Last hired First fired analysis

In his previous position he supported several plant managers, vice presidents and directors exceed company sales by more than 42%, yet he was in the first round of lay-off just shy of 19 years of employment. Unfortunately, this scenario is not unfamiliar to many in his community, which is dominated by Latino’s and African-American’s. It is a social problem that natives of Minnesota are accustomed to. Of all the states in the United States, Minnesota, registers the highest population of the unemployed and racial effect. This paper would succinctly discuss the tenements attributed to employment disparities while justifying the causative factors as well. Ever since then the blacks have struggled to move from the industrial and geographic zones associated with low unemployment to those with promising employability chances, they have always strived to secure themselves stable jobs.

The dreadful event that usually unfolds is that the minority groups are still the last to be hired yet the first ones to succumb layoffs. The second contributory factor towards employment disparity is based on educational factors. From common knowledge, it is quite clear that those who are more educated are less likely to miss out on chances upon the notification of job vacancies (Glenn, 2015). From time immemorial, the Black-American population is known to be less educated making them have lower chances of attracting employability. When things change, and business begins to recover, they are considered best for higher. From business knowledge, it is reasonable for any employer to source extra labor when things are getting better, and the business is recovering.

It is thus at the stages of recovery in the business lifecycle that there is extremely high demand for labor and therefore the black people are at the disposal of employees. When tides turn, the extra labor is eliminated, and the black laborers get fired sooner than they had thought. The whites, on the other hand, are retained unless otherwise. This is usually accompanied by the excuse that the business is in a slack stage and would soon pick up to allow for the consideration of more employees. It is because of this that they suffer from the last to hire, first to fire effect (Glenn, 2015). The last factor that has also promoted the rate of unemployment is the stringent nature of the nation’s policy to offer unemployment insurance.

Since the minority group is in the realm of facing layoffs during the downturns the business policy should be flexible in providing the unemployment insurance cover. This way, people are given a chance to meet the world as free beings and even venture into income generating entities such as self-employment. Secondly, there needs to be an advocacy for the minority self-employment as a buffer for unemployment. The minority group who fall prey of the last hired first fired effect should at least be allowed the freedom to own unemployment insurance. The unemployment insurance as earlier hinted would enable them to venture into their enterprises that would generate income for them. This would arouse interest in the minority group who have given up on find jobs to do.

Besides, it would make the economy of the United States thrive as it will empower not only the Black Americans but also the all other foreign races (Laird, 2016). Minority group still face a rampant number of challenges revolving around the last hired, first fired notion that needs to be wholly discarded. The future is promising if only the nation would stringently address the saga of employment disparity. References Glenn, E. N. Race, racialization, and work. This document traces the issue of employment disparity to the period of great recession and the residents in the Metropolitan Area. It provides a great guide on the historical events that prompted existence of employment parity. Laird, J. Unequally Unemployed: Labor Market Stratification After the Great Recession (Doctoral dissertation).