Racism

Everyday people are born, and once this bundle of joy enters our world their parents provide them with a name that means something special to them, and their job is to uphold themselves neatly and carefully because this name is something no one can take away. Names have a powerful meanings to them. Yet, the power and elegance of a name doesn’t matter to everybody because for those who have names that are represented from African descent will soon be labeled as people with a “black name”. As seen in a recent debate article posted in The New York Times by author Morgan Jerkins offers a debate about Racism, based on a name and questions the proposal “ How can employers confront the bias those with African American names face in the job market?”
( Jerkins). Debaters of this article argued and provided some conformity for African Americans in detailing and explaining how some social barriers should be dropped for black employees, and that some advisement of employment should be addressed since they can weigh social barriers. While other debaters claimed that there was nothing wrong with this controversy. This topic all comes back to the point where celebrity Raven Symone made a comment about “ black names” and how she wouldn't hire anybody with a name of this sort. The term “ black names” cannot be modified because this is something they are born with, but instead of work facilities degrading someone on their name, instead they should see what this particular person can offer to the work environment. The barrier that comes with this controversy is degrading, minimizes people’s opportunity to get a job, and also gives those people something harder to fight for. In order for people to appreciate the stigma of black names, is for them to overcome this racial inequality. Degrading a person based on their name is inaccurate because it’s not helping anybody.
It serves as a barrier for those who are placed in this stereotype, because it’s not giving them a job, but more so it doesn’t give that person the chance to show the employment corporation what they could bring to the workforce, and how having them on their team is beneficial. In a study done by Carissa Romero, it shows how research suggests that diverse teams outperform and innovate better than homogenous ones. But deeply ingrained biases can taint evaluations of individuals from underrepresented backgrounds. Researchers have also found that bias based on names is common. From the study in Romero’s article “Employees should actually weigh social barriers” goes by informing viewers, “ The success of new employees can be predicted based on their experience, job related skills and education background, and recruiters need to ensure they evaluate only the criteria that are important for the job” ( Romero). These findings can be noticed very observantly in the workplace by only seeing select races work there, in which they all have certain names. Even though companies are not trying to eliminate the face of all African American workers, they are aiming to get rid of those who are “ too black”. As said in the article “Take some of the pressure off black employees," Carbado mentions important information to his readers saying “ This is why black applicants ‘whiten' their resumes by, for
example going by their first initials or omitting references to alma maters and membership in racially specific organizations ( Carbado). Speaking about this goes to show how much more work African Americans have to do than others to get the job, which in some cases, they are more suitable for the job rather than their competitor but didn’t get it because of their name. Going back to what the author Morgan Jenkins said about “ employers also tend to hire ‘racially palatable’ blacks or other minority individuals. If a person is unstereotypically nonwhite — which is to say, for example, that he or she acts white that person is more likely to be pondered for the job”. Therefore everyone arguing this position for this topic have all came back to the point about the blacks placement in the job area. More importantly the degrading and undermining plays a huge part in this effect, but also how it limits those to get a job. For instance the fact of minimizing those opportunities to get a job in this case is horrendous.
The fact of hiring blacks has been around for years Jerkins says “ The insidious bias against black sounding names pops up long before they hit the job market” ( Jerkins). The matter of the fact is, if all job corporations have this same mentality, how will people with names of African descent even have the decency to get a job. To give others a different way of viewing this is matter, would be to think of this stigma as if every time someone entered a store they were confronted by security because of the way they dressed. That is not only discriminating and humiliating to the person but shows them they are not up to society’s standards. In better cases the same applies to those african americans with a “ black name”, research found “ that black employees were very careful to show conviviality and pleasantness” ( Carbado). That statement is a challenge because it goes to show how much those of other races have to do to be considered for a job. But, even though they have to do all of this is there even certainty still that they will be considered for the job? The answer is something we will never know. The best thing to do would be stop labeling those, and instead give them a shot because they are as much as a caretaker as anyone else applying for the same
job.

African Americans have literally had to fight for everything in life, and seems like this is one controversy that will never end. No one can appreciate the stigma, because there is nothing to appreciate. No one wants to constantly fight for everything in life because after all certain situations starts to get old, even though some people like to endure slight challenges to have meaning behind it doesn’t support that.