Background
The purpose of this memo is to address racial inequality in the workplace. Based on the employees' consistent complaints in the suggestion box, Title II of the Civil Rights Act of 1964 was being violated. The goal is to explain various types of racism that have been taking place, the proposed ways to reduce the racism, and the solutions that can be put into practice to end the racism in the workplace.
Issue
The issue of racism has continuously been outlined by many employees in the company, including the ethnic minority workers and some White employees through the suggestion box. Most of the ethnic minority employees reported having experienced multiple incidents of racism, while others said to have witnessed racism regularly. Some of the complaints that ethnic minority workers reported were also echoed by many Whites' employees who also perceived the frequent nature of racism in the workplace (Ashe 2017). The instances reported were as follows. First, several ethnic minority employees reported that customers are used to calling in regularly and request only 'English' advisors to speak to them. A Black employee said that its part of the job since it happens daily, and sometimes she ignores or reports depending on the severity of the act.
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Second, some ethnic minority workers said that the White employees called them names like 'a monkey,' which could be included even during their birthdays. A report explained that during a Black employee's birthday, a white colleague brought a gift with a card inside it and asked him to open, the card contained a picture of a monkey on a sun lounger. A white colleague said they choose it because it looked exactly like him, and they all laughed. A white employee reported the same case where a contractor made monkey noises to a Black employee and placed bananas on the workers' desk. Third, several notes read that the ethnic minority workers were deliberately treated with disdain, ignored, and also the White colleagues could use a different tone of voice and body language than they would use when interacting with their fellow White workmates. Forth, most of the Muslim women reported as to being pressurized and asked to remove religious clothing. They also said to have been regarded as bearing a Muslim woman's suitability for particular roles when they wore the hijab, whereas those who didn't wear the hijab were called 'fake Muslims.' Most employees said they had been reporting and ended up being suspended out of the company's platform by the previous manager over the past three years.
Title II of the Civil Rights Act of 1964 prohibits discrimination of employees based on race, religion, and national origin (Kotz 2016). The reports of employees show a violation of this regulation by discriminating against workers based on their race and religion. The law was proposed by President John F. Kennedy of the United States in 1964. The statute was formed to end segregation in public places and outlaw employment discrimination based on race, color, religion, national origin, or sex. Violating Title II of the Civil Rights Acts, the accused will be taken to the court of law, and the judge would decide according to the severity of the act.
Proposal
The following are the proposed views that the company can put into practice to reduce racism. First, bullying and harassment workshops can be held regularly to promote the interactions of the employees. Second, diversity and equality reports, assessment, and reviews, including anonymous feedback forms and staff surveys, can be periodically performed, which can make the company point out the various racism that exists and solve them immediately. Third, targets on equality and diversity settings can be put into practice to promote fairness. Forth, cultural events can be encouraged where religious festivals like Ramadan and Passover can be celebrated to enlighten employees of different religions and ensure they respect each other despite different religions. Lastly, the firm can develop and finance Black and Minority Ethnic Networks, focus categories, listening groups, and working groups that can be reviewed regularly.
Solution
To resolve this issue, the company should ensure there is a senior figure in the company who has high levels of education and who displays a high level of experience in perception is made responsible for making sure the firm has anti-racism, diverse, and equality policy in place. The policy should be shared with the staff, contractors, customers, and external stakeholders. Second, the government should eliminate financial, legal costs faced by workers who would seek to dispute racism through employment tribunals, also making sure that the tribunal committees are diverse. It should also ensure the Civil Rights Act is not being violated by putting strict measures to whoever violates the set laws. Third, the company should create and finance ethnic minority employee networks that involve safe spaces and offers aid to people who have encountered racism. The firm should also allow such systems to permit workers to accordingly address the nature of racial inequality and racism in the firm and across various working sites.
References
Ashe, S., & Nazroo, J. (2017). Equality, diversity, and racism in the workplace: A qualitative analysis of the 2015 race at work survey. Online: http://hummedia. Manchester. ac. uk/institutes/code/research/raceatwork/Equ... (accessed: 7 April 2017).
Kotz, N., & Risen, C. (2016). Civil Rights Act of 1964. The Cambridge Guide to African American History , 60.
