Free Essay - Corporate Social Responsibility

Corporate Social Responsibility is a principle in which businesses incorporate their company activities and relationships with stakeholders in their social and environmental concerns (Baric, 2017). Corporate human rights are beyond core business activities and charitable donations and must be understood as an integral part of doing business based on corporate values that are part of the strategy and daily activities (Fasciglione, 2015). In the practice of management, significant parts of effective CSR policies and integrated corporate culture, the significance of dealing with race as part of CSR policies are becoming noticeable. However, race stays a rather delicate component in the CSR for businesses hence handled differently by every organization.

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Summary of related news

In relation to discrimination, Ahsan (2019) mentions that doctors in the National Health Service received different treatments based on their ethnicity. Cases of doctors losing jobs for unspecified reasons were rampant and the silence accompanying these actions was worrying. She notes that the most notable scenario occurred when two patients died and scapegoats were needed to carry the blame. As such, two individuals who were non-whites took the blame. These accusations prompted the General Medical Council to perform an autonomous study examining why ethnic minority doctors faced disciplinary intervention twice as often as white doctors. The results of the study showed that BAME (Blacks, Asians and Minority Ethnic) doctors were treated as outsiders and did not receive support from their peers. Therefore, there is concern of just how many doctors are lost due to racial discrimination yet there is an increased demand for these practitioners.

Literature Review

Recent studies show that performance evaluation and the issues of executives conducting evaluations were discovered to be confronted by organizations because of discrimination in one manner or the other. Multiple raters and various criteria have been used to perform efficiency assessments by other organizations. Performance evaluations have been affected by several evaluation variables, for example, stereotyping, small expectations, and double standards (Sharma, 2016). On the contrary, Logan (2019), argues that behavior determines the ethical nature and performance of businesses. When companies take accountability for racial discrimination, they can show their dedication to ethical activity and distinguish from previous and current organizations that promote race, poverty, and injustice indirectly. Logan believes that it is employee behavior that determines whether they are recognized or not and not judgements based on race. Furthermore, to attain sustainable practices, companies need to diversify and invest in local groups and economies since the current financial crisis has demonstrated that company operations that are exclusively driven by short-term profit can have severe global consequences (Sharma, 2016).

Market globalization has compelled global population adjustments to workers and has been a matter of research for academics, employers, and policy-makers all over the globe. Various people from distinct societies have distinct features, ambitions, and expectations. Managers from organizations around the world focus their work-place equality on avoiding "us" versus "they" type of allusion and commentary. These organizations aim to maintain work-place harmony. There are two different terms of diversity and equal opportunities management. The term 'equal opportunities' is associated with tolerant rights and are firmly established under law, to increase the proportion of minorities and women with senior organizational objectives (Sharma, 2016).

However, according to Logan (2019), diversity management is slightly different and is focused on an organizational initiative, with organizations focusing on evaluating differences as well as non-discrimination and respect for each worker irrespective of their race and gender among other variables. Logan's (2019) argument resonates with Sharma's (2016) aspect of equality whereby, a culture, including a work environment that fosters collaboration, engagement, and coherence requires effective diversity management. It is through diversity management that equality is achieved in the workplace. Performance assessment is carried out to improve management and business performance with a motive for employees. These appraisals create room for bias hence the need to conduct culture reviews. Diversity and CSR researchers have made substantial progress in approaching the racial topic, mainly through the concept of legitimacy, an in-depth understanding of the business, morality, and ethics, which argue for the significance of handling culture at work or for creating useful links with communities outside the company. CSR is closely associated with diversity management as they are both often justified by using resource-based company models.

However, little emphasis has been placed on the theory of the relation between businesses' racialized roots, the role of businesses to help the racial order of oppression and supremacy, and the potential of the businesses in promoting racial justice (Assari & Moghani, 2018). Corporations tackle the problem of race through philanthropic attempts to spend funds on black and minority groups. The incidence of cash in commercial speeches about race is reminiscent of the slave trade when black bodies are reified as cash. The only way or at least the main manner to intelligible black people in organizational environments often marked by their whiteness is to use cash. In addition, Corporate Social Responsibility to Race has been described as a fresh type of social debate that utilizes corporate funds to proactively tackle racial conflicts by shedding light on the consequences of racial oppression and privilege, providing voice to racial problems and making the public more aware of racism in order to promote a fairer, more equal and harmonious community (Logan, 2019).

Research Connection to News

When business officials talk about racial problems and companies mobilize their organizational assets to deal with racial interactions, they articulate corporate responsibility to race. According to Logan (2019), taking accountability for race, companies also correct some past mistakes perpetuated by the corporate organizations, which have lastingly affected minority groups. This argument aligns to recent news whereby, the General Medical Council tried to eliminate racial discrimination by studying why minority groups faced challenges in hospitals.

Assari & Moghani's (2018) research shows that, in support of financial explanation education produces less revenue for Africans than Whites. Also, the preferences and work market practice and job market access and reduced standard of education in metropolitan regions make that understandable, the relationship these findings have to news is that, as much as BAME doctors have the same qualifications as their white counterparts, the treatment they receive from the hospital council is discriminatory. Race is an alternative to the framework of opportunities, as such, organizations have challenges achieving equality and diversity in the workplace.

Conclusion

In conclusion, race stays a rather delicate component in the CSR for businesses hence handled differently by every organization. Some organizations try to counter the effects of discrimination by performing audits before performance appraisals to minimize bias. Also, diversity management comes into play through these culture reviews. Therefore, helps in recruiting personnel from diverse areas, thereby creating harmony in the workplace. Many people still view equality and diversity as a way of minority groups to replace the existing groups.

References

Ahsan, S. (2019). I always suspected BAME medics were treated differently. Now I know it's true | Saleyha Ahsan. Retrieved from https://www.theguardian.com/commentisfree/2019/jun/25/bame-nhs-workers-race-doctors

Assari, S., & Moghani Lankarani, M. (2018). Workplace racial composition explains high perceived discrimination of high socioeconomic status African American men. Brain sciences, 8(8), 139.

Baric, A. (2017). Corporate social responsibility and stakeholders: Review of the last decade (2006-2015). Business Systems Research, 8(1), 133-146. doi:http://dx.doi.org/10.1515/bsrj-2017-0011Fasciglione, M. (2014). Corporate Social Responsibility and the Right to Employment of Persons with Disabilities. doi:http://dx.doi.org/10.1007/978-3-319-13791-9_7.

Logan, N. (2019). Corporate personhood and the corporate responsibility to race: JBE JBE. Journal of Business Ethics, 154(4), 977-988. doi:http://dx.doi.org/10.1007/s10551-018-3893-3Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1), 1212682.