week 5

Question 1

Race

Answer 1

is related to the external appearance of an individual (Sue et al. 1992). Racial categorisation, a social construct, refers to outside appearances, and is often associated with or identified by the colour of skin.

Question 2

Ethnicity

Answer 2

, in contrast, refer to cultural traits, such as language, religious belief and dress code. While there are certain differences between race and ethnicity, the two terms are at times used interchangeably due to possible common heritage and expressions (Conley, 2003)

Question 3

Racism

Answer 3

‘’, a blanket term generally used for discrimination on the grounds of race and ethnicity, can be defined as ‘a belief that some races or ethnic groups are superior to others, used to devise and justify actions that create inequality between racial groups’ (Mistry & Latoo, 2009: 20)

Question 4

Racial and ethnic discrimination 2

Answer 4

Societal stereotypical beliefs may also affect organisational life, and may even affect recruitment, promotion and other decisions in organisations (Jenkins, 1985)
Adverse stereotypes may result in blatant or sophisticated discrimination in the workplace. These may influence employers or managers in making decisions that:

Question 5

3 types of racism

Answer 5

systemic or structural
individual
internalised oppression

Question 6

Systemic or structural racism

Answer 6

racism also known as institutional/organisational racism) : a system in which public policies, institutional practices, cultural representations, and other norms work in ways which perpetuate racial group inequity. It identifies dimensions of our history and culture that have allowed privileges associated with ‘whiteness’ and disadvantages associated with ‘colour’ to endure and adapt over time’. (Aspen Institute, 2009)

Question 7

) Individual racism:

Answer 7

reflected in adverse stereotypes and discrimination that stem from conscious prejudice/racism and individual acts of discrimination (Henry & Tator, 2009; Barnes-Josiah, 2004). Visible forms of racism are the tip of the iceberg (Gee et al., 2009). Most racism is hidden - built into the fabric of law, ideology and institutions

Question 8

Internalised oppression:

Answer 8

self blaming of recurring and systematic discrimination

being a result of a constant racial mistreatment to the point where belief is built where oppression is deserved

Question 9

in regards to psychological and sociological explanations for racial and ethnic discrimination Psychological explanations suggest that:
3

Answer 9

(1) Stereotypes of ethnic minority groups lead to discrimination against them in the workplace
(2) The Scapegoat Theory portrays that some people, from majority or dominant racial groups, may displace their frustrations onto a ‘scapegoat’, which may happen to be a person or group of people from an ethnic minority or migrant background (Zawadzki, 1948).
(3) ‘The Authoritarian Personality’ (Adorno et al., 1950) - An authoritarian personality is often correlated with prejudice and ethnocentrism. Such personality is inflexible and rigid, and have a low tolerance for diversity and uncertainty.

Question 10

Ethnocentrism

Answer 10

identifies how individuals judge another culture solely by the values and standards of their own culture (Sumner, 1940)

Question 11

Prejudice

Answer 11

Prejudice is viewed as feeling (emotions), thinking (cognition) and holding negative attitudes (beliefs) about other individuals/groups, resulting in the manipulation of one’s behaviour or interaction with others, and typically involves constructions of power and therefore dominant and subordinate individuals/groups

Question 12

Exclusion

Answer 12

, often a result of prejudice and discrimination, occurs when individuals and communities are denied the rights and opportunities that are available to others

Question 13

Implications of prejudice, discrimination and exclusion

Answer 13

• affect individuals psychologically - and ultimately affect their workplace motivation, their psychological presence in the workplace, their voice and willingness to speak up, their workplace relations, team collaborations and knowledge sharing, and performance

Question 14

Homophobia

Answer 14

negative feelings toward homosexuality and people wo are identified or perceived as being homosexual - it is a term of social description for everyday emotional tension about sexual identity that is prevalent among heterosexuals

Question 15

Heterosexism

Answer 15

Heterosexismis the assumption that heterosexuality is the social and cultural norm as well as the prejudiced belief that heterosexuals, or “straight” people, are socially and culturally superior to lesbian, gay, bisexual, transgender, Two-Spirit and queer (LGBTTQ) people

Question 16

Workplace experiences for LGBT

Answer 16

The insignificant amount of research on the workplace experience of lesbian, gay, bisexual and transgender people (LGBT) suggests these groups often feel excluded from the mainstream, alienated from their colleagues and may experience active discrimination and harassment, including violence, in workplaces hostility to their presence.
Up to 1 in 6 lesbian, gay, bisexual and transgender (LGBT) people experience instances of discrimination and harassment or violence.
The reliability of this figure may be compromised by the fact that many workers choose not to share these aspects of their identities with colleagues.
The isolation of sexuality from one’s public and work life highlights the power of the dominant heterocentric culture which limits the possibility of alternative debates and makes minorities invisible (Foucault, 1976; Reingarde, 2010).
The 2018 Australian Workplace Equality Index (AWEI)* Employee Survey conducted

Question 17

Discrimination against transgender people in employment 4

Answer 17

The experiences of transgender employees are different in a multitude of ways from those who identify as same-sex attracted (SSA). The challenges facing SSA people in the workplace mostly have to do with securing the same rights and acceptance as their heterosexual colleagues.
These challenges facing transgender (or gender-diverse) workers and their employers are theoretically complex, but in terms of workplace adjustment, quite practical and basic.
Transgender people experience significant levels of discrimination. In employment, discrimination can include not being recognised as their preferred gender, being forced to disclose private information and missing out on employment opportunities
The Australian Human Rights Commission has developed a Guideline - Transgender people at work - complying with the Equal Opportunity 2010 in employment - which outlines legal obligations for employers regarding discrimination based on gender identity and information about gender identity issues more broadly

Question 18

Heteronormative

Answer 18

behavior assumes that people are naturally placed in distinct genders of man and woman with suitable roles in life. This lifestyle norm sees heterosexuality as the natural occurrence that can exist normally between a male and a female.

Question 19

Racism is a term used to describe: 3

Answer 19

a belief that some races are inherently superior to others
a belief that some groups of people are different and do not ‘fit’ into the ‘Australian way of life’
aggressive, abusive or offensive behaviour towards members of other races based on those beliefs.

Question 20

What is cyber-racism?

Answer 20

When racism happens in the cyber-world it is known as cyber-racism. On the internet, cyber-racism can take the form of a website itself, its written content, its images, blogs, videos and on-line comments. Additionally, racist comments, images or language in text messages, on social networking sites or in emails are also examples of cyber racism

Question 21

Is cyber-racism a human rights issue?5

Answer 21

With the explosion of new information and communications technologies and the remarkable increase in use of the Internet and social networking sites, new fields have been designed in which harassment and bullying can occur.
However,
All people have the right to live without fear of harassment or intimidation, in circumstances which enable them to reach their fullest potential
People also have a right to be protected from physical, psychological, and sexual abuse, including racism and discrimination
The enjoyment of these and other rights can be negatively impacted upon by racist or otherwise offensive, abusive or threatening ideas
Similarly, when the internet is used ‘for purposes contrary to respect for human values, equality, non-discrimination, respect for others and tolerance’, it can also affect the enjoyment of a person’s rights

Question 22

Reinforcing Homogeneity:

Answer 22

Schneider’s (1987) attraction–selection–attrition hypothesis suggests that organizations tend to attract, hire, and retain similar types of people - Organizations may not simply ignore cultural diversity in the labour market …but actively resist it (Dass & Parker, 1999)

Question 23

Colour-Blind:

Answer 23

People should be treated equally no matter where they are from; cultural background does not count and does not need to be specifically dealt with in personnel management - focuses on equal employment opportunities but without acknowledging potential differences due to different cultural backgrounds

Question 24

Fairness:

Answer 24

ensures equal and fair treatment through addressing the need for specific support for minority groups, reducing social inequalities

Question 25

Access:

Answer 25

sees diversity as a business strategy (diversity more as a business case) that provides access to a diverse customer base and international markets by internally reflecting an organization’s external environment -

Question 26

Integration and Learning:

Answer 26

moves beyond business-related demographic reasons and appreciation - acknowledging the unique and specific expertise of each individual employee and his or her valuable contribution