Research Paper on Corporate Social Responsibility in Regards to Racial Discrimination at Workplace

Introduction

Corporate Social Responsibility is a principle in which businesses incorporate their company activities and relationships with stakeholders in their social and environmental concerns. Corporate human rights are beyond core business activities and charitable donations and must be understood as an integral part of doing business based on corporate values that are part of the strategy and daily activities. Furthermore, to attain sustainable practices, companies need to be ethnicized and invest in local groups and economies since the current financial crisis has demonstrated that company operations that are exclusively driven by short-term profit can have severe global consequences (Sharma, 2016). In the practice of management, significant parts of effective CSR policies and integrated corporate culture, the significance of dealing with race as part of CSR policies are becoming noticeable. However, ethnicity stays a rather delicate component in the CSR for the businesses and, because of the distinct level of knowledge of the significance and advantages of these activities, is handled differently.

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The performance evaluation and the issues of executives conducting evaluations were discovered to be confronted by organizations because of discrimination in one manner or the other. Multiple raters and various criteria have been used to perform efficiency assessments by other organizations. Performance evaluations have been affected by several evaluation variables, for example, stereotyping, small expectations, and double standards. Market globalization has compelled global population adjustments to workers and has been a matter of research for academics, employers, and policy-makers all over the globe. Various people from distinct societies have distinct features, ambitions, and expectations. Managers from organizations around the world focus their work-place equality on avoiding "us" versus "they" type of allusion and commentary. These organizations aim to maintain work-place harmony. There are two different terms of diversity and equal opportunities management. The term equal opportunities are associated with tolerant rights and are firmly established under law, to increase the proportion of minorities and women with senior organizational objectives (Sharma, 2016).

However, according to Logan, diversity management is slightly different and is focused on an organizational initiative, with organizations focusing on evaluating difference as well as non-discrimination and respect for each worker irrespective of their race and gender among other variables. A culture, including a work environment which fosters collaboration, engagement, and coherence requires effective diversity management (2019). Equality is achieved when organizations conduct a management system and culture review. Performance assessment is carried out to improve management and business performance with a motive for employees. These appraisals create room for bias hence the need to conduct culture reviews. Diversity and CSR researchers have made substantial progress in approaching the racial topic, mainly through the concept of legitimacy, an in-depth understanding of the business, morality, and ethics, which argue for the significance of handling culture at work or for creating useful links with communities outside the company. CSR is closely associated with diversity management as they are both often justified by using resource-based company models.

However, little emphasis has been placed on the theory of the relation between the company's racialized roots, the role of the company to help the racial order of oppression and supremacy, and the potential of the company to improve relations between the race through the promotion of racial justice (Assari & Moghani, 2018). Corporations tackle the problem of ethnicity through philanthropic attempts to spend funds on black and minority groups. The incidence of cash in commercial speeches about ethnicity is reminiscent of the slave trade when black bodies are reified as cash. The only way or at least the main manner to intelligible black people in organizational environments often marked by their whiteness is to use cash. Corporate Social Responsibility to Race has been described as a fresh type of social debate that utilizes corporate funds to proactively tackle ethnic conflicts by shedding light on the consequences of racial oppression and privilege, providing voice to racial problems and making the public more aware of racism in order to promote a fairer, more equal and harmonious community (Logan, 2019).

When business officials talk about racial problems and companies mobilize their organizational assets to deal with racial interactions, they articulate corporate responsibility to race. Their high standing gives credibility to the racist discourse and increases the government awareness of racial problems, and can impact others to take significant measures toward repairing race relations by promoting racial justice. Taking accountability for ethnicity, companies also correct some past mistakes perpetuated by the corporate organizations, which have lastingly affected minority groups (Logan, 2019). Empirical research has shown, in support of financial explanation, that education produces less revenue for Africans than Whites. Also, the preferences and work market practice and job market access and reduced standard of education in metropolitan regions make that understandable. A sociological interpretation emphasizes the part that Socioeconomic status funds for African Americans and other minority organizations play in organizational racism. The race is an alternative to the framework of opportunities and personal therapy as a personal rather than a biological construct (Assari & Moghani, 2018).

According to Logan, the behavior determines the ethical nature and performance of businesses. Where companies take accountability for the race, they can show their dedication to ethical activity and distinguish from previous and current organizations that promote race, poverty, and injustice indirectly. The company's liability for the notion of ethnicity, however, helps to clarify several considerations by showing the ethnic origins of the company and the role of the company in creating and reproducing the race order, oppression and superiority (2019). In relation to discrimination, Astead mentions that the influx of Somalis, most of which Muslim, has spurred the kind of population and cultural changes President Trump and right-wing Conservatives have caused fear for years in the predominantly white area of southern Minnesota. A lot of politically engaged St. Cloud inhabitants were split in relocation. Some say they welcome the migrant population. For others, though, the modifications have fueled discussions of "white substitution," a racist theory of conspiracy linked to the decline in white Americans that has spread into far-right circles or in internet chat rooms and now appears in certain societies. Natives believe that refugee influx posed a cultural threat in Minnesota. Although it predates Mr. Trump, the President, who has constantly demeaned migrants and Muslims and lately announced a restrictive bill for immigration which incorporated cultural clauses, including preferential therapy for English speakers, has revived the resistance to migrant re-establishment among some natives.

Conclusion

In conclusion, ethnicity stays a rather delicate component in the CSR for the businesses and, because of the distinct level of knowledge of the significance and advantages of these activities, is handled differently. Some organizations try to counter the effects of discrimination by performing audits before performance appraisals to minimize bias. Also, diversity management comes into play through these culture reviews helps in recruiting personnel from diverse areas, thereby creating harmony in the work-place. Many people still view equality and diversity as a way of minority groups replacing the existing groups.

References

Assari, S., & Moghani Lankarani, M. (2018). Workplace racial composition explains high perceived discrimination of high socioeconomic status African American men. Brain sciences, 8(8), 139.

Astead W, H. (2019). 'These People Aren't Coming From Norway': Refugees in a Minnesota City Face a Backlash. Retrieved from https://www.nytimes.com/2019/06/20/us/politics/minnesota-refugees-trump.html?rref=collection%2Ftimestopic%2FDiscrimination&action=click&contentCollection=timestopics&region=stream&module=stream_unit&version=latest&contentPlacement=3&pgtype=collection

Logan, N. (2019). Corporate personhood and the corporate responsibility to race: JBE JBE. Journal of Business Ethics, 154(4), 977-988. doi:http://dx.doi.org/10.1007/s10551-018-3893-3

Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1), 1212682.