Assignment Six

Chapter Eleven

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Definition of rankism

Exie Gard defines the term Rankism as the misuse of energy inherently acquired by the level of superiority in of a position. Rankism is a rank-based punishment that is upheld just like other forms of discrimination such as racism and sexism.

 Rankism experience in an organization

Rankisim refers to the

I have at once been a subject of rankism in my working organization. As an employee, regarded me as nobody and soon became an illegitimate target for office abuse, snare and slander because   of my job rigorous job description with a merger compensation package.

My response to rankism

I felt offended to suffered prejudice and biased treatment and hence I reported the matter to the human resource office.

Consequences to rankism

Rankism affects an individual’s perspective on themselves and ultimately their motivation to deliver on critical performance at work.

  1. Rankism cultivates a culture that supports prejudice hence affects how employees relate.
  2. It hinders effective communication across various job ranks thus hindering effective service delivery.

What a diversity and inclusion leader do about the issues of rankism.

Diversity and inclusion leaders must be conscious of the   violation of individual’s dignity. The leader must therefore create an environment that supports equality and is accommodative to the varying job ranks.

Chapter 13

The test describe me as a hostile sexist who describes behavior that overtly threatens and abuses women if the defy a male-dominated power. My opinion may be probably hostile because of patriarchal culture under which I was brought up.

Exercise on slide 12.

Based upon the previous slide, describe which of the eight dimensions apply to each of the following:

  1. Microaggressions-overt
  2. Unconscious Bias- Institutional
  3. Sexual gestures, touch or forced rape in the workplace- Unintentional
  4. Water fountain that is higher than 40 inches from ground-Unintentional
  5. Organization that does not have gender neutral restrooms-Intentional
  6. flying the confederate flag-Institutional  – Intentional
  7. Requiring an ACT/SAT score at 80% when lower performing schools do not have ACT test prep or training or offer advanced math, science or English classes.-Institutional
  8. Hiring women for support jobs, Blacks and latinos for janitorial jobs,  Asians for tech jobs only, disabled for low skilled jobs-Overt
  9. Talking to someone assuming they are heterosexual-Unintentional

Training on Forms of Racism.

  • Personal – Is chiefly   prejudicial discriminatory beliefs  on the behavior of individuals toward  others
  • Institutional – Refers to institutional policies that restrict the opportunities of individuals that violate statutory laws prohibiting such policies.

Policies to eradicate racial harassment and sexual harassment

  • Organizations can prevent sexism through enacting policies that have a preventative effect and also ensure that they are prepared to deal with sexual and racial harassment.
  • Maintaining a focus on proactive ways to take responsibility as a manager to generate an anti-harassment culture.

 How organizations eliminate sexually harassing individuals

  • Organization can blackball sexually harassment passively through creating and communicating a clear anti-harassment policy, by getting legal advice on policies that ensure every employee is appraised on the same.
  • Conducting training on racial and sexual harassment for employee in all cadres of work on an annual basis is also an effective strategy
  • Organizations can also monitor electronic communications by scanning harassing content so as to monitor the  behavior  of employees and  inappropriate behavior

 Relationship between power and sexism to do individual positionality in the organization.

The Relationship between power positions and sexism intersect with forms of subordination such as racism, heterosexuality. Power is central concept for in the job positions within any organization. Like power, individual positionality allows individuals within a social relationship to carry out their own will.

How harmful is it for an organization to go to their community as a leader when they have not fixed themselves.

The broader future of the organization depends on how an organization deals with its immediate environment. Organizations can only go to the community if they have maintains a high level of public relations that ethically communicates integrity. When organizations fail to fix their ethical call that is perceivably required by society, the suffer the loses from the lost credible.







Barak, M. E., & Daya, P. (2014). Fostering Inclusion from the Inside Out to Create an Inclusive Workplace. Diversity at Work: The Practice of Inclusion, 391-412.

Nishii, L. H., & Rich, R. E. (2014). Creating Inclusive Climates in Diverse Organizations. Diversity at Work: The Practice of Inclusion, 330-363.




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