Running head: RACE AND WORKPLACE PROMOTIONS 1

Race and Workplace Promotions

Student’s Name

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RACE AND WORKPLACE PROMOTIONS 2

Race and Workplace Promotions

Title: Prevalence and tallying of discerned workplace bias among senior workers in the US.

File Name: Article Note One

Citation: Choi, N. G. & Chou, R. J. A. (2011). Prevalence and correlates of perceived

workplace bias among senior workers in the US. Ageing & Society, 31(6), 1051-1070.

In-text citation: (Chou & Choi, 2011).

Abstract Summary: This article was used data from a national demographics which

consisted of 418 worker at the age of 49 years and above and majored on examining the

commonness of discerned workplace prejudice. The discrimination on the basis of gender,

age, education, wage and occupation. Also, the existence of a non-linear connection was

established betwixt the salaries and the discerned workplace bias.

Keywords: Older workers, attribution-sensitivity theory, perceived workplace discrimination.

Method Summary: Variables deployed in question were workplace bigotry gender, age,

education and ethnicity at work, and previous year calendar wage. The data used was

deduced from Midlife in the United States II (MIDUS II) which preceded MIDUS I betwixt

2004 and 2006. It encompassed a telephone interview and a pair of self-administered

questionnaire. The response rate was 81 percent. (Chou & Choi, 2011).

Article points:

Point 1: Age – Young male were affiliated with higher prevalence of perceived workplace

intolerance. The findings are similar to corresponding with (Long, Gee & Pavalko, 2007)

Point 2: Gender – Most affected by workplace discrimination were women and young men.

Sexual harassment was also observed among women and middle aged men.

Point 3: Education level – Those with low levels of education were in most instances victims

the work place discrimination, with an average number being educated.

Race and Workplace Promotions

Title: Under promotion and underemployment on racial basis

RACE AND WORKPLACE PROMOTIONS 3

File Name: Article Note One

Citation: Gupta, T. D. (1996). Racism and Paid Work. doi:10.3138/9781442602892

Abstract Summary: The article obtained data from the organisations in the United Kingdom

to examine the rate of under promotion and underemployment on the basis of race. The

information obtained shows a significant difference especially if it pertains the black people

and minority ethnic background. An observation was also made in the outcomes of

productivity in organisations with a diversity in terms of race.

Keywords: Under promotion, under employment, racial discrimination

Method Summary: The research on the three interdependent variables show that there is

quite a vast margin at the national level in the inclusion of black and minority ethnic in

various organisations in discriminatively. The conclusions were established after a broad

analysis of information from the McKinsey report in 2015 and the organisations intrinsic data

in the same year (Gupta, 1996).

Article points:

Point 1: underemployment of the black and minority ethic (BME)

In the year 2015, one in every eight employed adults was from the BME background

giving a total of 10% in the workforce. The data showed a gap of 12% in comparison of

white and the BME despite the fact that some are overqualified than the whites.

Point 2: under promotion of the BME individuals.

The data indicated that the BME individuals occupy only 6% of the management top

positions. Despite the fact that they possess skills required in the job, there is still a gap.

Notes: The article depicts racial differentiation as a contributor to the promotion rate at

workplaces. From the analysis, we deduce that the economy can be greatly improved by 12%

by forbidding discrimination on racial basis.