Brenda Davis Chief Of Social Work

Social workers are often on the forefront in the fight against any form of oppression as against the marginalized society. These demanding but oftentimes unappreciated efforts are often addressed through the conscious use of skills and knowledge of the problems being solved against. When such oppression is however committed against them within the organization where they work, the social worker seems to be mum about the situation, or their efforts perhaps are rendered inutile. North America social workers experience this form of oppression within the social service institution. For this reason, I examine the arguments why the social workers need to be aware of the existence of this unique form of oppression. In order to eliminate oppression in the social welfare workplace, the social workers, in their pursuit of social change, must have a competent understanding of the theory around racism and oppression.

It wasn’t until I earned a few college degrees that the military would even entertain my packets for promotion where I was station. Once I realized my ignorance regarding not just racism but also sexism I found myself encouraging minorities to obtain an education in order to compete. As Spencer (2008) said in his article “education and employment opportunity, he was made in his opinion palatable to the dominant culture.” This article compels me to think of situations from my past life experiences. It amazed me how much I overlooked some hurdles that I overcame when it comes to racism and/or sexism. My reflection involved my critical thinking skills to determine if I deliberately block it out or did I truly forget. I found myself questioning my experience and opportunity to search for new perspectives and new solutions if

Kyle Davis drove in a career-high five runs and the West Virginia University offense came alive a day after being shutout to pound Tulane 18-5 on Sunday afternoon in the series finale.

Have you ever felt like you were denied a job based on your abilities or race? Such might be possible, but Firoozeh experienced a whole different form of prejudice. She was denied jobs not because of her lack of education, which consists of graduating with honors from UC Berkeley with a humanities major, rather, she was denied because of her name. Though many places claim to be an equal opportunity employer, that is not always true, but being defined by your name, rather than your skills or education is just ignorant. Firoozeh is reluctant to believe it is a coincidence, but as soon as she began filling out applications with her “American” name, Julie, all of a sudden she began to receive a flood of job offers. That was more than coincidence, that was discrimination.

According to the record and a strained relationship between Ms. Walker work and Ms. Lewis from the beginning. . . Ms. Walker claims that Ms. Lewis singled her out for scrutiny and reprimanded her for many things that were false or insignificant Ms. Walker met Director of Equal Employment Opportunity Program for the Atlanta

Research by Anna Lazarus and Juan Enjamio (2015) presented the background of David Baldwin, a Supervisory Air Traffic Control Specialist for the United States Department of Transportation in Miami, Florida. He filed a formal Equal Employment Opportunity (EEO) complaint within the established timeline with the Federal Aviation Administration after he was not selected for a permanent position due to his sexual orientation. It was alleged by Baldwin that the supervisor involved in the selection process, made negative comments about his sexual orientation. The Agency took the position that the complaint was untimely and that the sexual orientation portion of the claim was appealable to the Agency, while the portion of the complaint involving reprisal was appealable to the Equal Employment Opportunity Commission (EEOC). (Lazarus and Juan 2015)

In a multicultural society, Pittsburgh Mercy Health System’s policies and regulations are intentionally structured to tackle oppression and the exclusion of any individuals. However, the actions of a few employees have recently left me to ponder on the extent of which these policies are enforced. More specifically, I shadowed a service coordination for a week and observed her interactions with an immigrated family. I was highly disappointed for several reasons.

One of the most challenging professions for African American males is social work. As a social worker, I have realized that I have to work under two domains. The first one is to work under the race identity and the second one is to work as a class identity. Although I am proud of being an African American, I usually feel sorry for myself being from unprivileged social class in the American society. The identity of being an African American male has affected my social work in many aspects. This is because it has made it impossible to carry out my professional duties because of negative perspectives and discrimination in the society. African American social workers are considered to be incompetent by the rest of the society hence making it impossible to delegate duties without any form of discrimination. This paper provides my own reflections as an African American male in the field of social work and how this identity has affected my practice in community work and advocacy duties.

This week the intern, Latasha Willis, used her critical thinking skills when entering data for the clients at the agency she is interning at this term. The agency serves many counties. The county that the intern was entering data for was Macon County. The intern noticed that the data showed what population is served the most. The data showed that there are more African Americans being served than any other race. The data also showed that most of the clients were around 82 to 90 years old. The intern was entering the data from the referral forms that are completed when a client is referred to the agency. The service that was being provided was “home delivered meals”. On the referral forms the intern noticed that it was the client’s basic information

The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.

Studies that have been conducted to examine the level of access and employment inequity experienced by minority groups show that with equivocal levels of education and work experience, job applicants who have an English sounding name are requested for an interview up to forty percent more than their competing job applicants who have a Indian, Pakistani, or Chinese sounding name (TIEDI, 2011). Furthermore, the dismissal of the African-Canadian woman discussed earlier is not as surprising when one takes into account that in Toronto, arguably Canada’s most multicultural city; those of African-American descent reported one of the highest amounts of discrimination in relation to those of other visible minorities (TIEDI, 2011). The deduction that can be made then is that there still persists to be a belief that there is a correlation between one’s racial background and their perceived ability to do a job as effectively as that of their Caucasian or other dominant racial counterparts. Such a belief greatly hinders Canada’s workplace as it fails to utilize the skill-sets, knowledge, and qualifications of visible minority individuals that would otherwise benefit the community, and it largely damages one’s ability to integrate into Canadian society as a functioning member treated with equal regard,

The “Fight of the Century” between Floyd Mayweather, Jr. and Manny Pacquiao shared similarities with the Fight of Last Century between Jack Johnson and Jim Jeffries in terms of grandeur and publicity. The fight between Johnson and Jeffries was painted on a background of racism and is viewed as a key event in the struggle against white supremacy. However, with the U.S. striving to eliminate racism, Mayweather vs. Pacquiao was not centered on racial conflict. Nonetheless, the fight on May 2, 2015 contained ingredients of social justice issues. “Mayweather is Jack Johnson without a redeeming side. Johnson, despite a polarizing persona, at least inspired pride among black folk. Mayweather's violent history with women renders him a hip O.J. Simpson,

This MTA facility was kept organized and well supervised. The overall office was clean and free of any hazard. I was also able to observe adequate lighting along with proper ventilation. At the time of my visit the manager, Beverlyn Richards informed me that the participant just left the work site. The participant also completes the maximum work hours each week. I collected the weekly timesheet and left the work site.

I agree with you that this “fight” was more of a battery against one man. Stewart displayed himself in a threatening manner and then threw Hilgertfort on the ground. All of which could’ve been prevented if Stewart would’ve just followed the rule of the business about hats. Stewart had intent to cause trouble while Hilgertfort was just trying to do his job. It would surprise me if someone did not believe this was battery because of all of Stewart’s forethought.

Top-down commitment to keep up top quality execution, Starwood utilizes the administrations of a Six Sigma group called “Black Belts”. This organization envelops the DMAIC technique that finds the primary driver of obstructions of viable execution. Once the issues are distinguished, Starwood can oversee and mitigate issues that negatively influence implementation and profitability.