High Mortality Rates

According to Abraham Maslow, the desire for self-fulfillment occurs when people have a hierarchical model of needs sustained (Maslow, 2000).  The picture below represents Maslow’s Self-Actualizing model.

Socioeconomic recognition and success allows all people to self-actualize happiness.  Racial inequality disrupts Maslow’s Self-Actualizing model by interfering with the usual processes of daily life. Furthermore, racial inequality affects the health circumstances of communities by reducing safety according to Maslow’s model (Hudson, Puterman, Bibbins-Domingo, Matthews, & Adler, 2013; Maslow, 2000).  Data shows a relationship between socioeconomic acceptance and depression.  The perception of racial inequality represents a silent killer for communities across the United States.  In addition, evidence shows that Whites suffer more than other races when accused of racial discrimination. 

Awareness to depression should take place at all levels to diminish the tendency to acquire health diseases at a younger age.  Blacks have more exposure to adversity issues than whites at a younger age thus can experience a higher probability of racial discrimination related illness.  Other factors affecting depression include low income, job loss, divorce, and death of a loved one.

Structural and interpersonal challenges occur with racial discrimination including less return on investments, and erosion of health.  Other studies have shown racial discrimination to Blacks when climbing the social economic ladder.  The possibility of high mortality rates due to discrimination occurs when racial tendencies are not controlled.

References

Hudson, D. L., Puterman, E., Bibbins-Domingo, K., Matthews, K. A., & Adler, N. E. (2013, July 27). Race, cumulative socioeconomic position, racial discrimination, depressive symptoms and self-rated health. Social Science & Medicine, 1-31. doi: 10.1016/j.socscimed.2013.07.031

Maslow, A. H. (2000). The Maslow business reader. Toronto, Canada: John Wiley & Sons, Inc.

Chip On The Shoulder

      Chip On The Shoulder

Victims of workplace discrimination are a venting source for people who were raised by family ideals different than those of the victims (Corbin & Duvall, 2013).  Often, the people performing the act of discrimination do not consider the event as discrimination.   The strong family value bond is severe for many that it becomes necessary to evoke family principles on outside cultures.  Subtle discrimination to actual discrimination is punishable by law; however, most people do not know how keep discriminating views from the workplace due to the inherent family belief system that flows over into conversation.

The actions represent a handicap for organizations since the liability of lawsuits, high turnover, or violence causes added cost to organizations.  Organizations can benefit in adding a verbal questionnaire to job candidates to filter individuals that may cause a liability to the organization.  The design of the questionnaire should focus in temperament and discriminant possible actions of the applicant. 

As the world’s population blends with diversity, organizations should take preemptive actions to protect the organization’s reputation and assets to increase the return of investment.  The missed opportunity for organizations is when organizational cultures are set with discriminatory atmosphere.  The change in organizational culture to represent a non-bias and non-discriminatory atmosphere is essential to support long-term community support.

References

Corbin, P. R., & Duvall, J. E. (2013, Summer). Employment discrimination. Mercer Law Review, 64(4), 891-908.