It also presumes that the discriminatory practices deny the minority factions a chance to benefit from emergent opportunities. This kills their morale and makes it difficult for them to progress in their professions. Also, it assumes that discriminatory practices are pursued at both the individual and systemic level. In this regard, both individual attitudes of perpetrators and structural characteristics of affected organizations encourage the malpractice. .
Review of Literature.
Racial discrimination at the work place emanates from different sources including co-workers, clients, superiors, and colleagues amongst others. The practices have negative effects on the performance of the employees and wellbeing of respective organizations. In their review, Feagin and McKinney (2005) assert that racial discrimination has various health and psychological effects on the victims. In particular, discriminatory practices culminate in depression, anxiety, stress, low self-esteem, obsessive-compulsive behavior, and low psychological competency and decreased mental resiliency. Using a sample of one hundred and eighty participants, the study established that among college students, racial discrimination leads to anger, behavioral problems, emotional discomfort, and social discomfort. With respect to physical health, findings of Feagin (2000) point out that racial discrimination is closely associated with severe chronic health conditions like cancer, heart complications, high blood pressure, and diabetes. .
In his review of the perceptions of racism at the work-place, Hite (2006) insists that work place racial discrimination has negative effects on the productivity of the victims. According to him, discrimination occurs when organizational structures disadvantage persons of color. The study established that devastating outcomes range from coworker dissatisfaction to generalized job stress. Victims are more likely to quit employment and/or show withdrawal tendencies.
