Covert Racism in an American Workplace

Covert racism which is subtle often appears concealed by the norms of association, affiliation, group membership or cohort identification. As such, racial discrimination should not be confused with exclusion and inclusion, ceremonial and ritual, and acceptance and rejection mechanisms, as often done in many cases. Covert racism always operates as a boundary keeping system whose main purpose is to maintain the status quo between racial minorities and racial majorities. These boundary mechanisms have worked best in the American corporate where they have been assumed to be natural, normal and legitimate. Such mechanisms are usually thought subconsciously and even unconsciously within the workplace environments and other social institutions.

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More African and Native Americans have careers in the corporate America than any other time in the history of the American nation. However with easiness in access and participation in the workplace, studies have indicated that these minority racial groups continue to face desperate treatment and encounters of covert racial discrimination which impedes them from enjoying full privileges of their career and professional skills. The non-white workers are in particular susceptible though there is little research that focuses exclusively on their experiences since such cases are not always realized at such instance. The lack of attention to the minority professional men in corporate America creates a great problem since it has rendered undetectable the range of encounters useful to them since they too encounter gendered racism, which means that they are both subjects of oppression, prejudice, and negative stereotypes because they are both minority and men.

This paper focuses on the critical examination of the impact of racism and the day to day lives of the Minority American professionals in the corporate America. It is guided by three main research topics dealing with:

a) Theoretical perspectives on covert racism in the workplace;

b) Covert racism and institutions;

c) Covert racism and the individual worker.

The latest election of the first black American president to the State House is one of the cases which raises concerns specific to covert racism. Realizing the importance of such election creates an epilog adding to the critique what some call post narrative of racism.

From the study, it was found out that racism is confounded with attitudes that eventually lead to failure in understanding the distinctions between causes and symptoms of racism in workplaces. Actions, behaviors and attitudes of racism are symptomatic of institutions, ideological, and cultural constructions defining legitimate, and promote outcomes of racism in the American corporate. The patterning of covert acts of racism in American corporate suggests the operation of intentionality as well as workplace norms, mechanisms and at the most severe cases in structures, systems and the entire institution. By implication, covert racism in the workplace depends on the historical and societal setting of the subject institution. Systematically, covert racism operates in various institutions and its structures at different intensities. Stripped of its more blatant components, racism remains systematically within the societal institutional structures. The aim of this research is to understand the institutional, individual as well structural manifestations of covert racism.

After a full circumnavigation, the final conclusion returns to the orienting definition. Covert racism operating not only within the American corporate society but globally is more and more being recognized as a complex yet most concealed form of racism. Therefore in conclusion, the study have identified the strategies for shedding light and developing platforms by which covert racism in the corporate world can be eliminated.