To start this discussion, I am a human resource manager for a medium-size company that has several affirmative action initiatives. Recently, I realized that there is a new race that is emerging in the company, and as a diversity sensitive company, the company should respond to the racial mix. The new race involves people born of biracial couples (Korgen, 1999). For example, the fathers of the said people might be from Caucasian race while the mothers might be from African-American race. With respect to these biracial people, I will illustrate how I will deal with this issue objectively as the human resource manager for the company.
I will start by asserting that it is important to understand that diversity at workplace is a real concern in every human resource department because of its extensive scope. The matter does not only touch on the racial differences, but it also touches on sexual orientation, gender, disability and ethnicity. In this response, diversity at workplace is a broad subject that human resource departments should address from a broad perspective (Groschl, 2011). In this response, as the human resource manager for the company, I will address the matter from a broad perspective.
In order to address the matter objectively and exhaustively, I will turn my attention to the responses from some of the employees appearing on the instructions. With respect to these responses, my comment is that majority of the employees in the company favor biracial people. In other words, they acknowledge the existence of these people and they would wish the human resource department to consider them as a distinct race (Mor-Barak, 2011). Based on this perspective, as the manager for the company I would count the biracial people in the company as a new race that is distinct from other races. In other words, I would not count these people as either white or African-Americans, but I would count them as distinct people.
In this case, I would count biracial people as coming from a new race because the highest percentage of the interviewees would wish the human resource department to treat these people as unique people rather than counting them otherwise. At the same time, while about 23 percent of the other interviewees have mixed feelings towards biracial people, they believe that these people qualify to be another group of people. Furthermore, even though 11.5 percent of the interviewees oppose affirmative action in the company, they believe biracial people in the company qualify to be a unique race because they exist. In relation to this fact, it would be advisable for the company’s human resource department to consider biracial people as a new race when recruiting employees in the future (Paludi, 2012).
Acknowledgement of this fact is in line with racial diversity in the company and elsewhere. In this respect, it is important for the human resource department for the company to address biracial people as unique people coming from a distinct race because workforce diversity in the company is a reality. Objectively, it is an acknowledgement of the facts in the company rather than addressing the issue as colonist leaders addressed biracial Americans during the colonial period (Korgen, 1999).
With respect to this argument, as the human resource manager for this company facing multiracial challenge in its workforce, I would consider biracial people as a unique race. In other words, in line with the affirmative actions in the company, I would neither in the future consider biracial people in the company as white nor as African-Americans. This means that I would treat them as a unique people coming from a distinct race.
Groschl, S. (2011). Diversity in the workplace: Multi-disciplinary and international perspectives. Farnham, Surrey: Gower.
Korgen, K. (1999). From black to biracial: Transforming racial identity among Americans. Santa Barbara, CA: Greenwood.
Mor-Barak, M. (2011). Managing diversity: Toward a globally inclusive workplace. Los Angeles: SAGE.
Paludi, M. (2012). Managing diversity in today’s workplace: Strategies for employees and employers. Santa Barbara, Calif: ABC-CLIO.