Topic is Solving Workplace Racial Discrimination
Final Project Guidelines
Consider a problem you see in society which can be solved with a product, event, creation of a job, etc. For your Final Project, you will research the problem, how the problem developed and discover what product, event, occupation, etc. would attempt to address the problem. What solution(s) do you find that exists now that isn’t working well? How would your creative object, for instance, solve the problem and work the best?
After studying and experiencing several different methods of creative problem solving in Modules 1-4 and gathering academic sources to study the problem during Module 6, you will demonstrate and reflect on the solution you have created to address the problem during Module 8.
Your Final Project will include three stages:
• Module 4: Topic Selection
• Module 6: Annotated Bibliography
• Module 8: Solution and Reflective Essay
In your Reflective Essay please include an image, screen shot, or a detailed description of the product, event, job, etc. you created.
Reflective Essay
Content Requirements
In a 5 page reflective essay,
• Describe your topic in detail, the problem you see in society that can be solved with a product, event, creation of a job, etc. How did the problem develop?
• Explain how you have applied the academic research you gathered in Module 6 to solving the problem. Please include the ways you have applied your learning from the exercises completed for your journal using the zig zag approach, The Art of Insight listening exercises, and the product analysis exercises you have completed in class.
• Name the ways in which the solution you have in mind relates to your workplace or a future workplace you are preparing to enter.
• How can the workplace grow/advance from your solution? Discuss the ways that solving this problem might have a positive impact on your career path.
• What have you learned from this process that you can apply to your work in the future?
If you have implemented your innovative ideas, please answer the questions following as well:
- What kinds of work-related obstacles hindered your progress?
- Did any co-workers assist or delay your progress?
- How long did it take you to finally implement the solution?
- Can other peers learn from your same process?
Writing Requirements
Begin with an interesting introduction which includes your topic, approach and introduces your solution to the problem.
• Logically organize your ideas, ensuring that there are transitions between each paragraph.
• Use proper grammar and syntax.
• Include detailed descriptions of the underlying problem, your approach to solving it, the research and learning from class exercises you applied to the problem, and the broader innovative impact of your solution.
• Use terms from the course materials and academic resources from your bibliography to make your points, citing your sources properly.
• Summarize your work on your project by connecting the major points of your essay and by recommending your solution to the problem in your conclusion.
A reflective essay is purposeful, personal, perceptive, and polished. To learn more about writing a reflective essay, please see the information provided by the Writing Center at Saint Mary’s University of Minnesota (Links to an external site.) Links to an external site..
Important: Please consider promoting yourself and your work by submitting your final project to our marketing department, who will publish your reflections and project on innovation. Here are some of the benefits of sharing your ideas:
• Publishing credentials to include on resumes and in interviews (i.e. “I was featured in…”)
• Being highlighted in an Excelsior publication leads to being highlighted in your own jobs (e.g.: company newsletters, bulletin boards, circulars, etc.)
• Notoriety (Being known as a go getter, problem solver, pioneer, etc. The boss would know you as the employee who advances innovation and aligns with the company’s mission.)
At the end of the paper, simply let your instructor know that you are giving permission for Excelsior to publish your ideas and project. If marketing decides to use your work, they will contact you with specific information or questions.
You can view examples of other Excelsior student profiles, ideas, and projects here:
• http://news.excelsior.edu/excelsior-theses-series-filipinos-america-21st-century/ (Links to an external site.)Links to an external site.
• http://news.excelsior.edu/urgent-care-chris-colter-delivers-life-saving-treatment/ (Links to an external site.)Links to an external site.
Annotated Bibliography
• At the end of the reflective essay, include the annotated bibliography you submitted during Week 6, clearly indicating any changes or additions that became necessary as you completed your project between Weeks 6 through 8.
M6A1: Final Project Annotated Bibliography-Solving Workplace Racial Discrimination
Apfelbaum, E., Grunberg, R., Halevy, N., & Kang, S. (2017). From ignorance to intolerance: Perceived intentionality of racial discrimination shapes preferences for colour-blindness versus multiculturalism. Journal of Experimental Social Psychology, 69, 86-101. doi: 10.1016/j.jesp.2016.08.002
Nir Halevy along with three others conducted research to further the understanding of human perception on racial differences. They used a framework known as “perceived intentionality of racial discrimination” (PIRD) to determine the likelihood of the will of people tackle racial issues in the workplace. This then enables people to determine and prescribe the best to solve the problem. For example, if the cause of racial discrimination is identified to be ignorance, then the solution lies in multicultural exposure, which will enable such people to explore the uniqueness of the cultures around them. Such exposure may be conducted through education in anti-bias training since such individuals are egalitarian in nature and are willing to take corrective measures. If the cause is intentional, then such people have racial antipathy, and color-blindness would be a suitable remedy. The researchers encourage leaders at the workplace to take an a la carte approach so as to inculcate inclusivity. This allows for an individualized approach to solving discrimination issues much more effectively. Further, they propose that people should talk about sensitive racial occurrences, such as police killings and jury awards in cases dealing with racial issues. Overall, their research is highly exploratory and proposes that leaders at the workplace should be mindful of workers and take time to understand each person because forming such relations make it easier to understand the causes of racial discrimination and effectively resolve them.
Fernandes, L., & Alsaeed, N. (2014). African Americans and workplace discrimination. European Journal of English Language and Literature Studies, 2(2), 56-76.
Fernandes & Alsaeed studies the historical victimization of African American in the workplace. They identified several issues in policies and practices that exposed minority groups to unfair treatment at work. Following from this, they proposed four straightforward measures through which organizations can remedy these issues. These are: identify the threats of racial discrimination, assess the risks involved, control these risks, evaluate and review the procedures used.
Liberman, B. (2013). Eliminating discrimination in organizations: The role of organizational strategy for diversity management. Industrial and Organizational Psychology, 6(04), 466-471. doi: 10.1111/iops.12086
Liberman proposes two strategic approaches that are geared towards diversity management in order to solve racial discrimination. The first is the color blind strategic approach, which entails randomly employing diverse groups of people from different demographics, social identities, and minorities. The other is the multicultural approach, which specifically recognizes and includes the diverse social, ethnical and cultural differences in people at the workplace.
Trades Union Congress. (2016). Challenging racism after the EU referendum (pp. 1-9). London: Trades Union Congress. Retrieved from https://www.tuc.org.uk/sites/default/files/ChallengingracismaftertheEUreferendum2.pdf
This report was precipitated by the sudden rise in racial discrimination and crime incidences since EU Brexit referendum by the U.K. The Trade Union Congress, U. K’s (England and Wales) largest national trade union federation took steps to advise its union representatives in the best methods of solving workplace racist discrimination. The union put forth five ways through which workplaces could be protected from the unsafe climate that racism creates. First, employers should re-evaluate workplace policies to ensure that they protect the right of workers to operate in absolute safety; that is, devoid of the fear of discrimination. While such regulations may already exist in organizations, it is still important to update them. The second step is for employers to clearly and unequivocally advocate for zero-tolerance of racist discrimination and hate, be it from its own workers, clients or other guests. Employers should them undertake a comprehensive training program if any of their workers have been the victims of racial abuse in order to learn how to protect and defend such individuals. This would also empower other employees to identify instances of racial abuse and properly deal with them. This will also eliminate the culture of casual racism that may be prevalent in the workplace. The next step is to support the affected employees and by reviewing the support mechanisms at the disposal of workers. They should receive unwavering support throughout the process of resolving racist discrimination cases at work. Lastly, employees should be surveyed in order to allow employers to understand workers’ experiences and to encourage victims to come forward.
Trenerry, B., Franklin, H., & Paradies, Y. (2012). Preventing race-based discrimination and supporting cultural diversity in the workplace (An evidence review: full report) (pp. 21-56). Melbourne, Australia: Victorian Health Promotion Foundation.
The three researchers studied systemic racial discrimination in workplaces in Australia through an analysis of evidence submitted to the human rights groups in the country. They identified seven intervention measures whose effectiveness had been demonstrated by previous case studies. These include: undertaking diversity training, instituting mentorship courses along with other such support programs, installing structures for monitoring workers and customers (this may include periodic self-assessments). Other measures are: availing the necessary resource for developing new policies and undertaking practices that address racial discriminations incidences (such as grievance procedures), and changing recruitment policies to evaluate better the people hired. Lastly, they identified; ensuring employees have flexible working hours and maintaining culturally oriented networks, and synchronizing management approaches and workplace culture as the other measures of fighting racism.
Wright, T., Conley, H., & Moore, S. (2011). Addressing discrimination in the workplace on multiple grounds: The experience of trade union equality representatives. Industrial Law Journal, 40(4), 460-465. doi: 10.1093/indlaw/dwr025
This is a summation of the insights and experiences of trade union equality representatives under the Trade Union Congress. They identified ways through which they addressed discrimination case. The most successful method was the Equality Impact Assessments, which is a system of rule and procedures that identify discrimination cases. They also identified the use of the law to prevent discrimination and also lower the threshold of evidence needed to prove discrimination occurred.
References
Apfelbaum, E., Grunberg, R., Halevy, N., & Kang, S. (2017). From ignorance to intolerance: Perceived intentionality of racial discrimination shapes preferences for color-blindness versus multiculturalism. Journal of Experimental Social Psychology, 69, 86-101. doi: 10.1016/j.jesp.2016.08.002
Fernandes, L., & Alsaeed, N. (2014). African Americans and workplace discrimination. European Journal of English Language and Literature Studies, 2(2), 56-76.
Liberman, B. (2013). Eliminating discrimination in organizations: The role of organizational strategy for diversity management. Industrial and Organizational Psychology, 6(04), 466-471. doi: 10.1111/iops.12086
Trades Union Congress. (2016). Challenging racism after the EU referendum (pp. 1-9). London: Trades Union Congress. Retrieved from https://www.tuc.org.uk/sites/default/files/ChallengingracismaftertheEUreferendum2.pdf
Trenerry, B., Franklin, H., & Paradies, Y. (2012). Preventing race-based discrimination and supporting cultural diversity in the workplace (An evidence review: full report) (pp. 21-56). Melbourne, Australia: Victorian Health Promotion Foundation.
Wright, T., Conley, H., & Moore, S. (2011). Addressing discrimination in the workplace on multiple grounds: The experience of trade union equality representatives. Industrial Law Journal, 40(4), 460-465. doi: 10.1093/indlaw/dwr025
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