Diversity and Discrimination
At present, increased cases of diversity and discrimination are very apparent in most labour workforce nationwide. By diversity, it primarily includes different sectors that were gathered into one larger organization. These sectors may have different races, cultures, beliefs, sexual preference, etc. that are distinct from their own potentials and principles. In terms of workforce, many companies and organizations have already opted to diversify their workers in order to promote unity and cooperation among different races. However, instead of working towards their goal of confederacy among different sectors, many of which are still oppressed. Several races are still experiencing discrimination and prejudice, especially those who belonged in the minority group of people. Many sectors are still suffering from excessive discernment from the majority. At the worst, many are still getting hurt both emotionally and physically.
Tobak (2014) cited a pretty good example on how diversity can cause discrimination among the minor groups. In his opinion about diversity as another form of prejudice, he mentioned that for particular company recruitment, for example, providing for a diverse pool of candidates for workers in terms of various factors (sex, race, culture, education, and experience) is already a testament that there is some sort of discernment in the process. If two people, for example, has the same type of experience and educational background, but the other one is American while the other is an African in race, most companies will most probably hire the American worker instead of the African. This type of scenario is an exemplification of how diversity can promote discrimination. Tobak (2014) believed that for certain political reasons, diversity may lead to mediocrity and collectivism – diversity employment may not endorse unity and solidarity among its members, but instead, would lead to certain deceitful acts.
Police Departments on the Issue of Diversity and Discrimination:
Vancouver Police Department
Many issues on diversity and discrimination are directly linked to police departments. Supposedly, they are the ones that must protect the people against discrimination and oppression. They are the ones who shall defend the minorities against certain accused judgements and shall be liable for any major offense that they may incur towards discrimination. According to Weitzer (2015), he believed that a diverse police officer can lessen the cases of individuals who are being maltreated and questioned because of their race and culture. Thus, any officer, at the least, can provide benefits that can provide and enhance the overall image of a police department and shall also “reduce the perception that actions, such as stops or searches, are based on racial profiling” (Weitzer, 2015). These may be true if majority of the police officers belong to a lower level of social hierarchy. However, even though police departments have the responsibility to promote unity and camaraderie among various races, there are still those who are against it and still conduct actions leading to discrimination, especially the minorities in the LGBT community.
Mallory, Hasenbush, & Sears (2015) testified that harassment and discernment by various law enforcements are still a pervasive problem against LGBT communities. Many researches prove that many LGBT communities are still susceptible against wide range of profiling, discrimination, and harassment against police officers. Instead of protecting their human rights, many law enforcers choose to violate their freedom and continue to provide oppression against LGBT’s. These cases should be taken immediate care of action so as to prevent further results.
According to Social Planning and Research Council of BC [SPARC BC] (2012), one of the missions of the City of Vancouver, Canada is “To create a great city of communities that cares about its people, its environment, and the opportunities to live, work and prosper.” Simply to say, the City of Vancouver has the primary objective of promoting equal opportunities against their citizens as well as to uphold the people’s safety and welfare. Moreover, the creation of Vancouver Police Department is a testament that discrimination and prejudice shall be eliminated in their locality. Furthermore, SPARC BC (2012) mentioned that the whole Vancouver government values diversity and rely mainly on their strength, vitality, and prosperity as their main weapons towards upholding people’s welfare and safety.
Generally, this is not always the case for the city of Vancouver. One report about transgender rights and discrimination was brought to the Tribunal against the Vancouver police department. According to Kane (2015), Vancouver Police Officers shall provide extra protection when dealing with transgender people right after officers called a transgendered woman by male pronouns and failed to provide post-surgery care in jail. The trans-woman, Angela Dawson, was in a shame after a police officer was mistakenly mentioned her male name, “Jeffrey”, and was in a deep feeling of humiliation for such deceitful action made by the officer. Furthermore, she also mentioned cases wherein she was not given appropriate procedures after she was jailed for one day in Vancouver police office, noting that she needs extra post-surgery measures after her sex reassignment surgery. Conflicting ideas made by the police department said that “our officers are hired and trained based on some fundamental core values - respect, and we expect our officers to be respectful of each and every one of the hundreds of people they encounter on a daily basis” (Kane, 2015). In the end, the Vancouver Police Board issues an amount of $15,000 to Dawson as payment for their violation against her dignity, feelings, and self-respect.
As a conclusion, diversity aims to promote equality, respect, and value people’s differences – everyone shall strive for achieving their full potential, instead of encouraging discrimination among each other and within themselves.
References
Kane, L. (2015). Vancouver police ordered to show more respect to transgender people. Retrieved from http://www.theglobeandmail.com/news/british-columbia/vancouver-police-ordered-to-show-more-respect-to-transgender-people/article23614275/
Mallory, C., Hasenbush, A., & B. Sears. (2015). Harassment by law enforcement officers in the LGBT community. Retrieved from http://williamsinstitute.law.ucla.edu/wp-content/uploads/LGBT-Discrimination-and-Harassment-in-Law-Enforcement-March-2015.pdf
Social Planning and Research Council of BC [SPARC BC]. (2012). Diversity is working: City of Vancouver. 1-13.
Tobak S. (2014). Is diversity just another name for discrimination? Retrieved from http://www.foxbusiness.com/features/2014/04/22/is-diversity-just-another-name-for-discrimination.html
Weitzer, R. (2015). Diversity among police officers is key, but it won’t solve problems with policing. Retrieved from http://www.theguardian.com/commentisfree/2015/jan/20/diversity-among-police-officers-is-key-but-it-wont-solve-the-problems-with-policing
