Posted: October 8th, 2022

Color Harassment / Discrimination

Color Harassment / Discrimination
Introduction
Treating people differently because of skin complexion is common today both in the community and at workplace. Various organizations are held in the United States concerning people of color, for instance, the National Association of Independent Schools (NAIS), which aims at providing equal learning and teaching opportunities. According to the latest NAIS conference, about seven thousand students for the meeting held in Seattle (Monk, 2015). Other discussions involve deaf people of the color conference, queer students of the color conference as well as the Trans people of color conference. The paper is an essay about issues, current trends and mitigation of color harassment/ discrimination.
The phrase “people of color” was initially introduced during the importation of slaves into the port around the jurisdiction of United States of America. The phrase, however, got added for legislative purposes where people under the minority category could not be allowed into the country (Monk, 2015). Most states have various definitions of people of color, but the term is considered offensive and discriminative against individuals complexion as an act of racism and ethnicity. “People of color”category of people discriminated includes employees, students, LGBTQ people of color, women of color in astronomy as well as colored people with disabilities.
People of Color in Employment
In the United States, the majority of the working class consists of people of color, which has increased raising the living standards of non-Hispanic whites and black people. Title V11 protects employees of color from discrimination during job application, termination, promotion, job training, together with working conditions (Monk, 2015). People of color get discriminated based on their color, decision making based on ability and performance, assumptions towards people of color, and retaliating against employees. Discriminating employees based on color and race is different where color discrimination involves, treatment of job applicants or employees differently due to different color complexion regardless of race, ethnicity as well as nationality.
On June 26th, 2019, Texas worked on the color held campaign due to discrimination and harassment faced in the field. The employees working in a residence where most people are of different colors made it challenging for most workers. Most workers of color face firearms or police called upon while offering door to door service (Monk, 2015). According to one Texas employee of color, most people get scared of communicating and provide skeptical looks to them. Over the years, most workers of color hold campaigns fighting for democracy- learning communities as well as fairness and equality while working. According to the United States census bureau, in 2043, most majority of workers will be people of color, especially between the ages of eighteen to sixty-four. The increase will be brought about by the rise in birth rates as well as migration.
LGBTQ People of Color
The LGBTQ people of color go through discrimination twice compared to white LGBTQ persons in job applications as well as interaction with police and society. Being a queer individual of color in the United States is life-threatening, where most go through discrimination and harassment such as glasses under car tires as well as threats from society (Cyrus, 2017). About thirty-two percent of LGBTQ of color get discriminated against compared to thirteen percent of white LGBTQ. Twenty-four percent of LGBTQ people of color go through discrimination while interacting with police officers compared to eleven percent of white people. LGBTQ people of color also go through discrimination while accessing services such as education, military facilities, employment as well as healthcare (Cyrus, 2017). According to the Williams Institute, black LGBTQ feels safe living among fellow black communities compared to white cities. Most activists have fought for LGBTQ welfare and aim at having a different future for LGBTQ people of color through the fundamental rights of Oregon as well as the national black justice coalition.
Women of Color in Astronomy
According to studies, women of color face discrimination and harassment in the field of astronomy compared to other people. According to the survey, women of color in astronomy fall under the minority category compared to white women or men of color. The act of discriminating against women of color in astronomy is a gender and racial act of discrimination. The studies portray the challenges women of color go through in science and geophysical research. Women of color go through hostile and unfriendly working environments where most skip work due to discrimination and feeling unsafe compared to white women (Velez, Cox, Polihronakis and Moradi, 2018).
The type of harassment involves physical harassment, receiving negative remarks from colleagues as well as verbal harassment. Harassment brings about low performance in the field of science, especially from women of color (Velez, Cox, Polihronakis and Moradi, 2018). Some of the effects of harassment and discrimination in this Feld includes skipping fieldwork, missing important events as well as lack of collaboration with other team players.

Students of Color
According to Triumphs administration reports, students of color require discipline guidance and protection from other students (Brown, 2019). According to reports done on school safety and discipline, changes should be made on how to handle issues related to equity in education as well as control of arrests directed to black students as well as students with disabilities. Under school safety, school-based referrals and arrests have increased in most United States schools where more cases get directed to people of color. Bullying of students of color, however, is on the rise, especially where black, Native Americans and multi-racial students go through discrimination and harassment based on their color complexion. Students of color get discriminated during enrolment into various subjects compared to white students. For instance, in physics and calculus enrolment, white students take a more significant percentage of about fifty-one percent while black students take sixteen percent off in these subjects.
According to every student succeed act, schools should report on student’s performance both in class and in co-curriculum activities, including students of color (Brown, 2019). The bill aims at maintaining equality, especially by looking into cases of arrests, expulsion, and referrals. Triumph administration has enhanced the consistent development of civil rights data. Additionally, the NAIS People of the color conference has assisted the education department in installing skills and knowledge on how to improve the education of interracial, color, and inter-ethnicity in schools.

Conclusion
Discrimination and harassment against people of color have been neglected, mainly where most policies focus on other forms of discrimination, such as gender, racial, and ethnic discrimination. Discrimination against people of color involves discrimination against people of different color complexion, especially among people with similar color complexion. For instance, white appearance among the black community as well as Latinos and blacks among white populations. Various policies and initiatives have developed aiming at reducing discrimination of people of color in schools, workplaces, LGBTQ groups as well as women of color in multiple careers. For instance, the NAIS people of color conference, Title VII, LGBTQ activists, national black justice coalition, triumph administration and many other efforts to curb and reduce cases of color discrimination.

References
Brown, C. L. (2019). Teaching High Schoolers About Colorism.
Cyrus, K. (2017). Multiple minorities as multiply marginalized: Applying the minority stress theory to LGBTQ people of color. Journal of Gay & Lesbian Mental Health, 21(3), 194-202.
Monk Jr, E. P. (2015). The cost of color: Skin color, discrimination, and health among African-Americans. American Journal of Sociology, 121(2), 396-444.
Velez, B. L., Cox Jr, R., Polihronakis, C. J., & Moradi, B. (2018). Discrimination, work outcomes, and mental health among women of color: The protective role of womanist attitudes. Journal of counseling psychology, 65(2), 178

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Tags: Color Harassment / Discrimination