Race & Ethnicity Essay Example | Topics and Well Written Essays - 750 words

Race & Ethnicity - Essay Example In America, ethnicity and race have been perceived differently in the past and presently due to color, gender discrimination, and religious differences, which are the main determinants. The traditional perception of race and ethnicity in the country was that those who belonged to a specific race were segregated from the other. Each tribe was independent of the other irrespective of the above factors. Today in America, ethnicity, and race involves grouping people on the basis of how much the society rewards them and their shared culture. Unlike in the past when majority of Americans were white, presently, people in America are either black or white, and their no transition except for Native Americans or the Asian Americans (Margret 12). As a result, race and ethnicity was not on the basis of color in the past. Today, white people in America live segregated from the non-whites. The Africans-Americans live typically in large Africans neighborhoods. The residential segregation has led to elevated levels of poverty experienced in the racial and ethnic minorities. These minorities have dismal chances to acquire jobs, poor healthcare facilities and are prone to crime. There has been increased resistance fusion in marriage patterns of people of America outside their ethnic, religious, and racial groups. Gender differences did not have power in the past hence determined not much race and ethnicity. Today, gender has been a base of discrimination in the United States where the interests of the females have been addressed as those of minority. The white men have overlooked the oppression of the female sex gender. Feminism distracts women from full participation in the America’s progress, and their formation of feminist groups among the Blacks worsens the matter (Clear et. al. 22). The media portray the black African-Americans negatively where they are seen as uneducated, prostitutes, and homemaker’s. Race and ethnicity has been violent because of religious d ifferences presently due to the increase in religious denominations. In the past, religion did not have much power as it does today hence determined less about race and ethnicity. Today, people have used religion as a discriminatory factor in the United States. Terrorist have even used religion as their bases for terror, for example, the Muslims fight the Christians in America. European immigrants sometimes faced religious intolerance as well as the Roman Catholics who suffered from prejudice (Clear 38). People discriminate others because of religion because they are unfamiliar with other religions and the childish mentality that any opposing religion is wrong. Many people from childhood grow not knowing how to appreciate other’s religion and thus train to treat them brutally. People of a specific religion are thus forced to adopt some behaviors that will seclude them from the rest and this form a based for racism and ethnicity in the United States (Barron 4). In conclusion, race and ethnicity is common in the American society, but different from the traditional perspective in respect to color, gender discrimination, and religious differences. Evident in this paper, presently, the patterns of race and ethnicity are changing by being biracial and multiracial among the present children (Margret 18). Through color, race and ethnici

The Human Resources Department of NL&C Essay Example | Topics and Well Written Essays - 750 words

The Human Resources Department of NL&C - Essay Example Given the recent issues of NL&C's human resource management, all effort must be made to comply with federal and state law while clearly defining the company's expectations for each position. Clearly, "the law allows the employer to establish the basic job requirements and work standards-as long as those criteria do not discriminate based on the protected classifications found in federal and state employment discrimination laws." (Fick 19) The job descriptions and employee manual will protect NL&C from any litigious misunderstandings with future employees. Second, the company needs to quantify its diversity goals. Given the need for bi-lingual employees in the call center, clear diversity recruitment goals will assist the department in maintaining a workforce representative of the varied cultures we serve. Further, articulated diversity objectives will be evidence that management is aware of the need to reflect community populations, include represented minorities in its labor force, and is proactively addressing any deficiencies. We know from research that our website will be a good source for recruitment because when "...diverse candidates hear about a position, the first thing they do, says Susan Oxford, AIRS senior director of training, research and development, is check out the company's Web site to see if it's diversity friendly" (Bennett 2). Therefore, we will instruct our web designer to immediately place a "Job Openings" section on the site and include text regarding our diversity policy. Online Job Posting One of our most effective approaches to obtaining the best candidates for the 50 positions we are filling will be online sources. In addition to our corporate website, we can make the "online world [our] recruiting partner" by using college student career centers, state workforce development programs, non-cost online job banks, and other sources (Heathfield). Once our recruitment ad is approved, we will disseminate this information to as many online sources as possible. Local media advertising The most obvious primary source for recruitment will be a classified ad in the regional and local newspapers. This will provide NL&C with a locally-based response so that potential employees may be interviewed and trained as quickly as possible. In addition to these primary sources, we will be focusing on two additional and specialized recruitment tools. Specialized Sources (Bi-lingual) In-house referrals We will immediately poll our current roster of Hispanic and minority employees to solicit applications from their associates. We know that: Employee referrals top every recruiter's list as the best way to get good new employees, but referrals are underutilized in diversity recruiting, says John Sullivan, head of the human-resource program at San Francisco State University. "Seek out your diverse employees," he says, "and encourage them to recruit from their relatives, diverse colleagues at other firms, professional associations, religious groups and social