White Privilege and the Myth of Meritocracy-Diversity in Organizations Essay

White Privilege and the Myth of Meritocracy-Diversity in Organizations - Essay Example The discussion is also made in the additional contexts of the questions that are required to be answered relating to white privileges that have relevance with regard to organizational diversity; white privileges from the vantage point of non-white minority groups; how discrimination fosters white privileges and whites’ perception of their own capabilities and merits; the use of the terms qualified minorities, qualified whites, and qualified women; gender-based privileges; the relationship between wealth and privileges (Bell, 2011; pp. 223-256; McIntosh, 1990; McIntosh, 2009; McNamee and Miller, 2004; Unz, 2012). Discussion Whites here refer to the ethnic groups that fall under the umbrella of non-Hispanic white and have roots in Europe, or else are from North Africa or the Middle East. They include those who self-report being white, or else report themselves to be one or other of the following: Arab, Irish, Polish, Lebanese, Italian, German, or from the Near East. This is also the definition espoused by the US Census Bureau, and forms the basis of the definition for the paper (Bell, 2011, p. 225). By white privileges is meant those privileges that accrue to Whites in America by virtue of the social conventions that work on either positively discriminating whites based on their color to confer special work, consumption, and other social privileges, or to negatively discriminate against non-whites to effectively put whites in positions of economic, social and political power, and in other relevant aspects of social and cultural life in the country. The myth of meritocracy, meanwhile, posits that whites earned their privileges and positions of dominance and power, and that conversely other minority groups effectively have not earned power and therefore are unable to rise into similar positions as whites. The myth of meritocracy also exists as divisions in â€Å"earned† power and privileges along gender lines, with white women being in inferior positi ons at work for instance due to white males having earned their positions through the merits of their own work and capabilities. While there are parties that assert that reverse discrimination exist, and documented in the courts, the reality is that white privilege persists as a social force acting in ways that reinforce those privileges at the expense of women and minorities, even as whites themselves in significant numbers have historically worked for more egalitarian social arrangements among races, viewing diversity in organizations as sources of strength and advantage that lift all in turn (Bell, 2011; pp. 223-256). Answering the first question, McIntosh presents many of the subtle ways by which white privilege presents itself in daily life, and it is easy to imagine that in the context of organizational diversity, many of those presentations are relevant, especially with regard to not being racially profiled for a host of activities including participating in race-based discus sions and in discussions on promotions, and with regard to the impact of subtle segregation rules in the choice of housing for employees that may work against drives by organizations to foster greater racial diversity in its employee pools. In promotions discussions, if majority of upper management is white too, then ingrained social forces operating within an organization would work against greater ethnic diversity in the management ranks too, to cite another example (McIntosh, 2009; McIntosh, 1990). To answer question two, If I were a member of a minority ethnic group, the white privileges relating to natural social tendencies to promote and enhance the power of whites over