Discrimination and Stress
Discrimination may not be as blatant as 20 decades ago but its menace though subtle still exists and harder to detect. In an article written by Michelle K. Massie, a Monster Contributing Writer, discrimination whether in the workplace or in school can cause undue toll on the physical, mental and emotional well-being of employers and students. She cited a 2002 Rutgers University study, "A Workplace Divided: How Americans View Discrimination and Race on the Job", which found 28 percent of African Americans and 22 percent of Hispanics/Latinos have experienced workplace discrimination as compared with 6 percent of whites.In a related 2003 psychological study, "Mental Health Outcomes In The Discrimination-Stress Mechanism in African Americans" by Vickie M. Mays, Susan D. Cochran, and Aarathi M. Venkatesan, from the Department of Psychology of UCLA, results have shown racial/ethnic discrimination to be the most frequent and upsetting, and there is significantly greater depressive distress and anger, particularly for African American women when the perceived discrimination was by other African Americans for social and economic differences.
Stress and work always go together. In fact every minute of our lives we do not go unaffected by one form of stress-inducing event or situation. Stress that can lead to an illness which might prevent an individual from fulfilling the demands of a job, however, is a cause of concern for employers and employees alike. Stress becomes more problematic when it is paired with discrimination. The tension between members of the group and the stressful demands of a job can ultimatel lead to stress-related illnesses which employees can use as basis when applying for claims.
In an article by Dr. Albert M. Drukteinis, a prominent psychiatrist and director of New England Psychodiagnostics, relevant issues tackled regarding compensation stress claims are placed under three broad categories: discrimination, harassment and accommodation. Most discrimination claims, however, do not have a primary psychological issue with regards to the law and are decided on the facts whether or not discriminatory practices existed. But a secondary psychological issue, that of emotional damages, exists. The Civil Rights of 1991 amended Title VII permitting plaintiffs to sue under federal law for compensatory and punitive damages, not just for injunctive relief, back pay, and attorney fees. Now emotional distress that flows from the discrimination is also compensated.
So what can we do? Moreover, what can companies do to help their employees? An ongoing research Perceptions of Discrimination, Health and Mental Health: The Social Stress Process by James S. Jackson, David R. Williams and Myriam Torres from the Institute for Social Research, University of Michigan, concluded that a strong sense of self-efficacy can buffer the proliferation of stress among those coping with frequent discrimination. Strong religious beliefs and a good network of emotional support from friends and family can also buffer a person from stress.
In the first article cited above, Audrey Murrell, an experienced associate professor of business administration and psychology at the University of Pittsburgh's Joseph M. Katz Graduate School of Business, has presented a list of suggestions for employers to consider when taking steps toward intervention:
- Recognize the difference between job level and job title. An employee may be granted a particular title, but if the level of responsibility and challenges haven't changed, the worker can feel he is being appeased and that he isn't fully trusted or valued within the organization.
- Examine barriers to both entry and advancement.
- Study companies that consistently do things right. Pay attention to diversity leaders, and integrate their best practices into your workplace culture.
- Concentrate on targeted recruitment strategies.
- Create focused employee-development initiatives such as formal mentorship programs that equalize resources and facilitate diversity.
- Form affinity or diversity groups within the company.
And as for workers, Prof. Murrell has these to say:
- Participate in company-sponsored affinity and networking groups.
- Join external professional organizations.
- Develop informal social support networks made up of people who can offer insight into workplace issues.
- Consider therapy or counseling. Community-based employee assistance programs also offer more holistic approaches to dealing with workplace issues.
- Seek out a job coach who can help you move to the next level in your career.
- Keep a detailed log of events in case you decide to file a complaint with your supervisors, human resources department, union, a lawyer and/or the Equal Employment Opportunity Commission (EEOC).
Sources:
The Stress of Workplace Discrimination: What Can Employers and Employees Do?
by Michelle K. Massie
http://diversity.monster.com/afam/articles/discrimstress/
Mental Health Outcomes In The Discrimination-Stress Mechanism in African Americans
Vickie M. Mays, PhD, MSPH, Susan D. Cochran, PhD, MS, and Aarathi M. Venkatesan, BA
http://apha.confex.com/apha/131am/techprogram/paper_67647.htm
The Growth of Employment Stress Claims: Workers' Compensation, Discrimination, Harassment and Accommodation Problems
Federal Laws and Stress Related Illness - Part 3 of 5
Albert M. Drukteinis, M.D., J.D.
http://www.psychlaw.com/LibraryFiles/EmploymentStress3.html
posted by diversityworking @ 2:56 PM
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