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Essay / Research Paper Abstract
An 8 page research paper that contrasts and compares two research efforts, describe how two teams of researchers, Constantine and Sue (2007) and Watts (1991), which addressed racism in the workplace within the context of an empirical study. Both studies are summarized, prior to offering analysis and conclusions. No additional sources cited.
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8 pages (~225 words per page)
File: D0_khcoswa.rtf
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engrained and so subtly interwoven into the fabric of American culture that many White members of mainstream society would deny its existence in their own behavior or that of their
organization. This feature of racism makes its total eradication and achievement of the goal of having a totally "color blind" society, in which race is not a factor, extremely difficult
to achieve. The first step in eradicating racism, then, is to address this factor, which is precisely what many social researchers are attempting. The following discussion of two research efforts,
describe how two teams of researchers, as described by Constantine and Sue (2007) and Watts (1991), addressed racism in the workplace within the context of an empirical study. Both studies
are summarized, prior to offering analysis and conclusions. Summation of Studies Constantine and Sue (2007) designed a study with the purpose of investigating the effect of perceived micro-aggressions of
white supervisors towards black trainees within the field of psychological counseling. They point out that the main focus in work on cultural competence has been directed towards aiding practitioners develop
multicultural awareness in reference to clients. However, issues of cultural competency also enter into supervisory relationships and to develop cultural competency skills for supervisee, it is crucial that "racial-cultural issues
and dynamics" should be openly discussed (Constantine and Sue, 2007, p. 142). The "general purpose of this study was to explore Black trainees perceptions of racial microaggressions," particularly in
regards to more "subtle and unintentional forms, the context of supervisory relationships with White supervisors" (Constantine and Sue, 2007, p. 143). The researches define "racial microaggressions are "brief and commonplace
verbal, behavioral and environmental indignities (whether intentional or unintentional" that are interpreted by people of color as "negative or denigrating" in their content (Constantine and Sue, 2007, p. 143). These
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