White Privilege and the Myth of Meritocracy-Diversity in Organizations Essay

White Privilege and the Myth of Meritocracy-Diversity in Organizations - Essay frameworkThe discussion is also made in the additional contexts of the questions that are required to be answered relating to white privileges that defend relevance with regard to organizational diversity white privileges from the vantage point of non-white minority groups how discrimination fosters white privileges and whites perception of their own capabilities and merits the use of the terms qualified minorities, qualified whites, and qualified women gender-based privileges the relationship between riches and privileges (Bell, 2011 pp. 223-256 McIntosh, 1990 McIntosh, 2009 McNamee and Miller, 2004 Unz, 2012). Discussion Whites here refer to the pagan groups that fall under the umbrella of non-Hispanic white and have grow in Europe, or else are from North Africa or the Middle East. They include those who self- insure creation white, or else report themselves to be one or other of the following Ara b, Irish, Polish, Lebanese, Italian, German, or from the Near East. This is also the definition espoused by the US Census Bureau, and forms the basis of the definition for the paper (Bell, 2011, p. 225). By white privileges is meant those privileges that accrue to Whites in the States by virtue of the neighborly conventions that work on either positively discriminating whites based on their color to confer special work, consumption, and other social privileges, or to negatively discriminate against non-whites to effectively be sick whites in positions of economic, social and political power, and in other relevant aspects of social and cultural life in the country. The myth of meritocracy, meanwhile, posits that whites take in their privileges and positions of dominance and power, and that conversely other minority groups effectively have not earned power and thitherfore are unable to rise into similar positions as whites. The myth of meritocracy also exists as divisions in earned power and privileges along gender lines, with white women being in inferior positions at work for instance due to white males having earned their positions through the merits of their own work and capabilities. While there are parties that assert that reverse discrimination exist, and documented in the courts, the reality is that white privilege persists as a social force acting in ways that reinforce those privileges at the expense of women and minorities, even out as whites themselves in significant numbers have historically worked for more egalitarian social arrangements among races, reckon diversity in organizations as sources of strength and advantage that lift all in turn (Bell, 2011 pp. 223-256). respondent the first question, McIntosh presents many of the baneful ways by which white privilege presents itself in daily life, and it is simplified to imagine that in the context of organizational diversity, many of those presentations are relevant, especially with regard to not being racially profiled for a host of activities including participating in race-based discussions and in discussions on promotions, and with regard to the impact of subtle segregation rules in the choice of housing for employees that may work against drives by organizations to foster greater racial diversity in its employee pools. In promotions discussions, if majority of upper management is white too, then ingrained social forces operating within an organization would work against greater ethnic diversity in the management ranks too, to honorable mention another example (McIntosh, 2009 McIntosh, 1990). To answer question two, If I were a member of a minority ethnic group, the white privileges relating to natural social tendencies to promote and enhance the power of whites over