Profiling In Workplace

Kamaya Williams

Professor Childree

ENC 1102, 9 AM

20 March, 2018

Racial Profiling Within the Workplace

The literal definition of racial profiling is the process of using race or ethnicity as grounds for suspecting someone of having committed an offense. From the 1700’s to today, racial profiling has developed into a significant social issue in America. Racial profiling became more prominent in America after the 9/11 attack. In Keith Rushing’s blog, titled “Dissecting the Long, Deep Roots of Racial Profiling in America,” he states that “After 9/11, people who are Arab, Muslim and South Asian have found themselves routinely being singled out for secondary searches and interrogations when crossing international borders and entering and exiting

Carolin Hagelskamp, author of “Workplace Discrimination Predicting Racial/Ethnic Socialization Across African American, Latino, and Chinese Families” declares that, “In the 2007 National Survey of Latinos, 51% perceived workplace discrimination to be major problem and 16% reported they had been denied a job or a promotion because of their race (Carolin Hagelskamp).” Racial profiling and discrimination within a work environment is expressed through degrading comments, passive-aggressive slurs, and social interactions. “Exposure to racial/ethnic discrimination at work is associated with a host of negative outcomes for workers and their families, including decreased job satisfaction, and mental and physical health problems (Carolin Hagelskamp).” Limited knowledge has been explored about the repercussions of exposure to racial profiling may have on parents towards teaching their children. However, these actions arise questions as to how racial profiling and discrimination pertaining to work may shape parent’s beliefs about what their children must understand about race and ethnicity, and their attendant racial/ethnic socialization practices, remains underexplored (Carolin Hagelskamp). The effect racial profiling has caused is, racial

For example, during interviews, employers should not ask questions or determine skill level and productiveness based on a person’s race/ethnicity. Title VII of the Civil Rights Act of 1964, discusses the primary federal laws about racial profiling/ discrimination within the workplace. The Title VII of the Civil Rights Act of 1964 prohibits employers from doing the following: failing or refusing to hire an employee based on their race; firing or disciplining an employee because of their race; paying an employee less or providing them fewer benefits on account of their race; failing to provide benefits, promotions, or opportunities, to an employee because of their race; and improperly classifying or segregating employees or applicants by race (FindLaw).

Employment agencies, labor unions, and representatives cannot make rash decisions on referrals, work assignments, membership refusal, or the dismissal of individuals because of their race or ethnicity. “State legislation covering workplace discrimination is fairly widespread, and generally mirrors federal law in prohibiting discrimination based on race