Case Study questions and answers:
Another theory which can be associated with this case study is the theory of racial discrimination. The case study clearly reveals instances where the racial minority faces several kinds of discriminations in the workplaces due to their skin color. Racial stereotypes that the entire society has created, judges a person and his talents and characteristics are all dependent upon this stereotypical theories and concepts of the societies (Plaut, Thomas and Hebl 2014). Some races or ethnic groups are always considered to be at the top level of the social hierarchical structure. This is where there comes the inequality between the groups.
a). The term intersectionalityimplies the connections between the race and the class, and other categories which actually are the categories of identification of the people. The term also means the different categories of discrimination that overlap one another and prove to be a disadvantage for them (Hancock 2016).
b). The specific identities that intersect and make people feel vulnerable in the workplace scenario are the color of the skin, their race and also their ethnic background. They are differentiated on the basis of the cultural differences and they also are excluded because of their linguistic backgrounds. Also the psychological and sociological stereotypes of different cultural identities actually make them feel vulnerable of their position. Also in the case of Hamidi, the intersection of two different religion and cultural background are the prime source of feeling vulnerable.
People have no control over their individual identities. They are born from their parents who actually belong to the ethnicities. The people inherit the genetic characteristics from their parents and this actually shapes their identities which they carry forward to the next generation. In the case study, since Hamidi belonged to two different ethnic identities, she had been extremely dicey with her identity and at the end she decided to move to Ethiopia and immerse herself into the family traditions and history because it would provide her with one cultural identity that she can live upon and indentify herself to be.
References:
Bolin, B. and Kurtz, L.C., 2018. Race, class, ethnicity, and disaster vulnerability. In Handbook of disaster research (pp. 181-203). Springer, Cham.
Hagelskamp, C. and Hughes, D.L., 2014. Workplace discrimination predicting racial/ethnic socialization across African American, Latino, and Chinese families. Cultural Diversity and Ethnic Minority Psychology, 20(4), p.550.
Hancock, A.M., 2016. Intersectionality: An intellectual history. Oxford University Press.
Okechukwu, C.A., Souza, K., Davis, K.D. and De Castro, A.B., 2014. Discrimination, harassment, abuse, and bullying in the workplace: Contribution of workplace injustice to occupational health disparities. American journal of industrial medicine, 57(5), pp.573-586.
Plaut, V.C., Thomas, K.M. and Hebl, M.R., 2014. Race and ethnicity in the workplace: Spotlighting the perspectives of historically stigmatized groups. Cultural Diversity and Ethnic Minority Psychology, 20(4), p.479.
Spencer, S., 2014. Race and ethnicity: Culture, identity and representation. Routledge.
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