During the semester we have explored multiple case studies that have had some rather cut and dry solutions. Our final case study features the very grey area of workplace cultural discrimination providing a scenario in which there is possible evidence of several counselors who, during lunch break, are singling out clients of a certain minority and speaking in a highly derogatory fashion about them. In this scenario we are part of the supervisory staff and the counselor who brings us this information has been in the field for half a decade and is the same race as one of the main counselors he has concerns about. That counselor has only a brief amount of experience and this is his first position since obtaining his CSC-AD certification. We …show more content…
Per the NAADC section V: “Addiction professionals do not discriminate either in their professional or personal lives against other persons with respect to race, ethnicity, national origin, color, gender, sexual orientation, veteran status, gender identity or expression, age, marital status, political beliefs, religion, immigration status and mental or physical challenges”. BOPC section 10.5 2b also clearly states that “A counselor may not :Condone or engage in discrimination based on age, color, culture, disability, ethnic group, gender, race, religion, sexual orientation, marital status, or socioeconomic status”. One of the counselors in question (the one who has only a few months of experience) is being accused of making derogatory comments about a group of African American women that he is counseling. These comments were supposedly overheard by the counselor who informed you of the possible racial/sexual bias issues. There are multiple alternatives in dealing with this situation and I believe I know the best method to fine out if the counselor is in fact breaking cultural acceptance ethical …show more content…
Firstly, I would sit near the accused counselors at lunch break for about a week. I would pretend to be texting on my phone or eating lunch while also listening for any sign of derogatory language. If I were in fact to overhear this, I would note all counselors involved and begin appropriate disciplinary actions. If I were unable to hear any derogatory language during the week, I would then spend the next week having clients come to my office for short one-on-one meetings for simple progress checkups, but I would make sure that some of the clients were African American women (not all so as not to arouse
Deitch, E. A., Barsky, A., Butz, R., Chan, S., Brief, A. P., & Bradley, J. C. (2003). Suble yet significant: The existence and impact of everyday racial discrimination in the workplace. Human Relations, 56(11), 1299-1324.
Satzewich, V., & Shaffir, W. (2009). Racism versus professionalism: Claims and counter-claims about racial profiling. Project Muse, 51(2), p199-226. doi: 10.3138/cjccj.51.2.199
Want, V., Parham, T. A., Baker, R. C., & Sherman, M. (2004). African American Students’ Ratings of Caucasian and African American Counselors Varying in Racial Consciousness. : Educational Publishing Foundation.
In a "melting-pot" society, organizational leaders must learn to adapt an array of cultural differences. What one culture perceives as ethical actions, another culture may not. In an environment in which words and phrases that was acceptable one day could change connotations overnight. Ignorance or misunderstanding actions facilitated by organizational leaders in handling questionable employee conduct can result in a calamity of problems. Every year organizations spend millions of dollars settling lawsuits involving employee discrimination claims. According to a 2001 study by the Society for Human Resource Management (SHRM) and FORTUNE Magazine, over 75% of surveyed organizations have engaged in some type of diversity activity or initiative to combat this dilemma. The problem with this approach is that these initiatives are predominantly targeting one group (Majority) and not the other (Minority). According to a study done by Black Enterprise (2005), diversity trainings rarely include the topic of ethics, which is affected by or culture, value, faith, education, race and economics. Andersen and Collins (1995) pointed out that many of the ethical difference among people are contributed by economic and cultural influences. These influences can be changed over time by introducing new influences, "The MCIM (multicultural change intervention matrix) addresses systemic planned change, multicultural organization development, and multicultural intervention and activities." (Lum, 1999, p. 63). Many of theses diversity training initiatives focus their attention towards embracing cultural differences, but avoid the topic of embracing ethical differences. Many sociologists believe that this is where the true dilemma stays
Therapists may be unaware of how their biases and prejudices play an important role in creating positive and/or negative spaces for clients of color. This article focuses on white therapist-client of color interactions and describes and analyzes how racism, in the form of microaggressions, are extremely hard for therapists to identify. Racial microaggressions are subtle, non-verbal, unconscious exchanges that are insulting, and directed toward people of color; they are brief everyday exchanges that send "denigrating messages to people of color because they belong to a racial minority group." Microaggressions can be extremely damaging to persons of color because they can impair performance in a multitude of settings and create significant disparities
There are four approaches to education: assimilation, multicultural, intercultural, and anti-bias. This assignment will attempt to critically compare the two of four, the multicultural and anti-bias approaches. Then, it will look at how the research on diversity issues and children’s funds of knowledge influence how we address diversity in Early Years settings.
In today’s workplace, African Americans continue to be subjected to overt discrimination. This can take the form of ethnic jokes, racial slurs and exclusionary behaviors by Euro-American co-workers and managers. Even more disturbing is the verbal abuse, calculated mistreatment and even physical threats experienced by some African Americans while on the job. African Americans have also faced overt acts such as being reassigned to lower level projects, not receiving a promotion even though they were equally qualified and receiving less wages than other employees, even less qualified new hires. The discrimination can be so pervasive that African Americans feel uneasy and threatened, demotivated and disrespected, eventually feeling forced to leave to search for other employment.
If they have a counselor from a minority racial group they are more likely to be resistant and have a negative attitude towards them. If the person on this level has a counselor from the dominant group they will constantly seek approval from them. This can cause problems in the counselor – client relationship because there can be negative feelings towards the counselor and the client may not take what the counselor is saying seriously because they feel as if they don’t identify with them or they feel threatened by them. It doesn’t have to have a negative effect on the counselor – client relationship. If the counselor can help the client be aware of their feelings and biases then they can work through it and change their
According to Oxford Dictionaries, race relations are "…Relations between members or communities of different races within one country" (Oxford Dictionaries, 2017). Race relations are based on differences an individual possesses (physical and genetic traits) in comparison to other people. The traits explained by G. Edwards "are important in contributing to the observed ecological, economic, social, and political which constitute the subject matter of race relations" (Edwards, 2008). Therefore, the way in which a person differs from a certain racial group will lead to the same differences in cultural characteristics. Additionally, many critics claim race relations have seen a positive shift since the end of WWII and brought about a change in the composition of racial minorities; members within a group who appear less powerful in comparison to a larger group
Prejudice refers to one’s biased opinions and ideas of others, based on secondary information. Hence, the internalized ideas concerning the prejudiced members in society does not result from personal experiences, but information from third parties. Where prejudice is prevalent, the social relationships between the concerned individuals become strained and unmanageable. The existence of equality in society discourages the frequency of prejudice on racial grounds. The content of this discussion explores the concept of prejudice, as it relates to racial inequality and discrimination. The discussion features the Emmanuel AME Church shooting scenario, which characterizes racial discrimination and inequality. The discussion further examines the role
“Does my agency have any component that may deter vulnerable populations such as women of color and other minority groups from retaining our services?” This issue can also be presented on the micro and mezzo levels because it will address the gender, racial and ethnic dynamics of the staff working at the agency, while gauging the comfort level this particular client would require. In addition, this issue would take into consideration the staff’s attitudes toward minorities and the agency’s reputation within the community. This
Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are some very important laws that deal specifically with discrimination, like the NAACP or Affirmative Action. These both will be discussed.
The assertion has appeared repeatedly in the literature that it is unethical for counselors to provide clinical services to clients who are culturally different from themselves if the counselors are not competent to work effectively with these clients (e.g., Corey, Corey, & Callanan, 2003; Herlihy & Watson, 2003; Lee, 2002; Pedersen, Draguns, Lonner, & Trimble, 2002; Remley & Herlihy, 2005; Vontress, 2002). Historically, however, counselors have been slow to recognize a connection between multicultural competence and ethical behavior. Multiculturalism and ethical standards both emerged during the 1960s as separate strands of development within the counseling profession. Multicultural counseling evolved from a growing awareness that discrepancies between counselor and client were resulting in ineffective service delivery and early termination of treatment for ethnic minority clients (Atkinson, Morton, & Sue, 1998” (p.99). Prior to this form of counseling, counseling was most effective for Caucasians. However, as time pasted and theories for minorities improved the code of ethics began to improve as
There are many laws protecting employees and employers against harassment and discrimination. Harassment and discrimination constitutes more than just race, color, and religion. However, employees fail to report harassment and discrimination due to the lack of knowledge about their rights. Three of the most important laws e...
Discrimination towards minority groups based on their race, gender, and sexual orientation has existed in our society for decades. Till this day these stereotypes and prejudice towards an individual’s race, sexuality, ethnicity, and background still exist. There are particular barriers such as activities and interactions with people occurring daily, as well as plenty of disadvantages for those from different cultural backgrounds other than white. The term racism comes to mind when an individual draws negative thoughts about others due to their biological characteristics. Peggy McIntosh lists a number of conditions in her essay, White privilege, pointing out how her group in other words the advantage of being white protects her from racial