Reverse discrimination is defined as showing favour to the minority group in a particular setting. This is considered rather ironical as discrimination is usually shown to the minority group. Despite its negative implications, reverse discrimination has become common especially in the work place. There are various reasons for its wide use the main one being taking affirmative action on the minority group. Organisations usually introduce certain tactics to enhance performance as well as instilling discipline in the work place. Even though this strategy boosts the morale of the minority group, it demoralizes the majority who may in turn decide to bully those they feel are being receiving the favour. Reverse discrimination is sometimes never detected unless it is carefully investigated. It is mostly an arrangement facilitated and implemented by the higher management.
Reverse discrimination is usually extended to minority individuals or group especially if they feel they got more skills or capabilities than the majority. This is usually displayed in terms of allowances and the working environment granted. For instance, you may find that some top managers who could be having lesser responsibilities are awarded with more salaries, allowances and other facilities. Junior staffs which usually form the majority of the workforce are usually given all the donkey work, made to work for longer hours, rewarded with meagre salaries and many times not given allowances (Pincus, 2003). Some of the issues that are usually directly associated with the top management are extended to junior staffs by making them pay for the losses and inconveniences.
In some organisations, women are usually given more favours compared to males. This is usually in an effort to empower the female gender that is usually the minority in employment circles. When it comes to the female gender and the favours extended to them, many factors are considered some of which are by the senior management that has other unethical intentions. Even though some are for facilitating equality in the organisations, some are usually considered to be rewarded unfairly and hence leaving the males feeling bad about the situations. Females who mostly represent the minority in most organisations are usually treated with utmost care and favouritism to boost their morale (Beckwith, 1997). The fact that their services are usually required to enhance balance, they are pardoned many times given lesser responsibilities compared to their male counterparts on similar terms.
I have personally observed reverse discrimination especially in the education sector where students from minority communities are considered more when it comes to being awarded bursaries and education opportunities. For instance, when it comes to admitting students to institutions of higher learning, grade performance is lowered for students in minority communities. They are usually allowed to join institutions of higher learning with a lower grade compared to those from majority communities. This is usually done to facilitate equal development as well as encourage the minority groups to go to school (Padilla, 2001). Despite its positive intentions, it is usually considered unfair to students from majority students who work hard and feel that they missed an opportunity simply because one from the minority community took their place.
Reverse discrimination is a trend that happens in our day to day life with the aim of facilitating equality. This is a strategy usually agreed on by those in authority after considering the high rate of unequal development caused by a certain group dominating a sector. Despite complains reverse discrimination has seen growth especially where minority communities are concerned. However, in some organisations, reverse discrimination is responsible for complacency and poor performance especially when the management fails to recognize the root course of the issue.
References
Beckwith, F. (1997). Affirmative action: social justice or reverse discrimination? Michigan : Prometheus Books.
Padilla, F. (2001). Reverse Discrimination. Texas: Padilla.
Pincus F. (2003). Reverse Discrimination: Dismantling the Myth. New York: Lynne Rienner Publishers.
