Ethnicity, race, and hypodescent in workplace contexts

What is meant be the term ethnicity

The term ethnicity encompasses the culture of a certain group of people or individuals in a certain geographical expanse taking into account their customs, language, religion and birthright. In order to be deemed a member of an ethnic group, one must conform to either all or a number of such aforementioned practices.

Describe the differences between ethnicity and race

It is imperative to note that there is a difference between race and ethnicity. A key difference lies in the fact that ethnicity is tied to cultural aspects of an individual or group of people whereas race is tied to their biological aspects. On one hand, with respect to race, individuals can be distinguished through genetic dissimilarities such color of the skin and other physical attributes. On the other hand, ethnicity encompasses the culture of the people with respect to their geographical location, which comprises of different elements such as customs, religion as well as language (Brown, 1997).

3. The term hypodescent refers to a rule mainly applied in the United States that suggests what

Hypodescent is a rule that delineates an individual who is of mixed-race and suggests that biracial people are not perceived as being of equality from both groups of parents, but rather tend to be perceived as belonging to the minority parent group. For instance, an individual cannot term himself as being white if his or her great great-great grandmother is black (Brown, 1997). On one hand, this can be perceived as being proud of one's heritage, but also encompasses a form of racism as one is not allowed to include his or her desired race.

4. This chapter highlighted that common issues and concerns surrounding ethnicity in the workplace include language, accent, jokes/ridicule, and stereotypes. From your perspective: Why do you think these issues and concerns persist in the workplace? What would you do to address these issues and concerns in your workplace?

I believe one of the reasons why these issues and concerns persist in the workplace is due to lack of understanding on aspects such as diversity and being trained on these activities. Another aspect is the lack of understanding that such behaviors are not allowed and expected within the organization. There are a number of ways that can be undertaken to address these issues and concerns in the workplace. One of them is the specification and enforcement of tough and stringent rules regarding the treatment of employees. In particular, these rules have to be in tandem with those obligated by the government. However, it will be imperative to move past just attempts simply to attain compliance with legal regulations. Another action to be undertaken is getting rid of the criteria of ambiguous selection and promotion. It is imperative that individuals will only face stereotyping unless the organization gives out such a justification (Brown, 1997). Another significant action to be undertaken is assessing the numbers of the minorities and individuals within the organization. This takes into account assessing the proportion and percentage of stereotypes applicants in comparison to those being hired (Brown, 1997). In the same manner, this aspect is compared to the hiring of other individuals. Does the offer show any form of stereotyping to such individuals? Because the personnel will follow suit. If there are any such signs, it is important to undertake a serious dedication to fixing such problems. Training personnel on diversity will ensure that any forms of stereotyping take place. However, it should not stop at this phase but rather exposing the personnel to the kinds of behaviors that are anticipated and to offer an incentive for the personnel to engage in such behaviors (Brown, 1997).

5. What four things can employees do to speak out against ethnic stereotyping?

There are things that employees can undertake to speak out against ethnic stereotyping. To begin with, it is imperative for the personnel and employees to speak out against any attitudes, jokes and stereotyping that targeted individuals and groups within the organization face. It is imperative to point out that the aspect of keeping quite simply shows other employees that one is in agreement with such behaviors and activities. Therefore, first of all, it is not enough for employees to participate in such behaviors through laughing or jeering, but it is rather more important to take a minute to stand against such activities. Secondly, employees should report such activities and behaviors to managers if and when they take place. This makes certain that any incidence are stopped and addressed the minute that they take place. Another aspect is that the personnel should at every step of the way be proud of their heritage and not at any point indicate that one agrees with stereotyping (Brown, 1997). Through speaking out, the personnel increase the chances of addressing and taking actions against any aspect of ethnic stereotyping.

6. How does ethnic diversity that encompasses visible and invisible differences between subordinate groups from the dominant culture complicate interactions in the workforce?

Ethnic diversity comprising of both visible and invisible variances between groups that are dominant and subordinate generate intricacies in the workforce interactions. One of these ways is the aspects of uncomfortability that exists between such groups. Owing to the different perceptions of each other, the personnel will incessantly find it hard to work with and communicate with each other. This affects different aspects such as collaboration, cooperation and even promotion (Brown, 1997).

References

Brown, S. (1997). Beyond Good Intentions: The Next Step Toward Racial Equality in the American Workplace. The Academy of Management Executive, 11(4): 59-73.