I am a volunteer at IMADR (International Movement against All Forms of Discrimination and Racism) in Fort Lee, New Jersey. IMADR sensitizes people against racism and discrimination. The Black Community which is my ally is the primary target when in racial discrimination.
Among the social groupings that mostly face this vice is the young black professionals who just like their white counterparts, finish education from colleges and other tertiary institutions with high hopes of being absorbed into the American job market. It has been observed that prospective employers do not shortlist candidates whose names are associated with blacks. In this case, the Blacks find themselves being more jobless than the Whites. The characteristics of these professionals are that they are a mixture of Native Americans and African-Americans of African origin. Others are immigrants from other parts of the world.
Imagining that a paradigm shift is taking place in this community, equality would be at the center of the development. Some of the progress that could be more visible upon the ending of racism among the young professional is ensuring that job consideration is done on merit and not based on the names that present themselves in the job market. Other changes that could occur are sensitization of black parents to consider giving children names that do not indicate affiliation to a specific racial origin and more representation of blacks in the corporate world than before.
The following are some of the questions I would ask my community if I were to engage them in racism talk.
Did you choose to be born in the race you are in today?
Would you feel good if anyone violates your rights?
Have you ever violated the right of any other race? If yes state why
Do you regret the mistake? Are there ways to end racism? I would ensure that the major stakeholders of the community, directors of companies and HR personnel are present.
The reason behind the use of a census survey is that there are a lot of people who are involved in the gathering of data about the specific issue under study. Furthermore, it increases the chance of getting negative feedback about the research at hand. The census survey escalates the confidence interval.
The questionnaires used in the gathering of data again gather first-hand data which is not easily manipulated by the respondents during the research. Racism is an international challenge which is affecting many people across the world. As a result, a census survey is more accurate and can provide credible data for planning in North America and the entire continent. Moreover, the methodology captures a broad regional; data spectrum with a myriad of characteristics. As such, the more general population coverage under a census survey can be beneficial in providing the researcher with other information regarding income, sanitation levels, housing among others which act as auxiliary sources of data for other different studies and research.
It is very costly and time-consuming. Again, the reliability of the gathered data can be compromised in areas where illiteracy levels are high. Furthermore, inaccuracies may result especially when the survey personnel is not well trained.
There are no other data sources that can override the use of the census survey as the source of data about racism.
Through the institutional racism, I can imagine that whites always want to sit on the blacks. The getting of jobs or other institutional racism, in this case, implies an asset to them and a non-asset to the blacks. This means that the blacks are less of than the whites regarding securing institutional privileges. Socially, opportunity implies that a particular group is acquainted with a valuable thing at the expense of the other. This happens regardless of whether or not this group of people gas done a sure thing or not, which attracts the privileges. Institutional racism (about whites getting more jobs than the blacks) does not determine their functional outcomes. Nevertheless, it acts as an asset that increases the probability of their success. To the blacks, failing to get jobs is a non-asset, and hence, the likelihood reduces the likelihood of success.
Concerning oppression, policies, and laws that bar Blacks from getting jobs in the North American block may not be evident. What is operational according to research is that assignments are not given blacks, because of guidelines provided by white panelists to make it difficult for some blacks to miss employment in certain areas. The implication of this is that whites will always feel superior and blacks inferior. That is precisely what happens to power. The suffering of the blacks at the expense of the whites creates a scenario of perpetual inferiority complex to the former and a permanent superiority complex to the latter.
Just as earlier indicated, the power dynamics influence the assets available and the ones that are deemed nonassets. For instance, when the whites are the panelists in an interview, they may consider that the available names to be shortlisted are the ones belonging to whites and not blacks and vice versa. The promotion of one race in a particular profession regardless of merit but pure racism implies that some people are the available asset whereas others are non-assets
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