Recent orders
David Walker and William Lloyd Garrison Writings to End Slavery
Name:
Course:
Professor:
Date:
David Walker and William Lloyd Garrison Writings to End Slavery
In the first quarter of the 19th century, slavery was increasing in the south thus there came people who called for the end of slavery and white supremacy. The Abolitionist movement was a movement established in the early 19th century with the main aim being to end slavery. Among the abolitionist include; Fredrick Douglas, Harriet Beecher, William Lloyd Garrison and David Walker. William Garrison and David Walker did some writings addressed to the Americans and were inspired by the Second Great Awakening which made many Americans to see slavery as a sin and an inhuman act (Scott, pg. 4). Garrison and David Walker wrote writings on Abolitionist movement and their ideas on slavery. The paper is going to give a review on Walker and Garrison’s writing and how they reflect the abolitionist ideas and methodologies during the 19th century. The writing of these two also have similarities and differences.
The ideas and writings of David Walker reflect the abolitionists ideologies in the sense that they all advocated for an end to slavery in America. It was a high time for the whites to stop abusing the people of color and treat them like any other humans. Racial discrimination was at peak in the 1820s and 30s where the whites viewed themselves to be more important than the people of color. According to the Writings of Garrison and Walker, they were for the idea that slavery was to come to an end and the whites had to treat other races with respect since they have shed more blood struggling for America’s independence (Walker, pg. 1). Just like many Northerners, Garrison and David Walker wanted slavery practiced by majority of the southerners stopped in a peaceful way.
The southerners viewed slavery as a necessary evil, but were aware they needed to stop this kind of evil but lacked a peaceful way to do it. William Lloyd Garrison was a white from the North who wanted slavery to come to an end by writing about what the religion said about fair treatment. The abolishment movement viewed slavery as oppression to the blacks, the two writers were also for the idea and wanted the Southerners to stop slavery as soon as possible. In the North slavery was not a priority unlike the southerners who knew the importance of slavery thus lacked a better way to end slavery without disrupting their society and economy (Scott, pg. 6). Despite the importance of slaves to the Whites in the south, Abolitionists including David Walker and William Garrison continued to pressure them to end it in their writings and magazines.
The two were for the abolitionist idea that the slaves had suffered enough and it was time to free them. America was independent and everyone was to be free since the country was free from colonial rule. To the abolitionists; Walker and Garrison, the Southerners were not being fare to the Colored Americans who help fight for the country during the American revolution. It was so inhuman to practice slavery on them yet a lot of blood was shed to see America is free. In their writings all the two wanted was for an end in slavery and there to be equality in America a country that does not discriminate basing on race and color but a country that views everyone as equal. This was some of the goals of the abolitionists movement; to end slavery and racial discrimination, thus Walker and Garrison helped to demand for this in their writings.
The two had similarities in their writings that is they all called for an end to slavery and better treatment of the black community. The two were from the North even though Garrison was a white and Walker was a black American, they also communicated on the idea of slavery through writing. The two base their arguments from the American declaration on independence, “that all men are created equal, and endowed by their Creator with certain inalienable rights, among which are life, liberty and the pursuit of happiness.” The both give this quote in their writings and concluded that if we believe that all men are equal then slaves should not be an exception. They both called for a peaceful end to slavery refereeing to religion and human rights. Also a key similarity in their writings is that they both speak from experiences and what they happen to have witness. According to William Walker, he says, “Oppression! I have seen thee, face to face,” (Garrison, William Lloyd pg. 1). Similar words are also said by David Walker in his writing, “I do not speak from hear say—what I have written, is what I have seen and heard myself,” (Walker, pg. 1). This implies that the two are speaking from a point of experience and have an evidence to what they are saying.
Despite the same agenda, the two have differences, first one is black and the other is a white thus William is trying to speak for another race while David Walker is speaking for his own people including himself. David Walker was born to a slave father thus he clearly understands the pinch of slavery. Due to these differences, we see William referring to “they” in his piece (Garrison, pg. 1), while David refers to “us” (Walker, pg., 1). Garrisons letter was to the public and mainly addressed to those who practiced slavery while David Walker’s was an appeal to the people of color to whom majority were slaves.
Conclusively, David Walker and William Garrison’s writings had a major impact on how people viewed slavery despite of the resistance that abolitionist movement had received at first. With time more whites especial from the North begun to feel the urge to end slavery in the nation and that is was not a good thing. The foundation established by the two writers encouraged antislavery sentiment and more people came out to call for an end in slavery.
Work Cited
Class readings
Garrison, William Lloyd. William Lloyd Garrison and the Fight Against Slavery: Selections from The Liberator. Bedford Books of St. Martin’s Press, 1995.
Scott, Otto J. The Secret Six: John Brown and the Abolitionist Movement. Uncommon Books, 1979.
Walker, David. “Walker’s Appeal, in Four Articles; Together with a Preamble, to the Coloured Citizens of the World… (Boston, 1830).” (1830).
Racial Discrimination in work places
Business
Students Name
Institution of Affiliation
Course Title
DateRacial Discrimination in work places
Racial discrimination in workplaces involves the treatment of an applicant or an employee unfavorably because they are of a certain race or due to personal characteristics that are associated with a certain race such as skin color, hair texture and or specific facial features (Delgado, 2017). President Lyndon B. Johnson after the passing of The Civil rights act of 1964, was very sure that racial discrimination, as well as the acts of segregation, would be discontinued. According to Title VII of the civil rights act of 1964, it is unlawful employment for an employer to fail or refuse to hire or discharge any individual or otherwise to discriminate against any individual with respect to their compensation, conditions, terms or the privileges of employment due to the person’s race, religion, color, sex or even nationality (Hahn, Truman and Williams, 2018). It is also deemed to be unlawful to segregate, limit or even categorize the employees or the applicants of a job in any manner to which would deprive the person of employment opportunity or otherwise get adversely affected through their status as employees due to such individual’s racial components.
Racial based discrimination in the workplaces has been ongoing in the modern day, a fact that the society tends to overlook on the daily basis (Thompson, 2016). In some cases, racial discrimination in the workplaces has continued to get worse. In the year 2004, the equal employment opportunity commission submitted a report of around 28,000 cases of racial discrimination to which had a 125% increase since the year 1994. The organization to which differentiate their employees by race, despite the prohibition by the law, have a higher risk of losing their financial support, preposterous fines, a decrease in notoriety as well as lawsuits and the incorrigible outcome of demoralization in the workplace.
There are rumors as well as truths that tend to circulate throughout the business community as the potential applicants for jobs tend to spread the word about businesses that are purported to engage in the practices of discrimination. The allegations of discrimination may have the probability of ruining the relationship between the vendors and suppliers, and all of these issues tend to take a toll on the organizations business reputation, the inability to recruit new talents or employees and the core of it all the profits gains of the company. The employers who fail to implement the non-discriminatory actions in their workplaces are likely to suffer from financial losses as racial discrimination in the business tends to divide the company’s loyalties affecting the workplace productivity and can thus be an embarrassing issue for the company that interferes with the business (Sawyer, 2014). As already possessing and being labeled immoral and dissipated, the companies and businesses that are corrupt begin to lose the equal opportunities of clients that results to their financial cutbacks to which may lead the organization to collapse.
The preposterous fines and the lawsuits get to be much common in the event after an employer has displayed the racial partiality. There are three examples to which individuals and companies have been put to justice using the civil rights act of 1964. Some of the cases include Gonzalez v. Abercrombie and Fitch, equal employment opportunity commission v. Walgreens Co. and the Bowles v. Osmose Utilities Services Inc. A class action lawsuit was filed in June 2003, against the Abercrombie and Fitch on behalf of the nine young adults that had been victims of racial discrimination where they were denied sales jobs based on their race and ethnicity. The president of litigation for MALDEF, Thomas A. Saenz stated that the organization had systematically cultivated an all-white A$F look and then faulted the Latinos, African American and Asian Americans as well as other potential employees and recruits for failing to fall under the whole racial image of the whites. When other people other than the whites happened to apply to work for the company, the managers would always suggest that they should work in the stockroom or rather in the sales position despite their high qualifications and were only denied the chance for a better position due to their race. In the year 2005, the organization was required to pay 5o million dollars less the attorneys’ fee and costs to the victims who had sued the company for discriminatory practices. The settlement also requires that the company should institute a range of policies as well as programs in promoting the diversity of the company’s workforce and prevent further discrimination based on race or gender.
In the second example, The Equal Employment Opportunity Commission in the year 2007, filed a class lawsuit against the Walgreens Company for employment discrimination practices (Cavico et al. 2016). There were thousands of African American who came forth with the allegations that the Walgreens Company were practicing racial bias. The workers stated that the company had assigned the managers, pharmacists and management trainees to low-performing stores and the stores in the African American communities due to their race. The workers were also denied equal promotional opportunities based on their race, which is a violation of federal laws. The lawsuit was filed under the VII of the civil rights act of 1964 in the US district of Illinois; this was after the first attempt to reach a voluntary settlement of the Equal employment opportunity with the Walgreens Company. Following a fair hearing, the court ruled that the consent decree of over 24 million dollars which happens to be one of the largest monetary settlements of the racial cases by the EEOC, was issued to which was fair, reasonable and adequate.
In the last example, Orris Bowless in May 2006 filed a discriminatory case that was based on race against Osmose Utilities Services Inc. Bowless was hired by Steve Fisher, a foreman of the Osmose company to work on Fisher’s utility pole treatment crew. Fisher began making racial insults towards Bowless along with other African American members soon after he had started working on the crew. On one occasion, Bowless ground his teeth so hard such that he broke one and the harassment that he suffered made him drink more heavily leading to domestic upheavals. After a bench trial, a district court ruled in favor of Bowless requiring Fisher to pay him 20,000 dollars as a compensation for the damages and 80,000 dollars in punitive damages.
The equal opportunity employment commission has made laws that are aimed to protect the employees against unethical actions in their workplaces (Blount et al. 2016). The commission provides for an atmosphere that is of equal opportunity for the employees to work. There are many cases of racial discrimination that happens in every day, some to which never get reported and the above is just a sample of the cases that have been filed about racial discrimination in the workplaces. According to statistics, racial discrimination is an ongoing problem that tends to get worse with time as more and companies tend to make employment for some races difficult.
The harsh results of operating in an unethical business are the biggest problem a prejudice organization can experience. The demoralization of a workplace taints the overall attitude of the other employees that eventually result in negative actions and poor work productivity. The crippling effects of workplace racial discrimination involve poor culture and a demoralized workforce, a debilitating effect on the person, negative fallout for the society as well as the reduced profits for the organizations. Racial discrimination can lead to the perplexing of the employees; it can also cause the formation of cliques making teamwork as well as the group functions relatively impossible.
According to studies, job satisfaction is lowest when the employees get to experience racial discrimination as the workers tend to lose focus and start procrastinating (Sargeant, 2016). Racial discrimination does not only affect a person but also the entire staff is also affected. The time used in resolving the racial issues could otherwise be used in a better way such as improving the operations of the organization. The loss of staff focus leads in the loss of productivity as the employees who feel discriminated tend to seek for employment in other firms to which they can be treated better thus resulting to loss of time in the organization in trying to search for replacements. More costs get to be added to the company as the newly hired employees need to be trained as well as dealing with the setbacks that result of lack of productivity for the new employee. There are various studies that have indicated that racial discrimination is a predicament for psychological problems as well as higher stress levels. The psychological problems associated with racial discrimination include depression, low satisfaction rate in life, and higher levels of anxiety. According to some reports, the stress levels can be so high that eventually may lead an individual to get hospitalized. There is also a possibility that racial discrimination could cause such negative effects such as hypertension, headaches, and insomnia as well as chest pains in addition to other mental and physical problems. The individuals who have been deprived employment by racial segregation may react violently due to anger and frustration from the situation, as they feel inadequate and could harm the people who are around them. Cases that have been reported as a result of overreaction after denial of employment by racial discrimination include domestic violence as well as killing sprees.
The organizations differentiating their employees by race have a higher risk of lawsuits as well as hefty fines (Wagner III and John 2014). It is evident that majority of the companies have lost millions of dollars to the employees who have left their organizations due to racial discrimination. The lawsuits based on racial segregation make the company lose notoriety as well as respect from their customers. Also, the company is at the risk of ruining their reputation that they have taken a lot of time to build and also a lot of time and money is wasted in the trial process and compensations. The practices of racial segregation create an environment that is unfit for work, and other employees fear that to some extent some form of discrimination may happen to them in the course of their work. The employees may, therefore, become depressed and fearful of losing their jobs thus creating high levels of anxiety on the personal levels and therefore, the employees should be made comfortable at their workplaces.
Unethical behaviors in the workplaces only result in the decrease of the organization’s morale (Askew et al. 2015). An approximate of around 34,000 claims had been filed with the EEOC against the bigoted companies in the year 2008. The attorney of the EEOC stated that there is a new generation of workers in the current regime who are still not raised in the civil rights movement. The individuals have not been aware of the existence of specific laws that have come about to the defense against racial discrimination, and that is the trend that has been witnessed in the society in general. In an attempt to reduce and prevent the rate of racial discrimination in the workplaces with the future employees, the companies are advised to start new employee orientation with a zero-tolerance policy of discrimination to which results in termination if they get to be violated. Anti-discriminatory policies should, therefore, be included in the employee’s handbooks, all the employees should, therefore, be trained in ways to prevent the incidences of racial segregation in workplaces as well as the employers should obtain and provide the educational resources that are crucial about racial discrimination to their employees.
The promotion of teamwork as well as group activities will tend to shift the focus to a more contagious like setting and thus allow the employees and co-workers to mingle, have a chance to know each other personally creating the possibility of generating a healthy and non-discriminatory staff. In summing up, the issues of discrimination in workplaces could be avoided if the employers would abide by the law and provide proper training for all of their employees, and as well encourage a working environment that is non-discriminatory for the employees to work. The formation and application of policies that are zero tolerant to racial segregation in all aspects of the organization are among the best steps towards the elimination of racial segregation in workplaces.
Work Cited
Askew, Octavia A., Jeffrey M. Beisler, and Jetonga Keel. “Current trends of unethical behavior within organizations.” International Journal of Management & Information Systems (Online) 19.3 (2015): 107.
Blount, Justin, et al. “Social media: creating student awareness of its use in the hiring process.” Southern Journal of Business and Ethics 8 (2016): 202.
Cavico, Frank J., Bahaudin G. Mujtaba, and Marissa Samuel. “Code words and covert employment discrimination: Legal analysis and consequences for management.” International Journal of Organizational Leadership 5.3 (2016).
Delgado, Richard, and Jean Stefancic. Critical race theory: An introduction. NYU Press, 2017.
Hahn, R. A., B. I. Truman, and D. R. Williams. “Civil rights as determinants of public health and racial and ethnic health equity: Health care, education, employment, and housing in the United States.” SSM-population health 4 (2018): 17-24.
Sargeant, Malcolm. Age discrimination: Ageism in employment and service provision. CRC Press, 2016.
Sawyer, Jeremy S. What Long Term Business Strategies Can Be Implemented by the Lodging Industry to Succeed Under the Patient Protection and Affordable Care Act?. Diss. Empire State College, 2014.
Thompson, Neil. Anti-discriminatory practice: Equality, diversity and social justice. Palgrave Macmillan, 2016.
Wagner III, John A., and John R. Hollenbeck. Organizational behavior: Securing competitive advantage. Routledge, 2014.
The Impact of Racial and Ethnic Discrimination on Adolescent and Early Adult Development
.
The Impact of Racial and Ethnic Discrimination on Adolescent and Early Adult Development
Student’s Name
Institution Affiliation
Course Name and Code
Professor’s Name
Date
The Impact of Racial and Ethnic Discrimination on Adolescent and Early Adult Development
Adolescents’ social identities are heavily influenced by their ethnic and racial identities, which are key elements of social identities. Racial and ethnic identity is a multifaceted concept that includes psychological attachment to and affiliation with a racial or ethnic group (Ginsburg & McClain, 2020). Ginsburg and McClain (2020) further reveal that racialized society has significant impact on adolescents’ identities and development processes. This is because one’s identity influences most of the treatment that they receive. Research further reveals that the 6- to 20-year-old demographic that makes up Generation Z, sometimes referred to as the Postmillennial Generation, is on track to surpass all others in terms of racial diversity (Fry & Parker, 2018). From 39% in 2002, that segment now includes 48% diverse or multiracial individuals. Beyond race, people from various ethnic, sexual, and religious groupings are visibly more prevalent in society. As a result of these demographic changes, there is an urgent significant need to address discrimination, particularly in light of glaring disparities and inequalities along the lines of social identities that are disadvantaged (Fry & Parker, 2018). In order to encourage the members of the society to address discrimination, it is important to inform them of the adverse effects discrimination has on adolescent and early adult development. Thus, this research paper’s main research question seeks to uncover the impact of racial and ethnic discrimination on adolescents and early adult development.
The data for addressing this study’s research question have been extracted from transcripts from qualitative oral history interviews available in the canvas site. Various themes have been generated from these transcripts to showcase how racial and ethnic discrimination impacts adolescent and early adult development. These themes along with citations from literature that will be utilized to interpret the findings in each theme are presented below.
Anxiety Symptoms
One theme that emerged from the data is that racial and ethnic discrimination result in anxiety symptoms among the adolescents. This theme was supported by the particioant who stated that:
“No, when we see them (Whites), we were nervous. We had no Whites in school with us. We had to ride in the back of the buses…”
When asked about how seeing the whites felt, P1 further explained;
“Well, we were nervous all the time. When we saw the Whites, we got nervous. There was no telling what they would do to us.”
The following journal articles will be used to interpret the finding in this theme.
Williams, M. T., Printz, D., & DeLapp, R. C. (2018). Assessing racial trauma with the Trauma Symptoms of Discrimination Scale. Psychology of Violence, 8(6), 735. https://psycnet.apa.org/doi/10.1037/vio0000212Sosoo, E. E., Bernard, D. L., & Neblett Jr, E. W. (2020). The influence of internalized racism on the relationship between discrimination and anxiety. Cultural Diversity and Ethnic Minority Psychology, 26(4), 570. https://psycnet.apa.org/doi/10.1037/cdp0000320Cheref, S., Talavera, D., & Walker, R. L. (2019). Perceived discrimination and suicide ideation: moderating roles of anxiety symptoms and ethnic identity among Asian American, African American, and Hispanic emerging adults. Suicide and Life‐Threatening Behavior, 49(3), 665-677. https://doi.org/10.1111/sltb.12467Lack of Access to Quality Education
Findings also revealed that ethnic and racial discrimination impact adolescents’ access to quality education. Supporting this theme, the participant stated that;
“In high school, we didn’t get all of the good learning, you know”
This is because the school did not receive sufficient funding.
The following journal articles will be used to interpret the finding in this theme.
Trent, M., Dooley, D. G., Dougé, J., Cavanaugh, R. M., Lacroix, A. E., Fanburg, J., … & Wallace, S. B. (2019). The impact of racism on child and adolescent health. Pediatrics, 144(2). https://doi.org/10.1542/peds.2019-1765Ullah, A. A., & Chattoraj, D. (2018). Roots of discrimination against Rohingya minorities: Society, ethnicity and international relations. Intellectual Discourse, 26(2), 541-565.
Alhusen, J. L., Bower, K. M., Epstein, E., & Sharps, P. (2016). Racial discrimination and adverse birth outcomes: an integrative review. Journal of midwifery & women’s health, 61(6), 707-720. https://doi.org/10.1111/jmwh.12490Increased fear
Furthermore, findings revealed that ethnic and racial discrimination causes increased fear among adolescents and young adult. Supporting this theme, research participant explained that:
“Regardless of how the Whites is doin’ us, just obey them, do as they say and don’t do nothing to start. Because see, at that time, we couldn’t even drink from the same fountain. We walked to the Colored. White. We couldn’t even go past that we would get slapped. We were taught not to do anything that would aggravate the Whites.”
Also, the respondent added that;
“When we saw the Whites, we got nervous. There was no telling what they would do to us.”
The following journal articles will be used to interpret the finding in this theme.
Steele, J. L. (2016). Race and general strain theory: Examining the impact of racial discrimination and fear on adolescent marijuana and alcohol use. Substance use & misuse, 51(12), 1637-1648. https://doi.org/10.1080/10826084.2016.1191513Williams, M. T., Printz, D., & DeLapp, R. C. (2018). Assessing racial trauma with the Trauma Symptoms of Discrimination Scale. Psychology of Violence, 8(6), 735. https://psycnet.apa.org/doi/10.1037/vio0000212Lund, E. M. (2021). Even more to handle: Additional sources of stress and trauma for clients from marginalized racial and ethnic groups in the United States during the COVID-19 pandemic. Counselling Psychology Quarterly, 34(3-4), 321-330. https://doi.org/10.1080/09515070.2020.1766420Lack of Freedom
Finings also revealed that ethnic and racial discrimination causes lack of freedom. Supporting this theme, the respondent explained that:
“…And after we grew up, to see what different way people were living. To me, we were slaves. We were enslaved. But we never knew.”
The following journal articles will be used to interpret the finding in this theme.
Laster Pirtle, W. N. (2020). <? covid19?> Racial Capitalism: A Fundamental Cause of Novel Coronavirus (COVID-19) Pandemic Inequities in the United States. Health Education & Behavior, 47(4), 504-508.
Craemer, T., Smith, T., Harrison, B., Logan, T., Bellamy, W., & Darity Jr, W. (2020). Wealth implications of slavery and racial discrimination for African American descendants of the enslaved. The Review of Black Political Economy, 47(3), 218-254. https://doi.org/10.1177/0034644620926516Increased Poverty
Also, ethnic and racial discrimination was found to cause increased poverty. One respondent explained that they were living in a segregated area and every black was poor. The respondent further stated that;
“…we didn’t realize that we were poor. Because everybody around us was poor.”
This implies that ethnic and racial discrimination cause poverty.
To support this theme, the participant also added that;
“Most of the time the parents didn’t have the fare, ten cents or fifteen cents. A group of us we would walk together and it was a long, long walk”
The following journal articles will be used to interpret the finding in this theme.
Shim, R. S., & Compton, M. T. (2020). The social determinants of mental health: psychiatrists’ roles in addressing discrimination and food insecurity. Focus, 18(1), 25-30. https://doi.org/10.1176/appi.focus.20190035Iceland, J. (2019). Racial and ethnic inequality in poverty and affluence, 1959–2015. Population Research and Policy Review, 38(5), 615-654. https://doi.org/10.1007/s11113-019-09512-7Seider, S., Clark, S., Graves, D., Kelly, L. L., Soutter, M., El-Amin, A., & Jennett, P. (2019). Black and Latinx adolescents’ developing beliefs about poverty and associations with their awareness of racism. Developmental Psychology, 55(3), 509. https://psycnet.apa.org/doi/10.1037/dev0000585Poor self-Esteem
Furthermore, findings revealed that racial and ethnic discrimination causes lower self-esteem among the adolescents discriminated against. Supporting this theme, the respondent claimed that:
“Then, when we got a bus for us to go to school, we had to get on the back of the bus. We get on the bus; we pay our bus fare but we have to get off and walk all the way to the back and just sit on that back seat. We can get on the bus. A few Whites were on. But we still could not sit there.”
The following journal articles will be used to interpret the finding in this theme.
Yang, T. C., Chen, I. C., Choi, S. W., & Kurtulus, A. (2019). Linking perceived discrimination during adolescence to health during mid-adulthood: Self-esteem and risk-behavior mechanisms. Social Science & Medicine, 232, 434-443. https://doi.org/10.1016/j.socscimed.2018.06.012Urzúa, A., Ferrer, R., Godoy, N., Leppes, F., Trujillo, C., Osorio, C., & Caqueo-Urízar, A. (2018). The mediating effect of self-esteem on the relationship between perceived discrimination and psychological well-being in immigrants. PloS one, 13(6), e0198413. https://doi.org/10.1371/journal.pone.0198413Benner, A. D., Wang, Y., Shen, Y., Boyle, A. E., Polk, R., & Cheng, Y. P. (2018). Racial/ethnic discrimination and well-being during adolescence: A meta-analytic review. American Psychologist, 73(7), 855.
References
Fry, R. & Parker, K. (2018). Early Benchmarks Show ‘Post-Millennials’ on Track to Be Most Diverse, Best-Educated Generation Yet. Phew Research Website. Accessed from https://www.pewresearch.org/social-trends/2018/11/15/early-benchmarks-show-post-millennials-on-track-to-be-most-diverse-best-educated-generation-yet/Ginsburg, K. R., & McClain, Z. B. R. (Eds.). (2020). Reaching teens: Strength-based, trauma-sensitive, resilience-building communication strategies rooted in positive youth development. American Academy of Pediatrics.