GCCCD Avoidance of Differences in The Workplace Experience Discussion

You should research your answer and cite at least one scholarly source when appropriate, and always use quality writing. The discussion board is never a place to use text language or emoticons. 250+words and APA Style.

1. Think of an experience you had in an organization or social setting involving repression or avoidance of differences (either against you or another). What was the outcome? How did you feel about the outcome?

2 .Peggy McIntosh stated, “White privilege is like an invisible weightless knapsack of special provisions, assurances, tools, maps, guides, codebooks, passports, visas, clothes, compass, emergency gear, and blank checks.” (Harvey & Allard, 2014, p29).

Others see advantages to success rooted in “dominant culture privilege” rather than “white privilege”. In other words, the more a person adopts the societal and business norms of the dominant culture, the more likely they are to succeed, no matter their heritage.

To which (or both) of these theories do you subscribe and why?

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Introduction:
In this assignment, we will be discussing two different topics. The first question requires us to think of an experience in an organization or social setting involving repression or avoidance of differences and the outcome of that experience. The second question will explore two different theories about privilege and success and which theory we subscribe to and why.

1. Think of an experience you had in an organization or social setting involving repression or avoidance of differences (either against you or another). What was the outcome? How did you feel about the outcome?

In the organization where I previously worked, one of my colleagues was constantly being disregarded and underestimated despite her exceptional skills and abilities because she was a woman. Not only was she being talked over in meetings, but she was not given fair opportunities to advance her career. Despite her hard work and dedication, she remained at a lower position while her male colleagues with less experience were given promotions.

The outcome of this repression was a demoralization of my colleague, and it caused a negative impact on her productivity and ultimately affected the project outcomes. I felt angry, disappointed, and frustrated that this kind of behavior was still prevalent in the workplace.

2. Peggy McIntosh stated, “White privilege is like an invisible weightless knapsack of special provisions, assurances, tools, maps, guides, codebooks, passports, visas, clothes, compass, emergency gear, and blank checks.” Others see advantages to success rooted in “dominant culture privilege” rather than “white privilege”. In other words, the more a person adopts the societal and business norms of the dominant culture, the more likely they are to succeed, no matter their heritage. To which (or both) of these theories do you subscribe and why?

I agree with Peggy McIntosh’s theory of white privilege. White privilege is a systemic advantage possessed by white people that goes unnoticed because it is embedded in our society’s norms and values. White privilege is not just the benefits that white people automatically receive but the advantages that others are not provided with because of the color of their skin.

Historically, society has benefited those who fit into the dominant culture. However, the adoption of societal and business norms is only possible when there is a level playing field. Unfortunately, that is not the case for marginalized communities who still face a significant amount of systemic barriers and discrimination. Thus, it’s essential to acknowledge and address white privilege before one can adopt the dominant culture norms.

Conclusion:
In conclusion, this assignment helped us identify the outcomes of repression and avoidance of differences and understand the two different theories about privilege and success. The experience of working with marginalized communities and advocating for them is essential for creating a tolerant and inclusive environment in our workplace and society.

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