attempted, if any? Why were the outcomes of those solutions?
      OR Policy Brief
    3. Identify the policy topic being explored; the topic history; importance of the topic locally, regionally, nationally, or globally; and who is or will be most impacted by the policy. Present the facts that support the problem exists and is worthy of a policy response. What data supports why this topic is important? What solutions have been attempted, if any? Why were the outcomes of those solutions?
  3. Statement of Challenge/Opportunity (700 Words)
    1. Case study: Identify the organization’s challenge being addressed, the activity being implemented, or the assets being strengthened. Explain the current situation and describe what issues the Capstone will be addressing. Identify a need for action or review the key arguments for why it needs to be addressed
    2. Policy Brief: Provide a description of the problem and the key arguments for why it needs to be addressed. Include a brief history of the problem and issue area. Only relevant history should be included. This could include legislative history, a history of policy actions, etc.
  4. Literature Review (2450 to 3500 words)
    1. What does the previous research say about the topic you are addressing?
    2. What are commonalities, interlocking findings and logic, or unanswered questions in the previous research that has been conducted on your topic?
    3. What assumptions, if any, have been made?
    4. This section can include data, testimony of experts in the field, reports and case studies, etc.
    5. Quotes are used sparingly – one or two direct quotes for the entire paper! You are to synthesize ideas and paraphrase.
  5. Analysis: (1750 words)
    1. What are the common threads, differences, and criticisms of the literature?
    2. How does the literature apply to, support, or conflict with the organizational issue or policy issue?
    3. Include tables, charts, or graphs if applicable.
    4. Include key actors, stakeholders, and constituents, and identify their position on the issue.
  6. Recommendation (1750 words)
    1. Present the recommended options, and identify and discuss the benefits and criticisms of the chosen options. What is the anticipated change or improvement that would result based on your research and analysis? Who needs to be involved, and in what way, for change to successfully happen?
    2. For the public policy paper, present the policy solution, including the authorizing mechanism (legislation, regulation, or executive action, etc.), how the policy will work, and what entity will implement it.
  7. Conclusion (350 to 700 words)
    1. Are the findings or recommendations briefly discussed in terms of the literature from the literature review?
    2. Are your insights clearly stated?
    3. Are implications for practice discussed?
    4. Are there suggestions for future research?
  8. References
    1. Include a list of references for all your citations using APA formatting.
  9. Appendix
    1. Include survey results or other information that is too detailed to be included in the report.
    2. Appendices are ordered as they appear in the narrative of the paper and are ordered by letter. For example, the first appendix is Appendix A; the second is Appendix B, etc. In the narrative, remember to point the reader to the Appendix by including text that reads something like: “(see Appendix A)” or “Appendix A provides a copy of the survey instrument used to collect data.”

2

RACIAL DISCRIMINATION IN THE WORKPLACE

PROPOSAL DRAFT

MAGDALYN38

SOC 6910 Public Sociology Capstone

Instructor:

May 4,2021

EFFECTS OF RACIAL DISCRIMINATION IN THE WORKPLACE

INTRODUCTION

Racial discrimination in the workplace results in great harm in a business company, including a company losing highly skilled workers, workers failing to come to work on time, and disruption of teamwork. Racial discrimination in the workplace happens when an employee is treated less favorably by other employees at work because of their color, nationality, or ethnic origin. In a work environment, employees deserve to be treated equally with their employers and their fellow employees for activities in the business to run smoothly. An employee may feel discriminated against either in subtle or pervasive discrimination by their fellow workmates or employer (Deitch et al., 2003).

An employee or a group of employees who get discriminated against because their skin color is different or come from another nationality may fail to come to work for fear of being discriminated against. An absence of an employee at work disrupts the operations in the workplace. In a workplace where some employees are discriminated against, fights may occur easily, which may lead to damages of expensive assets of the company such as computers. In a racial discrimination workplace environment, work becomes disrupted because workers may fail to share information and equipment (Deitch et al., 2003).

Accordingly, group works cannot occur since workers who are racially discriminated against cannot work with workers who discriminate against them. Racial discrimination at the workplace may also result in employees quitting their work. A business organization that loses an integral employee will suffer because: it is hard to find someone with similar skills like the person who was there, and getting another expert takes time and a lot of resources. Racial discrimination needs to be addressed so that every employee may: feel welcome to work, feel safe in their working environment, and they will be able to work with their fellow workmates in harmony(Deitch et al., 2003).

SIGNIFICANCE OF ADDRESSING THE EFFECTS OF RACIAL DISCRIMINATION IN THE WORKPLACE

When an adult is not at home, they are at work. The length of time they spend at work is more than the length of time they spend with their families and with themselves. A common expectation of any employee in any work environment is to work hard to get a promotion or get recognition; a business company can realize its goals and possibly make more profits when employees work hard. Also, when employees work hard, businesses grow because work will be finished in time (Shannon et al.,2009).

In a workplace where workers work hard, the workers will be sharing work equipment harmoniously. The communication around will be good, and the employees will work in groups to develop solutions for every problem that their company is facing. However, when individuals become racially discriminated against, they experience a mental breakdown (Shannon et al.,2009).

Workers who experience a mental breakdown will no longer work to achieve the objectives of the company. These workers, instead of sharing work equipment, they hide it as a way of revenge. Accordingly, they may fail to come to work because they feel they are unwanted or begin to come to work late. Also, individuals who are racially discriminated against are often under stress which may lead to mental problems. When individuals become racially discriminated against and become stressed, they fail to think straight, and they also fail to generate ideas to solve problems in the company(Starauss, 2019).

Racial discrimination hinders workers from working as a group; when workers fail to participate in group discussions: work that was initially completed being completed in a short time will fail to get completed, and it will become hard for an organization to come up with ideas that are integral for future development of the company. The subject of racial discrimination in the workplace has to be addressed so that employees in a company will all feel equal, free from stress, work in groups, and work hard for the future of the company. This will translate to businesses realizing their goals and more profits. Businesses can stop racial discrimination by changing some of their culture and hiring procedures (Starauss, 2019).

METHODOLOGY

The effects of racial discrimination in the workplace are a very common thing in many companies. A qualitative analysis will be conducted in different companies to dig deep on this subject (effects of racial discrimination in the workplace) to get qualitative data. The research will be conducted in five companies.

A company must have workers from different countries and different nationalities to be able to qualify for the research. The companies selected must have workers from different nationalities so that the research to get answers on the effects of racial discrimination at the workplace because discrimination is common where workers are from different origins, countries, and nationalities.

Employees from the companies selected will be divided into groups; each group will comprise members from the same nationality. The purpose of arranging workers according to their nationalities will be to make the workers feel they are in a safe environment, and it will be easy for them to share their experiences. A group interview will be conducted, where one researcher will be asking questions to workers in their respective groups.

The data that will be collected will be grouped according to their similarities; data that will be related will be placed in the same group. When similar data are placed in one group, it will help bring out the effects of racial discrimination in the workplace.

EFFECTS OF RACIAL DISCRIMINATION IN THE WORKPLACE

An unproductive workplace is a work environment where employees are treated less equally due to their skin color, their place of origin, religion, or language. In a racially discriminative work environment, people with a particular skin color cannot be employed to work with the company (Midwest New Media, 2021a).

Also, a company may offer training opportunities to its workers but fail to include some workers because of their color, religion, or nationality. Ideally, a company can pay workers a certain amount and a lower amount to workers from a specific ethnicity (Midwest New Media, 2021b). No matter the case, discriminated employees feel hurt, less equal, and less valued.

Employees who are racially discriminated against get directly affected, and as a result, they cannot perform accordingly at work. Also, when a company fails to hire a person simply because of their color, religion, or their nationality, the company gets disadvantaged at the end of the day because it will lose an essential workforce Racial discrimination in the workplace promotes the demotion of workers. Also, discriminated workers may get depressed or end up with other psychological problems(Midwest New Media, 2021a).

Accordingly, the company fails to employ relevant employees because of their color, and as a result, the company will not get skilled, professional, experienced, and reliable employees. There are some consequences for a company that participates in racial discrimination, and these consequences are called effects of racial discrimination in the workplace (Midwest New Media, 2021a).

Effects of racial discrimination in the workplace lead a company to lose reliable workers, promote a toxic work environment where it becomes hard for the company to realize its goals, the company earns a negative reputation with the public and investors (some investors get scared away), the company may face lawsuits and the company may lose its customers.

LITERATURE REVIEW

RACIAL HARASSMENT

According to the University of Cambridge (2021), racial harassment is a form of racial discrimination that happens when an individual gets harassed, intimidated, or even hurt by someone simply because they are from a different nation or their color is different. Racial harassment is evident when an individual who is discriminated against feels, perceives, or knows they are discriminated against by someone. Also, this form of racial discrimination can be identified by someone who sees someone as a racist, and this happens when they witness someone participate in racial harassment (University of Cambridge, 2021).

There are a number of ways through which racial harassment in the workplace takes place, and they include the following. When an employee insults a fellow workmate simply because they have a different color. Also, it is evident when an employee gets a direct physical attack at the workplace (University of Cambridge, 2021).

In an organization, when a worker motivates others to join them or persuades them to pose racist jokes to their fellow workmates, then then they will be participating in racial harassment. Sometimes, some employees can show others a video or any material that is racially offensive. Racial harassment is one of the worst forms of racial discrimination that leaves the discriminated employee greatly affected ( University of Cambridge, 2021).

INDIRECT RACIAL DISCRIMINATION

In indirect racial discrimination, racial discrimination is not manifested to someone directly. Instead, those who want to discriminate against others pretend to treat everyone equally; however, they develop ways of making others feel discriminated against. Indirect racial discrimination happens when practices are laid down for the benefit of everyone, but the practice has some adverse effects on some people who are from a certain nationality, or they have a different skin color (University of Cambridge, 2021).

In a workplace, indirect discrimination is manifested when employers of an organization come up with policies that are meant to benefit everyone in the firm; however, some workers get worse effects from the policy. This is a form of racial discrimination where people are assured, they are treated right, equally, and fairly, but at the end of the day, a few people from certain ethnic groups are targeted so that they can suffer.

Indirect discrimination is manifested in an organization when employees of certain nationality feel disadvantaged by the policies of the company. Also, it may be seen when laws protect everyone, but somehow, some employees from certain ethnic groups feel left out. It is challenging to notice indirect racial discrimination since it is a well-calculated move to discriminate against others (University of Cambridge, 2021)..

An example of this form of discrimination in a workplace is when a company states that all employees should come to work six days a week and rest on a remaining day. The company then states that workdays start from Monday to Saturday, and Sunday is the day off. Employees who are from Jewish backgrounds will feel left out because Saturday is their day of rest.

DIRECT RACIAL DISCRIMINATION

Direct racial discrimination refers to an individual being treated unequally or less favorably than others because of their race (Citizens Advice, 2021). In this form of racial discrimination, a person is treated less fairly by another person directly. At work, direct racial discrimination is a prevalent thing. Some employees may be treated less unequally than their fellow colleagues. This form of discrimination may happen to an employee who has a different skin color than the rest of the employees. This employee is perceived differently either by their fellow colleagues or by their superiors(Citizens Advice, 2021).

An employee at the workplace may become directly discriminated when they hold a particular position at work and suddenly become demoted by their superior because of their color. Sometimes, employers may demote an employee and still pay them a higher salary to appear they have discriminated against them. However, this does not change the fact that they have removed them from their post because of their color(Citizens Advice, 2021).

Also, when a worker brings gifts to their fellow workmates, and he/she refuses to share the gifts with a worker who has a different color, then the worker who has not been given a gift is said to be directly racially discriminated against.

RACIAL DISCRIMINATION BY ASSOCIATION

Associative discrimination is a form of discrimination that happens when individuals become treated less equally because they associate with a particular group of people. Racial discrimination by association is evident when someone is mistreated because of the characteristics or weakness they are associated with. Color, nationality, or origin are examples of traits and flaws that someone may be related to become racially discriminated against ((Midwest New Media, 2021a).

At work, this form of discrimination can be identified when individuals are denied promotion because they associate with some workers from a particular nationality. Also, it can happen when someone seeking employment fails to secure a job because the company knows the individual comes from certain streets, or they live with people who are from a certain tribe or origin (Midwest New Media, 2021b).

An activity can happen away from work which can lead to an employee getting treated less equal at work. For example, an employer may bump into their employee while the employee has a friend who is from a different nationality or his/her skin color is different from the skin color of the employer. When the employee finally comes to work the following morning, they get the news that they have been demoted, or they start getting mistreatment.

STEREOTYPING

Stereotyping happens when similar characteristics are attributed to everyone from a particular nationality, different religion, and everyone with the same color. Here, the racist perceives all members of a given ethnic origin are similar. In an organization, an employee from a particular nationality may get fired after committing a working offense by going against the company’s policy. The employer then pays attention to the origin of the worker, his/her skin color, or religion(University of Cambridge, 2021).

Anyone who comes seeking a job in the company and has the same skin color as the person who lost the job or is from the same faith will not secure employment. This is simply because the employer thinks that anyone who has the same similarity as the previous employee is the same. Also, the employer may start perceiving workers in the organization who share a common similarity with the employee who got fired the same. As a result, they may get laid off or become demoted; the employer starts treating them differently.

Racial discrimination in the workplace has many disadvantages; for example, a company may lose potential investors. There are many types of racial discrimination, including direct racial discrimination, indirect racial discrimination, and discrimination by association. People must know all the forms of racial discrimination because racial discrimination is a crime and inhumane.

ETHICS AND DIVERSITY

Today, the world is primarily multiethnic, multiracial, and multicultural, following enhanced technological breakthroughs that dramatically improve transportation and communication. Consequently, this enables responsible and ethical workplaces to hire staff from diverse racial and ethnic backgrounds to avoid social and economic inequities Carter et al., 2019)..

Ethics and diversity matters are essential concepts worth comprehending in the community, more so in multicultural and multiracial societies or workplaces such as in the US (

However, in certain regions, various forms of stereotypical practices occur, such as racial discrimination that fundamentally influences human interaction, relations, and the general workplace environment In essence, ethical, diverse, and inclusive workplaces motivate workforces to improve productivity, service delivery, and general performance, while the reverse is true as demonstrated succinctly here under9 Carter et al., 2019).

HOW ETHICS AND DIVERSITY POLICY RELATE TO RACIAL DISCRIMINATION

An organizational policy that embraces ethics alongside diversity is essential for both individuals and the organization. Honestly, multiple forms of unethical practices in society, such as stereotypes, including racial discrimination, typically bear negative repercussions or adverse effects on all organizations’ operations (Stone & Carlisle, 2019).

Ethical conduct usually entails responsible practices that individuals in an organization or employees should display towards others and the general ecology. As hinted above, exhibiting ethics, humane, and accountable behavior inspires the community to correlate and interdepend to benefit all primary stakeholders and vice versa (Stone & Carlisle, 2019).

On the other hand, multiculturalism alongside multi-ethnicism is equally a noble practice in a society that facilitates or enhances equitable growth and development of individuals and organizations. In other words, adopting or embracing diversity and inclusivity is another beneficial practice in multicultural or multiethnic societies or workplaces, which all organizations should consider (Carter et al., 2019).

Being diverse and inclusive translates into being considerate, mindful, and sensitive of others’ plight, hence, ethical. Consequently, this portrays how ethics, diversity, and inclusivity terms intertwine, interrelate, and interdepend. Practically, diverse and inclusive communities usually grow, develop, and prosper more than others do following the sharing, incorporating different skills, experiences alongside expertise (Carter et al., 2019)..

ETHICAL ISSUES PRESENTED BY THE POLICY ISSUE

An ethical, diverse, and inclusive policy is indeed beneficial for all organizations’ improved growth, development, sustainability, and prosperity reasons. Despite sounding and seeming a prudent policy worth adopting by all communities, ethics, diversity, alongside inclusivity usually portends specific ethics-related issues worth understanding (Snyder & Schwartz, 2019).

Stereotypical tendencies or biases such as racial discrimination do creep in multiethnic and multiracial societies such as the US. In other words, some sections of society, especially the dominant white race, sometimes tend to exploit, suppress, oppress, and intimidate the minority people of color (Snyder & Schwartz, 2019). In other words, the dominant white racial groups frequently perceive the minority people of color as inferior and therefore not deserving equitable treatment.

Consequently, this bears adverse social and economic effects on people and organizations’ overall growth and development. With racial bias in place, cordial relations and smooth coexistence becomes affected grossly in the neighborhood. Poor relations and coexistence between the discriminators and the discriminated sets in earnest to affect general workplace performance. That eventually influences staff motivation, physical and mental health, productivity, service provision alongside overall performance (Carter et al., 2019).

What this means is, the prudent ethical, diverse, and inclusive corporate policy, despite its meaningful results, usually faces some ethics-associated issues or challenges worth pinpointing. Institutionalized culture of racial bias is a long-standing ethical and social challenge deeply rooted in some society sections, which the policy program faces.

Therefore, breaking this long-standing chain of an appalling culture of racial bias would eventually see the noble policy or program take root and benefit the community by discouraging social and economic inequalities(Stone & Carlisle, 2019).

HANDLING OR ADDRESSING DIVERSITY AND INCLUSIVITY IN AN ORGANIZATION

As pinpointed above, diversity and inclusivity are ethical values and practices worth encouraging in an organization. Diversity usually entails multiple people descending from divergent or various racial, social, and economic backgrounds live peacefully and responsibly in a community. Therefore, diversity and inclusivity encompass people drawn from different racial, social, and cultural backgrounds, among others, live, coexist, or work together harmoniously for the mutual benefit of all primary stakeholders (Jones et al., 2017).

For the eventual adoption of diversity and inclusivity in society, certain conduct or practices are a prerequisite .Being humane, responsible, and ethical towards all people in a multiracial and multiethnic setup is usually paramount. Meaning, being sensitive to the welfare and wellbeing of all people from divergent backgrounds, including racial origin, is necessary to prevent the emergence and perpetuation of social and economic ills or inequities(Carter et al., 2019).

That would enable society, especially the leadership, to regard all racial population groups as equal and vital for improved growth, development, and sustainability. Therefore, hiring all racial population groups and treating them as equals would fundamentally entrench a corporate culture of diversity and inclusivity in the community(Carter et al., 2019).

Similarly, complying with government legislation geared towards augmenting corporate cultures regarding diversity and inclusivity is another prudent prerequisite to handling diversity issues. Making it unlawful to discriminate against others, especially along racial lines, would considerably help manage the social issue of racial discrimination, hence entrenching a social culture of diversity and inclusivity. Making it illegal to discriminate against others racially in the neighborhood would fundamentally aid in successfully managing diversity and inclusivity issues(Carter et al., 2019).

Moreover, public education to promote knowledge and awareness concerning the significance of diversity and inclusivity in a multicultural or multiethnic setup is a prerequisite for handling the emerging diversity and inequity issues (Jones et al., 2017). Focusing on the benefits of diversity, such as sharing of cultural aspects, workplace experiences, skills, and expertise, society would find racial discrimination senseless. Consequently, that would considerably help manage the social issue of diversity, inclusivity, and the associated inequities in an organization (Jones et al., 2017).

SOCIAL INEQUITY PERPETUATION OR AMELIORATION

Being humane, ethical, and responsible are fundamental social virtues that societies should embrace for smooth relations and harmonious coexistence. Social inequity is irresponsible and unethical conduct or practice worth shunning in a morally upright and ethical community. Skewed allocation or distribution of scarce resources alongside limited opportunities in a multiracial and multicultural setup is one way of entrenching social and economic inequity in the vicinity (Jones et al., 2017).

For instance, discriminatory practices such as racial bias while hiring new staff or promoting labor forces in an organization is one unforgettable way that multiracial and multiethnic communities perpetuate social inequity . On the other hand, practicing the reverse of the above-mentioned social values would entrench social and economic inequities in an organization (Jones et al., 2017).

RACIAL DISCRIMINATION IN THE WORKPLACE/RECOMMENDATION SECTION

Fairness, humane, alongside equitable treatment of all people in an organization, is a fundamental virtue and policy worth promoting for the general good of a community. Most importantly, the global village is presently composed primarily of multiethnic, multiracial, and multicultural population groups, following improved technological advancements, which dramatically enhance and facilitate transportation and communication efficiency (Snyder & Schwartz, 2019).

Ethics and diversity concepts are practically vital to comprehend in society, especially in multicultural and multiracial organizations commonly found in the US. Unfortunately, in some areas, different forms of biases do frequently occur, such as racial discrimination. Racial bias fundamentally affects human interaction, relations, health, wellness, and the overall workplace environment (Snyder & Schwartz, 2019).

An ethical corporate culture or policy program of diversity and inclusivity is currently vital for improved relations, productivity, efficiency, and efficacy alongside service delivery. As highlighted above, a policy of fairness and equitable allocation of emerging opportunities alongside resources is paramount, especially in a diverse, multiethnic, and multiracial community (Imdorf, 2017). However, that is not the practical situation since different forms of workplace-related stereotypes, such as racial discrimination, do creep in to affect performances following the severe adverse effects related to the same (Imdorf, 2017)..

An Analysis of Racial Discrimination in the Workplace

Racial discrimination is a social and economic vice worth discouraging considering its ensuing adverse effects. It grossly impedes social and economic growth alongside development following strained relations and interactions (Snyder & Schwartz, 2019). In the organization where I previously worked, white supremacy was common despite prevailing national and international laws prohibiting a social exercise. White supremacists believed that the minority people of color were inferior in different ways than the White race. Therefore, they received ill-treatment as third-class citizens or employees.

A case in mind that is worth highlighting or underscoring is that racial discrimination in my previous workplace was the outright skewed manner of hiring alongside employee promotions The organization recorded fewer labor forces descending from the minority-colored population groups (Brewster & Rusche, 2017).Additionally, the few present mainly performed odd menial jobs at the expense of their white counterparts who held lucrative, prestigious, or senior positions of high responsibility. That proves the extent of racial discrimination in the organization that diversity and inclusive policies and practices can comfortably solve (Brewster & Rusche, 2017)..

Moreover, the few employees in my previous workplace equally suffered various forms of ill health, especially mental health. The prevailing culture of white supremacy significantly affected the minority coloreds. The higher magnitude of social and economic stereotypes bore severe side effects on the affected employees’ psychosocial health, growth, and development. Similarly, the fewer workforces in the organization experienced wage-related discrepancies or racial-based discrimination (Imdorf, 2017).

They received slightly lower remuneration packages than their dominant white racial groups. Indeed, widespread social and economic inequalities witnessed in the former workplace attest that racial bias is prevalent despite laws and regulations prohibiting the practice. Racial-related discrimination is a common practice in various workstations that works against the spirit of diversity and inclusivity. In other words, a corporate policy and practice of diversity and inclusivity would help manage the situation (Imdorf, 2017).

EVIDENCE-BASED SUGGESTIONS THAT PROMOTE EQUALITY AND WELLBEING

Almost all ambitious organizations aspire to grow, develop, prosper, and expand to serve a broader market share, which can either be national, regional, or international markets depending on choice or preference. Consequently, it is prudent for such organizations to remain entirely sensitive to matters of ethics, diversity, and inclusivity to thrive, especially now that sky-high competition dominates almost all market sectors and industries (Imdorf, 2017).

such ambitious commercially oriented companies need to cultivate and nurture rapport with all primary stakeholders such as workforces, governments, clients, and the ecological environment, to mention just a few. For this to occur successfully, exercising equality, wellbeing, ethics, diversity alongside inclusivity policies and programs is critical for firms (Imdorf, 2017).

Labor forces are the backbone of successful companies following their critical roles and responsibilities concerning exceptional service delivery, optimum production, and exemplary performance. For this to occur, exercising staff equity, wellbeing, and motivation programs and policies remains a prerequisite for all firms. Evidentiary, all successful business-oriented organizations enjoy good relations and interaction with nearly all primary stakeholders, especially the employees (Snyder & Schwartz, 2019).

Failure to handle workers humanely, ethically, and responsibly demotivated them, and this would see service delivery, productivity, and performance plummet drastically to an organization’s disadvantage. Similarly, that would see some stakeholders such as clients drop their support and loyalty for such insensitive companies and replacing them with those that prioritize or consider the plight, wellbeing, and welfare of other stakeholders (Snyder & Schwartz, 2019).

Additionally, ensuring equality, diversity, and inclusivity is a paramount suggestion for all firms intending to prosper and expand into newer market territories. One way of cultivating and nurturing employee motivation and maintaining proper relations is through a corporate culture or policy of equity, wellbeing, diversity, and inclusivity programs. That would allow a firm in question to hire all qualified and competent staff irrespective of racial or ethnic inclination, as is currently the case in some companies. embracing the concept of ethics, diversity, and inclusivity is crucial for organizational success, especially in a multicultural and multiracial neighborhood (Brewster & Rusche, 2017).

Moreover, commercially oriented firms that aspire to realize gradual and steady growth and development in today’s competitive business field should be sensitive to all stakeholders’ welfare and wellbeing, notably, the workforces. Consequently, handling all employees fairly irrespective of racial backgrounds is crucial (Jones et al., 2017).

Evidentiary firms that hire employees across ethnic and racial divides and remunerate them moderately or without racial bias would realize remarkable growth, development, prosperity, and expansion at the expense of others in the competitive industry. Concisely, promoting ethical, humane, responsible, diverse, inclusive, equality, and wellbeing values and policies ensures that organizations thrive in the industry despite stiff competition (Jones et al., 2017).

CONCLUSION

A corporate culture of fairness, equality, wellbeing, diversity, and inclusivity are crucial for ultimate success. Mainly, these fundamental values are most beneficial in multiethnic, multiracial, and multicultural population groups, such as in the US. Ethics, diversity, and inclusivity concepts are practically vital to society, notably in multicultural and multiracial companies such as where I previously worked. Contrastingly, in some places, different forms of biases do often occur, such as racial discrimination. Indeed, ethical, diverse, and inclusive work environments typically motivate laborers to enhance productivity, service delivery, efficiency, and efficacy alongside overall performance and vice versa.

REFERENCES

Brewster, Z. W., & Rusche, S. N. (2017). The effects of racialized workplace discourse on race-based service in full-service restaurants. Journal of Hospitality & Tourism Research, 41(4), 398-414.

Carter, R. T., Johnson, V. E., Kirkinis, K., Roberson, K., Muchow, C., & Galgay, C. (2019). A meta-analytic review of racial discrimination: Relationships to health and culture. Race and Social Problems, 11(1), 15-32.

Deitch, E. A., Barsky, A., Butz, R. M., Chan, S., Brief, A. P., & Bradley, J. C. (2003). Subtle yet significant: The existence and impact of everyday racial discrimination in the workplace. Human Relations, 56(11), 1299-1324.

DRUNKE Citizens Advice. (2021). Direct discrimination. Retrieved from https://www.citizensadvice.org.uk/law-and-courts/discrimination/what-are-the-different-types-of-discrimination/direct-discrimination/#

Imdorf, C. (2017). Understanding discrimination in hiring apprentices: how training companies use ethnicity to avoid organizational trouble. Journal of vocational education & training, 69(3), 405-423.

Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle discrimination in the workplace: A vicious cycle. Industrial and Organizational Psychology, 10(1), 51-76.

Midwest New Media. (2021a). Race discrimination. Retrieved from https://www.workplacefairness.org/race-discrimination

Midwest New Media. (2021b). Pay or compensation discrimination. Retrieved from https://www.workplacefairness.org/pay-discrimination

Shannon, C. A., Rospenda, K. M., Richman, J. A., & Minich, L. M. (2009). Race, racial discrimination, and the risk of work-related illness, injury or assault: findings from a national study. Journal of occupational and environmental medicine/American College of Occupational and Environmental Medicine, 51(4), 441.

Snyder, C. R., & Schwartz, M. R. (2019). EXPERIENCES OF WORKPLACE RACIAL DISCRIMINATION AMONG PEOPLE OF COLOR IN HEALTHCARE PROFESSIONS. Journal of Cultural Diversity, 26(3).

Starauss, B. (2019, April 22). Battling racial discrimination in the workplace. Retrieved from https://www.dcpolicycenter.org/publications/battling-racial-discrimination-in-the-workplace/

Stone, A. L., & Carlisle, S. E. (2019). Examining race/ethnicity differences in the association between the experience of workplace racial discrimination and depression or negative emotions. Journal of racial and ethnic health disparities, 6(5), 874-88

University of Cambridge. (2021). Racial harassment. Retrieved from https://www.equality.admin.cam.ac.uk/training/equalities-law/key-principles/racial-harassment

· SOC6910

Week 6 – Assignment

Showcase Your Academic And Professional Knowledge

Throughout your course work in Public Sociology you have learned about topics in applied and medical sociology, in addition to learning about the theoretical underpinnings and methodological rigor necessary to study topics in this area. The capstone brings together the knowledge gained throughout your program and can be used as a real-world example of your efforts in addressing a problem in your field. This Capstone course is more rigorous than a typical SOC course in that you are expected to demonstrate in-depth knowledge, critical thinking skills, and excellent writing and communication skills.

Based on your areas of interest and expertise, you will prepare one of two types of papers:

1. A policy brief on an issue related to applied sociology (this is very broad, so get topic approval from your instructor) that outlines scholarly research on the issue; current policies related to the issue; the role of culture, politics, and social inequalities in the issue; and evidence-based suggestions for future policies and practices related to the issue. The final brief will consist of four components:

a. a literature review on current scholarly research on the topic

b. current policies related to the issue

c. the role of culture, politics, and social inequalities in the issue

d. evidence-based suggestions for future policies and practices related to the issue

2. A case study analysis of a community-based organization and/or social program. The final paper should consist of four components:

a. a literature review of the type of organization up to present day [How did this type of organization begin, how has it changed, and what is it like now?]

b. the role of culture, politics, and social inequalities in the type of organization [How do political differences, cultural norms, and social inequalities like racism and sexism shape the organization?]

c. the financial aspects of the type of organization [How is the organization funded and what are the implications of this?]

d. evidence-based suggestions for ensuring a future for the type of organization that promotes equality and well-being

If your choice is to write a policy brief, the policy issue must be on a topic that is current and relevant to applied sociology.

If your choice is to write a case study, the case being addressed must pertain to a current organization or program, preferably one you have experience working in or with. A case study is an analysis of a current challenge the organization or program is facing.

1. Applied sociology briefs and cases will likely surround: ethical issues, diversity issues, policy issues, and service delivery issues.

2. Medical sociology briefs and cases will likely surround heath and some other issue, such as ethics, diversity, inequalities, policy, and practice.

The paper will be about 8800 words. This does not include the Title page, References, or Appendix.

For further assistance with the formatting and APA guidelines refer to the Ashford Writing Center (AWC):

· http://writingcenter.ashford.edu/apa-style (Links to an external site.)

Following is an outline for the Capstone paper and guiding questions for each section of the paper:

1. Title Page

a. Follow the APA Manual format for the title

b. The title of your paper is the first heading the reader sees at the top of the page that begins the paper (not introduction or background)

2. Background: Case Study (700 words)

a. Provide a background of the organization or program.

b. Provide a brief description (one to two paragraphs) of the organization or program that provides information about its vision, mission, and services. Identify other stakeholders involved with the organization as it concerns the topic of the paper. What data supports why this topic is important? What solutions have been attempted, if any? Why were the outcomes of those solutions? OR Policy Brief

c. Identify the policy topic being explored; the topic history; importance of the topic locally, regionally, nationally, or globally; and who is or will be most impacted by the policy. Present the facts that support the problem exists and is worthy of a policy response. What data supports why this topic is important? What solutions have been attempted, if any? Why were the outcomes of those solutions?

3. Statement of Challenge/Opportunity (700 Words)

a. Case study: Identify the organization’s challenge being addressed, the activity being implemented, or the assets being strengthened. Explain the current situation and describe what issues the Capstone will be addressing. Identify a need for action or review the key arguments for why it needs to be addressed

b. Policy Brief: Provide a description of the problem and the key arguments for why it needs to be addressed. Include a brief history of the problem and issue area. Only relevant history should be included. This could include legislative history, a history of policy actions, etc.

4. Literature Review (2450 to 3500 words)

a. What does the previous research say about the topic you are addressing?

b. What are commonalities, interlocking findings and logic, or unanswered questions in the previous research that has been conducted on your topic?

c. What assumptions, if any, have been made?

d. This section can include data, testimony of experts in the field, reports and case studies, etc.

e. Quotes are used sparingly – one or two direct quotes for the entire paper! You are to synthesize ideas and paraphrase.

5. Analysis: (1750 words)

a. What are the common threads, differences, and criticisms of the literature?

b. How does the literature apply to, support, or conflict with the organizational issue or policy issue?

c. Include tables, charts, or graphs if applicable.

d. Include key actors, stakeholders, and constituents, and identify their position on the issue.

6. Recommendation (1750 words)

a. Present the recommended options and identify and discuss the benefits and criticisms of the chosen options. What is the anticipated change or improvement that would result based on your research and analysis? Who needs to be involved, and in what way, for change to successfully happen?

b. For the public policy paper, present the policy solution, including the authorizing mechanism (legislation, regulation, or executive action, etc.), how the policy will work, and what entity will implement it.

7. Conclusion (350 to 700 words)

a. Are the findings or recommendations briefly discussed in terms of the literature from the literature review?

b. Are your insights clearly stated?

c. Are implications for practice discussed?

d. Are there suggestions for future research?

8. References

a. Include a list of references for all your citations using APA formatting.

9. Appendix

a. Include survey results or other information that is too detailed to be included in the report.

b. Appendices are ordered as they appear in the narrative of the paper and are ordered by letter. For example, the first appendix is Appendix A; the second is Appendix B, etc. In the narrative, remember to point the reader to the Appendix by including text that reads something like: “(see Appendix A)” or “Appendix A provides a copy of the survey instrument used to collect data.”

Point Value: 35 Points Weekly Learning Outcome Alignment: 1, 2 Course Learning Outcome Alignment: 1, 2, 3, 4, 5, 6, 7, 8, 9, 10

Carefully review the  Grading Rubric (Links to an external site.)  for the criteria that will be used to evaluate your assignment.

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