National Origin Discrimination, Research Paper Example

The topic is chosen for this research paper deals with diversity, as well as the problems with women of color, and upward mobility. The presence of a strong accent seems to play a role in Maria’s thinking of being discriminated, as well as in her supervisors’ mind of barriers to communication. This can blanket several topics in regards to diversity, but more honestly, it encompasses the lack of upward mobility of women in the workplace. Gender diversity is essential, just like cultural and racial diversity, which play a role in this scenario. Maria has more experience and years working in the company, and in her primary position, yet she has been passed over for a white male, with little experience working in the industry or the occupation. This topic of research is fundamental to understanding how the workplace is impacted not only culturally through Maria’s accent, but also by her gender, as male privilege is used in not letting her break through the glass ceiling.

In researching this topic, the paper will focus on academic sources pulled from internet databases and academic libraries. This paper will look at the Civil Rights Act of 1964, as well as several policies thereafter that focus on diversity and equal opportunities in the workplace. This includes research on EEOC (Equal Employment Opportunity Commission), and data that supports the problems with women being held back from obtaining leadership positions. As well as problems with strong accented women and barriers to communication that impact promotions and upward mobility in the workplace. This research is relevant for students and organizations, as it evaluates and analyzes topical situations in which culture, gender, and national origin can block the upward mobility of qualified employees, because of the lack of diversity in the workplace. By analyzing the problems, it can be useful for to develop solutions for implementing more diversity policies and initiatives in the workplace for all employees.

References

EEOC. (n.d). Section 13: National Origin Discrimination. EEOC. Retrieved from http://www.eeoc.gov/policy/docs/national-origin.html

Harvey, C, Allard, June M. (2012). Understanding and Managing Diversity: Readings, Cases, and Exercises, Fifth Edition. Prentice Hall.

Nguyen, Lam. (2010). Employment Decisions as a Function of An Applicant’s Accent. SJSU. Retrieved from http://scholarworks.sjsu.edu/cgi/viewcontent.cgi?article=4879&context=etd_theses

Yang, Chuqiao. (2012). Does Having a Foreign Accent Affect Men and Women Differently? Worcester Polytechnic Institute. Retrieved from https://www.wpi.edu/Pubs/E-project/Available/E-project-043012-143024/unrestricted/Accent_Study_Final_Report.pdf