Examples Of Discrimination For Unique Names

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Discrimination for Unique names
Raven Symone recently made a controversial statement saying she wouldn’t hire anyone with an unusual African American name. Her comment is being called discrimination and it’s actually a pretty ordinary thing. Hiring managers are constantly discriminating applicants on their names. After hearing her broad statements, I began to think about how severe her statement actually was. Should individuals with unique names be judged solely on their names? Should individuals with these names be forced to change them? There are more important things to look at on an application. Hiring managers should look at previous work experience and background on an applicant instead of judging their name. Although some hiring managers
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In a New York Times article titled “Take Some of the Pressure Off Black Employees”, Devon Carbado, professor of law at the University of California, Los Angeles, mentions how “Black applicants ‘whiten’ their resumes by, for example, going by their first initials or omitting references to alma matters and membership in racially specific organizations” (Carbado). The fact that individuals are going by an initial instead of their full names is simply ridiculous. Individuals are being forced to change who they are in order to get a job. It’s not their fault that they have these names. It’s not like they chose to be named these names. Finally, Carbado suggests things that could be done saying “First, employers should hire several black employees, not just the "token" one, so that no individual feels pressure to downplay his or her blackness as the lone representative of his or her race” (Carbado). It would allow a more diverse team of …show more content…
Besides just complaining, there are more effective things individuals can do if they find themselves being victims of racial discrimination. Angela Onwuachi-Willig, professor of law at the University of Iowa College of Law, suggest ways to stand up against different kinds of racial discrimination in her article “Apply a Legal Precedent from the Americans with Disabilities Act”. Onwuachi-Willig says that “courts should look to the “‘regarded as disabled”’ provision of the Americans with Disabilities Act”(Onwuachi-Willig). The provision Onwuachi-Willig is referring to allows individuals to file a claim of disability discrimination if they were treated negatively because they were perceived to be disable whether they are disabled or not. The provision was included by Congress to stop employers from making decisions based on stereotypes. Onwuachi-Willig concludes her article giving a powerful statement on why Racial Discrimination needs to be put to an end. “Combating today’s more subtle forms requires not only that we understand race in all its complexity, but also that those who are privileged enough to be the decision makers — or more important, the well-intentioned people who witness these kinds of injustices in the workplace — report and speak up against these many forms of ‘“proxy

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