Policies and Diversity

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POLICIES AND DIVERSITY

Catherine Winslow

Devry University

SOCS 350N Cultural Diversity in Professions

Fall B, 2013

Polices and Diversity
For my course project, I decided to choose scenario two pertaining to cultural diversity. I selected it because it involved a minority female that attended graduate school. Maria is very devoted to her family, and as a Latino female she may have a dilemma between her family and her career. I expect in researching Latino family dynamics that having a Latina work outside the home might be a problem in the family from time to time. I propose to provide an overview of Marie’s situation and her quest to be promoted. I want to look in depth at a company promotion policy.

Maria’s ancestry is Latino and she has a strong distinctive accent. She filed a complaint in her company because she was eliminated as a candidate for a promotion. She thinks that she was unfairly treated for consideration of a promotion. She feels she was qualified for the promotion because of the years she worked for the company and she has the education qualification. Maria also claims that the reason for her job evaluation being low is because of built in bias on part of her white male supervisor, because she is the only Latina woman in the department. She alleges that the company is engaging in discriminatory practices. In Maria’s case, there are known prejudicial attitudes involved and individual discrimination. Prejudice is usually a negative attitude toward members of a particular group. Common features of prejudice include negative feelings, stereotyped beliefs, and a tendency to discriminate against members of the group (Bell, 2007). Her company has based their hiring decision on Maria’s supervisor reports of her tardiness, absence, and that she had been counseled on her negative attitude. Each time an incident happened she claims that there were family problems. Regardless of what Maria’s reason for her tardiness, as long as she does her job right, she feels there is no reason to be excluded. Her company also questioned her attitude and communication skills. Maria’s strong accent and rapid talking made her very hard to understand, and the job requirement was to communicate clearly. The company expects its employees who communicate directly with the customers to speak in unaccented English when speaking to clients. This is not something that you find in every company, but reasonable if someone does not speak English easily, and has a strong accent. For this allegation, Maria is claiming the company is engaging in structural discrimination (Donnelley, 2009).

Latinas are usually able to secure employment easier than their male counterparts, and often at a higher rate of pay. In a culture where the men hold the traditional role as providers, for traditional Latino male-female relationships, a female executive role might be an added stressor to the dynamics of the relationship with her family. Married or unmarried, most women work to provide for themselves and their families (Bell, 2007). Women work for the same reasons that men do, to support their families, children and themselves. Within families, there are typical roles for mothers, fathers, and children (Pincus, 2000). The incidence of children influences a woman’s tendency to work and their pay at work. The process of adapting to the new culture of the U.S can be stressful if they are new citizens. The FMLA is applicable to employers having 50 or more employees, and although women and Hispanics are more likely to work for the smallest employers, having 10 or fewer employees (Bell, 2007.)

I believe this topic is important because the Latino population will be the workforce majority within the next decade in the United States. Female Latino workers were estimated to be 51 percent by 2008. According to the U. S. Census, Latin women in the United States, eight million are native-born and older than 18 (Vega, 2011)....
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