[Part 5]In the early 2000s, a young Black software engineer named David joined a prestigious tech company in Silicon Valley. He was excited and motivated to prove himself, but soon noticed subtle differences in how he was treated compared to his white colleagues. His ideas were often overlooked in meetings, and when he made valuable contributions, others took credit. Despite his qualifications, he struggled to gain mentorship from senior leaders, while his peers quickly advanced.
Determined to address the issue, David formed a network of other Black professionals in the industry. They shared experiences, supported each other, and eventually launched an initiative within the company advocating for equitable hiring, mentorship programs, and unconscious bias training. Over time, the company began recognising its internal biases and made efforts to create a more inclusive environment.
David’s journey highlights the persistent racial dynamics in workplaces, but also demonstrates the power of advocacy and community in driving positive change.
The main challenges faced by workers and labourers around the world today are complex and evolving. Some of the biggest issues include the job market and employment gap—many countries are still struggling with high unemployment rates, especially among young people. In Indonesia, for example, the open unemployment rate reached 5.32% in February 2024, with 2.3 million unemployed youth; mass layoffs—economic slowdowns and automation have led to widespread layoffs across various industries. In Indonesia alone, 1.3 million people lost their jobs in 2024; digital Transformation and Automation—advancements in artificial intelligence (AI) and automation are reshaping the workforce, reducing the demand for workers in certain sectors; skills gap—companies are increasingly seeking employees with new skills, such as data analytics and digital marketing, while many workers lack the necessary qualifications; working conditions and wages—many workers continue to face poor working conditions, including low wages and a lack of labor protections.
Racial dynamics in the workplace are still an important issue in many countries, even though there have been improvements in inclusivity and equality policies. Some of the challenges that remain include:Racial dynamics refer to the complex social, historical, and political interactions between different racial groups within a society. These dynamics shape relationships, experiences, and power structures, influencing access to opportunities, representation, and systemic inequalities
- Discrimination in Hiring and Promotion—Some ethnic groups still face barriers in securing jobs or advancing in their careers due to biases in recruitment systems.
- Wage Gaps— Studies show that workers from minority groups often receive lower salaries than their majority-group counterparts, even when they have the same qualifications. But there is an interesting issue in Indonesia. According to chinalaborwatch.org, wage disparities exist particularly between local workers and foreign employees. Chinese workers, especially those involved in large-scale industrial projects like nickel production, often receive higher wages due to foreign investment backing. Additionally, Indonesia’s business-friendly policies for foreign investors contribute to this trend. This wage gap has also led to concerns among local workers, who sometimes face lower salaries despite having similar qualifications. The issue is further complicated by labour practices, work permits, and contractual agreements that favour foreign employees. The wage disparities between local workers and foreign employees, particularly Chinese-descendant workers, remain a significant issue. Several factors contribute to this trend: Many foreign workers, especially those in large infrastructure and industrial projects, receive higher salaries due to foreign-backed funding; Some multinational firms prioritize foreign professionals for key positions, offering them competitive salaries that often exceed local wage standards; Regulations on foreign labor and expatriate employment can create gaps in salary structures, sometimes favoring foreign workers over locals.
- Non-Inclusive Work Environments—Some employees continue to experience unfair treatment or a lack of representation in leadership positions.
- Impact of Policies and Regulations—Employment policies that do not consider diversity can worsen racial disparities in the workplace
The concept highlights how race is socially constructed rather than purely biological, meaning that perceptions of race evolve based on societal, political, and historical contexts. Racial dynamics also encompass issues such as discrimination, prejudice, intersectionality, and movements for social justice.
Racial dynamics have a significant impact on both employment and education, shaping opportunities and outcomes for different racial groups. Studies show that Black workers are twice as likely to be unemployed as white workers, even when they have similar qualifications. Additionally, Black workers with college degrees are more likely to be underemployed, meaning they work in jobs that do not require their level of education. Certain racial groups are disproportionately represented in specific industries or job roles, often due to historical inequalities and systemic barriers. This segregation can limit access to higher-paying positions and career advancement.
Educational attainment plays a crucial role in shaping work and family life across racial and ethnic groups. For example, Black women with higher education levels tend to have better access to stable employment and partnerships, while Latina women’s work-family trajectories are less influenced by education.
Racial biases in recruitment and promotion processes can prevent minority workers from advancing in their careers, leading to wage gaps and unequal representation in leadership positions.
These factors highlight the ongoing challenges in achieving racial equality in employment and education.
Racial issues remain prevalent across different regions, despite efforts to promote equality. In India, reports indicate that 64.3% of people have witnessed racism firsthand. Discrimination based on caste and ethnicity remains a significant issue, affecting employment, education, and social mobility.
Despite efforts to address racial inequality post-apartheid, 61.8% of people have observed racial discrimination in South Africa. Economic disparities between racial groups persist, with Black South Africans facing higher unemployment rates.
Lebanon, with 64.4% of people witnessing racism, migrant workers, particularly from African and South Asian backgrounds, often experience discrimination and poor working conditions.
Racial disparities in policing, housing, and employment continue to be widely discussed in the United States. Systemic racism remains a challenge, affecting minority communities disproportionately.
Bahrain has one of the highest reported rates of witnessed racism, at 85.7%. Migrant workers, especially from South Asia, frequently face discrimination and limited legal protections.
In Iran, reports indicate that 89% of people prefer not to have foreign neighbours, reflecting deep-seated racial biases.
Around 36.5% of people in South Korea have witnessed racism firsthand, with discrimination often directed at migrant workers and foreign residents.
In Myanmar, ethnic minorities, particularly the Rohingya, continue to face systemic discrimination and violence, contributing to ongoing humanitarian concerns.
Racial tensions persist in Israel, particularly between Jewish and Arab communities, affecting employment, housing, and social integration.
In Azerbaijan, reports suggest that 84% of people prefer not to have foreign neighbours, indicating significant racial biases in social interactions.
Reports suggest that racial biases exist in China, particularly toward African migrants and ethnic minorities like the Uyghurs.
While Japan is known for its homogeneity, foreign workers and residents sometimes experience discrimination in housing and employment.
Racial tensions occasionally arise in Indonesia, particularly concerning wage disparities between native workers and foreign employees.
These cases illustrate that racial issues remain prevalent across different regions, despite efforts to promote equality.Gender issues in the workplace remain a crucial topic as they relate to equality, opportunities, and fair treatment for all individuals, regardless of gender. Some major challenges include the wage gap between men and women, the underrepresentation of women in leadership positions, gender stereotypes influencing career choices, and direct or indirect discrimination at work.
However, many efforts are being made to address these issues, such as inclusive corporate policies, awareness campaigns, and regulations promoting gender equality. Additionally, more organisations are implementing flexible policies to support work-life balance, especially for women who often juggle both professional and family responsibilities.
Gender stereotypes significantly influence career choices, both directly and indirectly. From an early age, individuals are exposed to beliefs that certain jobs are more suitable for men or women, shaping their social and personal expectations. For example, STEM fields (science, technology, engineering, and mathematics) are often seen as male-dominated, while professions like nursing, teaching, and social work are commonly associated with women. This can discourage individuals from pursuing careers that don’t align with traditional gender stereotypes.
Gender stereotypes are widely held beliefs or expectations about how individuals should behave, look, or perform based on their gender. These stereotypes often dictate certain roles, characteristics, or professions as being "appropriate" for men or women, which can limit personal freedom and career choices.
For example, women are often stereotyped as being nurturing, emotional, and suited for caregiving or household roles. Men are frequently seen as strong, independent, and expected to pursue leadership or physically demanding jobs.
These stereotypes can be harmful because they create barriers for people who want to break free from traditional norms. They may discourage individuals from exploring interests outside of societal expectations, leading to inequalities in areas like education, employment, and personal development.
Over time, societies have been challenging gender stereotypes and promoting more inclusive perspectives. Encouraging people to pursue their passions without limitations based on gender is essential for equality.
Gender stereotypes can have a deep and lasting impact in both the workplace and education settings, shaping opportunities, expectations, and even confidence levels.
In the workplace, stereotypes often dictate which professions are seen as "suitable" for men or women, limiting career choices. For example, women may be discouraged from pursuing leadership roles in corporate settings, while men may face social stigma in caregiving or nursing professions.
Gender stereotypes contribute to wage gaps, where women may be paid less than their male counterparts for the same role or responsibilities. This often stems from biases about perceived competence and leadership abilities.
Leadership qualities are often stereotypically associated with men, leading to fewer promotions for women in senior positions. Similarly, men in female-dominated professions may struggle to gain recognition.
Gender biases can affect hiring decisions, work assignments, and daily interactions, often making the work environment less inclusive. For instance, women may be seen as "too emotional" for decision-making roles, while men may be discouraged from expressing vulnerability.
Women frequently face expectations related to family responsibilities, affecting career progression. Men, on the other hand, may feel pressured to prioritize work over family life due to traditional norms about providing for their households.
In education, stereotypes influence students’ interests and confidence in certain subjects. Girls may be discouraged from pursuing STEM (science, technology, engineering, and mathematics), while boys may avoid the arts and humanities due to perceived societal norms.
Teachers and peers may unconsciously reinforce gender stereotypes, affecting student participation. Boys may be encouraged to take leadership roles, while girls might be expected to be more passive or agreeable.
Stereotypes can shape self-esteem and academic performance. If students internalise beliefs that they are "naturally bad" at certain subjects due to their gender, they may underperform or lack motivation.
Early exposure to gender biases influences career dreams and expectations. Many students may unknowingly limit themselves to career paths deemed "socially acceptable" for their gender. Certain academic fields still see gender disparities, with fewer women in technology and engineering, and fewer men in caregiving fields like psychology or education.
Despite these challenges, awareness and efforts toward inclusivity are growing. Schools and workplaces are gradually shifting toward more equitable environments by promoting diverse role models, implementing fair policies, and challenging outdated norms.
[Part 3]
