White Privilege and the Myth of Meritocracy-Diversity in Organizations Essay

White Privilege and the Myth of Meritocracy-Diversity in Organizations - Essay ExampleThe discussion is also made in the additional contexts of the questions that atomic number 18 required to be answered relating to dust coatness privileges that have relevance with regard to organizational miscellanea white privileges from the vantage point of non-white minority groups how discrimination fosters white privileges and whites cognizance of their own capabilities and merits the use of the terms qualified minorities, qualified whites, and qualified women gender-based privileges the relationship between wealth and privileges (Bell, 2011 pp. 223-256 McIntosh, 1990 McIntosh, 2009 McNamee and Miller, 2004 Unz, 2012). Discussion Whites here refer to the ethnic groups that fall below the umbrella of non-Hispanic white and have roots in Europe, or else argon from North Africa or the Middle East. They include those who self-report being white, or else report themselves to be one or other of the following Arab, Irish, Polish, Lebanese, Italian, German, or from the Near East. This is also the definition espoused by the US Census Bureau, and forms the basis of the definition for the paper (Bell, 2011, p. 225). By white privileges is meant those privileges that accrue to Whites in America by virtue of the social conventions that subject area on either positively discriminating whites based on their falsify to confer special work, consumption, and other social privileges, or to negatively discriminate against non-whites to effectively put whites in positions of economic, social and political spring, and in other relevant aspects of social and cultural life in the country. The myth of meritocracy, meanwhile, posits that whites earned their privileges and positions of dominance and power, and that conversely other minority groups effectively have not earned power and therefore are unable to rise into similar positions as whites. The myth of meritocracy also exists as divis ions in earned power and privileges along gender lines, with white women being in inferior positions at work for instance due to white males having earned their positions through the merits of their own work and capabilities. While there are parties that assert that reverse discrimination exist, and documented in the courts, the reality is that white privilege persists as a social force acting in ship canal that reinforce those privileges at the expense of women and minorities, even as whites themselves in significant numbers have historically worked for more egalitarian social arrangements among races, viewing diversity in organizations as sources of strength and advantage that lift all in turn (Bell, 2011 pp. 223-256). Answering the first question, McIntosh presents many of the subtle ways by which white privilege presents itself in daily life, and it is easy to imagine that in the context of organizational diversity, many of those presentations are relevant, especially with regar d to not being racially profiled for a host of activities including participating in race-based discussions and in discussions on promotions, and with regard to the impact of subtle segregation rules in the choice of housing for employees that may work against drives by organizations to foster greater racial diversity in its employee pools. In promotions discussions, if majority of upper management is white too, then ingrained social forces operate within an organization would work against greater ethnic diversity in the management ranks too, to cite another example (McIntosh, 2009 McIntosh, 1990). To answer question two, If I were a member of a minority ethnic group, the white privileges relating to natural social tendencies to promote and enhance the power of whites over