Employment Inequality and with Powerlessness Exploitation and Racial Discrimination

According to Dyole (2018), employment inequality is said to have transpired when a job applicant or an employee is treated unfairly due to the fact that there is a difference in the following aspects; skin color, race, national origin, age, disability, and religion. This unfair treatment of the job applicants or workers covers various areas including hiring, firing, salaries, allowances and favors. In this paper, the focus of employment inequality will be based on its association with racial discrimination, exploitation, and powerlessness. According to Dyole, (2018), the association of employment inequality with racial discrimination is based on the skin color. This is possible due to the existence of various body colors, mainly black and white (Dyole, 2018). Also, racial discrimination has also been key in employment inequality since the whites have been given the first priority while the blacks placed last (Dyole, 2018), in the end, many blacks become unemployed thus indulging in various crimes.

Nature of the issue Employment inequality is rampant in the present day world and it affects various countries worldwide. It involves the unfair treatment of employees or job applicants in any place of work. Unfair treatment can be based on criteria such as: age, race, sex, education level, and gender among others. Most of the time when researchers analyze employment inequality, the focus is usually on distribution patterns of resources and groups in different occupations. In some instances, employment exploitation is based on the race, whereby the Africans are being exploited while the whites get favors. (Burrow, 2017). When it comes to employment, racial discrimination favors the white rather than the black people. This means that the black are disqualified though they have the same qualifications to those of the whites.

In the end, most blacks remain poor and unemployed compared to others races. In an article written Burrow (2017), race is equal to gender when determining the occupational risks that an individual face. When considering gender, most males work in risky conditions unlike the female. Example of such places include quarries, mines among others. On the other hand, race has also brought about inequality when moving from jobs of high social class down the ladder. At the bottom of the ladder, blacks dominate since there is increase in health risks and low wages. Most of them later suffered from deadly asphyxia, trachoma, jaundice, vomiting, diarrhea, headache, skin and respiratory disease. This is a form employment inequality that is characterized by racial discrimination, exploitation, and powerlessness (Burrow, 2017).

In employment inequality according to race, the disadvantaged are the black unlike the whites,as for the powerful have the powerless exploited. According to the research done by Burrow (2017) and Bertrand and Mullainathan (2018), the whites are favored during interviews and also as employees. They get good salaries, allowances and exempted from jobs that could risk their health with diseases like lung cancer. In addition to this, the whites should be exempted from low social class jobs that require manual labor as this could affect their health especially in risky environments like quarries and factories (Dolton, Bondibene & Wadsworth, 2011). The above is not true, instead, it depicts the true nature of employment inequality in black and white. Despite the fact that most whites are educated and highly trained, the blacks too have the same knowledge and skill but still are discriminated during employment.

From the research done by Bertrand and Mullainathan, (2018), results obtained showed that out of all the resumes sent to employers, more than 50% of the replies were for a resume that had a white’s name while those having a black’s name received only a few replies. Some blacks who were more qualified than the whites were ignored while unqualified whites were given opportunities. Whereby, in macro, it involves advocacy efforts done by the national level, mezzo involves is an effort by the community, and micro is an effort by an individual. The introduction of the act did not yield the whole expected results, however, changes in the job employment sector, especially for the blacks, improved significantly. Community based apprenticeship programs that target the black right in their communities.

Such programs help in targeting particular neighborhoods occupied by the blacks thus providing workforce development and job training for skills in high demand. Additionally, the programs also improves connection to employment opportunities for those trained. This is a strategy for imparting knowledge and skills so as to promote competitiveness while reducing powerlessness and exploitation. According to Treuhaft, (2017), this has been partially accomplished by the Education Department through following up of black students from kindergarten to 12th grade, and then to college. This has helped many black students to join colleges for further studies (Treuhaft, 2017). Future directions Equality is a state of same social status, same rights, and same treatment among others while equity can be defined as a state of fairness and justice for everyone.

Equality and equity sound similar, but drive different concepts (Darlin, 2016). For example, the Anti-trafficking Act prevented illegal trafficking of black people into the US. These workers who were mostly of black origin could be given risky jobs in factories without any regard to their health or safety and with little pay. This is a form of exploitation that could be prevented with laws formulated by the Congress (Ashley, 2016). Conclusion From the research conducted, it is accurate to say that employment inequality in the society is associated with powerlessness, racial discrimination, and exploitation. However, other people claim that this phenomenon is wrong since the white people possess more knowledge and skills as compared to the blacks. com/types-of-employment-discrimination-with-examples-2060914 Cohn, S. , & Fossett, M.