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Eastern Gateway Community College *
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Course
221
Subject
Philosophy
Date
Dec 6, 2023
Type
docx
Pages
7
Uploaded by anaelibaldor
Aleman 1
Anaeli Aleman Baldor
Eastern Gateway Community
Dr. Stevens
Business Ethics (BUS221_4005)
November 21, 2023
Aleman 2
1. In your own words, what are the three steps defining racial discrimination?
Racial discrimination is a harmful and unfair treatment of an individual or a group based
on their race. It can be broken down into three steps. First, an individual is treated differently
based on their race. This differential treatment can occur in various areas such as employment,
housing, education, or public services. For example, an employer may deny a promotion to an
employee based on their race, or a landlord may refuse to rent a property to someone because of
their race.
Second, this treatment is based on negative stereotypes or attitudes towards that race.
Negative assumptions or prejudices about a particular race are used as a basis for discriminatory
treatment. These stereotypes may include beliefs that a certain race is less capable, less
intelligent, or less trustworthy than others, which then influence discriminatory behavior.
Third, this treatment results in the individual being disadvantaged or harmed in some
way. The discriminatory treatment may lead to unequal opportunities, denial of rights, or
negative impacts on an individual's well-being and quality of life. For example, being denied a
job opportunity, being subjected to harassment, or being denied access to public services due to
race are all forms of harm resulting from racial discrimination.
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2. What’s the difference between racial discrimination and a preference for race based on
an occupational qualification? Provide an example.
Racial discrimination and a preference for race based on an occupational qualification
differ in their legality and justification. Racial discrimination is always unlawful and unjustified,
while a preference for race based on an occupational qualification is allowed under certain
circumstances. For example, in some cases, an employer may require a certain race for a
particular job if it is determined that the job requires a certain racial characteristic to be
successful.
For instance, a movie production company may be casting for a historical film that
portrays a specific racial group, and they may require actors of that race to accurately portray the
characters. This could be considered a preference for race based on an occupational qualification
because it is necessary for the actors to have specific racial characteristics to accurately represent
the historical context of the film. However, this type of preference is limited to certain job
requirements and is subject to strict scrutiny to ensure that it is a bona fide occupational
qualification and not a pretext for discrimination.
3. List and define the six categories of discrimination in a business environment.
In a business environment, discrimination can occur in various forms. The six categories
of discrimination are as follows:
Direct discrimination: This occurs when an individual is treated less favorably than others
based on their race. For example, an employer refuses to hire or promote someone solely because
of their race.
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Aleman 4
Indirect discrimination: This occurs when an employer has policies or practices that are
applied to everyone but disproportionately disadvantage certain racial groups. For example, a
requirement for a specific language fluency may disproportionately impact certain racial groups
who may not have English as their first language.
Harassment: This refers to any unwanted conduct that creates an intimidating, hostile,
humiliating, or offensive environment for an individual based on their race. This can include
verbal or physical abuse, derogatory comments, or racial slurs.
Victimization: This occurs when an individual is treated less favorably because they have
complained about discrimination or participated in discrimination proceedings. For example, an
employer retaliated against an employee who filed a racial discrimination complaint.
Discrimination by association: This occurs when an individual is treated less favorably
because they are associated with someone of a certain race. For example, an employee is being
discriminated against because they are married to or have a family member of a certain race.
Discrimination by perception: This occurs when an individual is treated less favorably
because they are perceived to be of a certain race, even though they may not identify with that
Aleman 5
race. For example, an individual is discriminated against based on assumptions or perceptions
about their race, regardless of their actual racial identity.
4. What are the main legal and governmental remedies set up against discrimination?
The main legal and governmental remedies set up against discrimination include various
laws and regulations that prohibit discrimination in the workplace. For example, in the United
States, Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color,
religion, sex, and national origin in employment practices. Additionally, the Equal Employment
Opportunity Commission (EEOC) is a federal agency that enforces anti-discrimination laws and
provides remedies for employees who have experienced discrimination, such as investigating
complaints, mediating disputes, and pursuing legal action against employers. Other countries and
regions may have similar laws and agencies in place to address discrimination in the workplace.
The remedies for discrimination can vary depending on the jurisdiction and the specifics
of the case, but they may include compensatory damages to compensate the victim for any
financial losses or emotional distress caused by the discrimination, injunctive relief to require the
employer to take specific actions to prevent future discrimination, and reinstatement to a job or
promotion that was denied due to discrimination. In some cases, employers may also be required
to implement changes in their policies, practices, and training to prevent discrimination in the
future. These legal and governmental remedies play a crucial role in addressing discrimination
and promoting equal opportunities in the workplace.
Aleman 6
5. What kind of business may favor Asians when hiring, and draw both reasonable defenses
and criticisms of the practice?
Some businesses may favor Asians when hiring due to various reasons, such as the
perception that Asians are highly skilled, educated, and experienced in certain fields, such as
technology, engineering, or finance. This belief may stem from stereotypes or assumptions about
Asians being diligent, hardworking, and having high academic achievements. Businesses may
argue that they are simply seeking the most qualified candidates for the job, and if Asians happen
to have the qualifications needed, it makes sense to hire them. They may also argue that hiring
Asians could be advantageous for their company in terms of diversity and inclusivity, as well as
tapping into global markets, especially if the business has interests in Asian markets.
However, there are several criticisms of this practice. Firstly, it can perpetuate harmful
stereotypes about certain racial groups, such as the "model minority" stereotype that portrays
Asians as over-achieving and perpetuates the myth of a homogeneous Asian culture. This can
overlook the diversity within the Asian community and may result in other qualified candidates
from different racial groups being excluded from job opportunities. Secondly, it can be
discriminatory and may violate anti-discrimination laws if race is used as the sole or primary
factor in hiring decisions, regardless of qualifications. Lastly, it may create a lack of diversity
and inclusivity in the workplace, which can have negative impacts on creativity, innovation, and
employee morale.
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Aleman 7
In conclusion, while businesses may have justifications for favoring Asians when hiring,
such as seeking the most qualified candidates, it is important to ensure that these practices do not
perpetuate harmful stereotypes, comply with anti-discrimination laws, and promote diversity and
inclusivity in the workplace. It is essential for businesses to have fair and transparent hiring
practices that consider the qualifications, skills, and experiences of all candidates, regardless of
their race, to create a truly inclusive and diverse work environment.