Here is my version of the synthesis essay. I had struggled with the original format of the synthesis essay, so Professor Micaela helped me work on an adapted version.

 

“For our purposes, it is important to keep in mind that the intent of equal opportunity laws is not to encourage organizations to implement quotas or to utilize sub optimal tools in order to avoid adverse impact. Rather, the objective is to ensure that hiring decisions are made on the basis of applicants performance potential and not on their demographic characteristics, age, religion, or physical disability” (450). Although there has been implementation of the Civil Rights Act which led to certain rules about the work demographic, it does not mean employers must hire a certain amount of Latinos, for example, to balance the races out. Instead, the goal of the law is to ensure that employees are being hired based on skill, not the language being spoken, or the color of their skin, or the god they choose to believe in. Jobs aren’t required to lower their standards, but should not believe that a certain position looks like one specific person. This connects to what the journalist Joe Henderson pointed out about discrimination starting at job interviews. “What the researchers found was that some firms called back Black applicants considerably less, while race played little to no factor in the hiring processes at other firms.” Work places create biases about an employee without knowing their potential. It can create unfair advantages for employees because their names should be the last thing that they get judged on. 

“Interviewers may unknowingly favor specific language patterns, communication styles, or cultural references, which can disadvantage candidates who must conform to these expectations.” When employers have language and communication preferences they unknowingly cause discrimination because not everyone conforms to a certain language or form of expression. That, however, does not take away from the skill that an employee has to provide. This idea adds to what Asare has to say about racial discrimination because she points out how employers create a bias for certain races thinking that they will not be able to provide necessary skill. “The researcher noted that “those with perceived African accents are seen to be the Lewiston-Auburn area archetype of African refugees and migrants…being assumed to have little education, job skills, intelligence, and trustworthiness within the workplace.” Employers discriminate employees based on their race assuming that since they are a certain race they are less educated and unable to complete a job as well as another person with a different race— normally white.