Comparison Of Creon In Sophocless Antigone - 1408 Words

The ancient Roman philosopher Marcus Tullius Cicero once said, â€Å"Never go to excess, but let moderation be your guide.† This is a lesson that us as a society can learn and practice; it warns of the dangers of extremism in all aspects. Moderation is an important balance in the context of our everyday lives because our desires cannot trump our ability to make positive decisions. If we base our decisions on current events, the effects may come back to harm us in the end. In Sophocles’ tragedy, Antigone audiences are shown the consequences of going against the lessons of moderation and the ways in which characters let their desires overcome their decision making. Both and Creon and Antigone learn this lesson when they, in fact let their own†¦show more content†¦The way he addresses them exemplifies his unwillingness to change for anybody, he finds it almost laughable that they would alter his actions. Creon is again shown a good argument, that his own son will die if he kills Antigone; however, because he does not accept that other people can alter his way of doing things, he dismisses his son’s threat later in the passage. Only a stubborn person would be faced with the suicide of their son, and brush it off as bluff, and deny their involvement. Blindsided by his own stubbornness, Creon finally meets his faith when he heads to Antigone’s place of captivity to see â€Å"Her [Antigone] hanging by her neck†¦ whereon the poor demented boy [Haemon] Leaned on his sword and thrust it deeply into his own side.†(159) Creon arrived to see Antigone dead and his son killing himself, however there can’t be sympathy for someone who brought it upon themselves. He dismissed all people who got in his way, his son as well as his constituents, and he was met with the unavoidable. As predicted by his son, he killed himself, therefore proving that Creon’s stubbornness lead directly to his son’s death. Creon final ly accepts his wrongs, but that is after he dismissed and denied all contrasting arguments. Creon’s downfall is by no doubt caused by his stubbornness, he had manyShow MoreRelatedAnalysis Of Antigone By Sophocles879 Words   |  4 PagesIn Sophocles’s Antigone, which centrals around themes such as bravery in the face of death, civil unrest, and unyielding dedication to divine justice, it is easy to understand how Ismene’s character is often called cowardly, docile, and indecisive. However, if one were to take away Antigone as a comparison, Ismene may appear in a different light. She survived her tragic upbringing through rational thought and a sort of optimism that others will do the same, while still managing to keep her love forRead MoreNatural Law : The Human Conception Of Justice Or Moral Right1181 Words   |  5 Pagesrights in classical natural law. Sophocles’s Theban plays also presents the idea that the obligations of natural law take priority over rights of individuals. This is clearest with the conclusion of Antigone, which depicts the consequences of ignoring natural law, by refusing to allow Antigone to bury her brother and then punishing her with death, Creon was punished by the Gods with the death of his son Haemon and his wife Eurydice. Part of the final chorus of Antigone summarises the play’s message

The Civil War And The American War - 1318 Words

The question of what caused the Civil War is debatable because there are several events that may have influenced the war such as the Western Expansion, Manifest Destiny and the Mexican-American War. The war also stems from slavery, the North and South basically fought over whether or not slavery should be permitted. Another point that may have influenced the Civil War is the economic and social structure of the country, which also falls under slavery because the South main source of income was slavery and the North completely opposed this viewpoint, even though they did not believe blacks and whites as equals. Another point that may have provoked the Civil War is state rights because each state would have and the right to decide if they wanted to prohibit Slavery or not. Both Johnson and Zinn had interesting views Western Expansion, Manifest Destiny and the Mexican-American War as it relates to the Civil War and they both had similar points on each topic. However, Johnson stated that Americans wanted more land and they were not satisfied after the Louisiana Purchase. This is where the Manifest Destiny came about to continue the expansion of America. The term Manifest Destiny was coined by John L. O’Sullivan and in the document John L. O’Sullivan, Manifest Destiny (1845) he explained the importance of the expansion. O ’Sullivan stated that Texas was a part of the union and it should not be seen just as geographical space and more than just a country but a way to fulfil theShow MoreRelatedAmerican War And The American Civil War1551 Words   |  7 Pageswhich then caused the Southern states of America to decide to leave the American Union and create their own Southern Confederacy. This tore our nation apart. The American Civil War had begun and the very people that were once neighbors had each other’s blood on their hands. Many American lives had been lost. The American lives lost in the Civil War even exceeded the number of American lives lost during World War I and World War II. We were divided. The North wanted to reunite with the southern statesRead MoreThe War Of The American Civil War1376 Words   |  6 PagesThe American Civil War was arguably the most important war in the history of the country. The War of Independence may have allowed American to become its’ own country, but the Civil War resulted in something even more important than that, the end of slavery in the southern states. All of the issues that caused the Civil war were based around slavery, such as states’ rights that involved how slavery would be handled in each state, and trying to preserve the Union since the south seceded from the northRead MoreThe War Of The American Civil War856 Words   |  4 PagesSlavery ma y have been established as the catalyst of the American Civil War, but the beginning of the dispute began in the time of the Revolution with a weak decentralized government under the Articles of Confederation. Later gained momentum as territorial expansion set Americans against each other on debating whether the new states should be slave states or free states, it questioned the power of the Federal government regarding state rights, and brought about instability in the unity of the UnitedRead MoreThe War Of The American Civil War1618 Words   |  7 Pages A Civil War is a battle between the same citizens in a country. The American Civil War was fought from 1861 to 1865 to determine the independence for the Confederacy or the survival of the Union. By the time Abraham Lincoln was elected president in 1861, in the mist of 34 states, the constant disagreement caused seven Southern slave states to their independence from the United States and formed the Confederate States of America. The Confederacy, generally known as the South, grew to include elevenRead MoreThe War Of The American Civil War991 Words   |  4 PagesThe American Civil War is known to most as the bloodiest war anyone has ever witnessed. It claimed the life of thousands of Americans and animosity that was built up over several years prior to it can be to blame. Most people think that slavery was the cause of this battle, and although slavery did play a part, it was not the main cause. The biggest roles played in the American Civil War were states’ rights, unfair bills, feelings of inferiority and threats to economy. The tension started duringRead MoreThe War Of The American Civil War1324 Words   |  6 PagesThere were many events that led to the cause of one of America’s most devastating war, the American Civil War. The American Civil War was an unfortunate war that cost more than the lives of six hundred thousand people. Events such as the Missouri Compromise, Kansas Nebraska Act, Dred Scott Decision, and the Election of Abraham Lincoln resulted in the four yearlong battles between the Northern and Southern states due to social and economic differences on the idea of slavery. In the 19th century,Read MoreThe War Of The American Civil War Essay1472 Words   |  6 PagesThe American Civil War lasted from April 12, 1861 to May 9, 1865. It was the bloodiest war in American history, killing approximately 620,000 soldiers in total. The War was fought and won by the North, ensuring that all the United States would stay united and slavery would be illegal in The United States. However, history is one of the most complicated things in the world. It’s also one of the most important things in the world because history is what made the present possible. Historians have debatedRead MoreThe War Of The American Civil War960 Words   |  4 Pagesslavery even if it meant war caused peace in this nation. Slavery was the vital cause of the American Civil War. The north and the south both had their differences on how to run the country. People in the North believed in unity and that slavery should not exist because â€Å"all men are created equally.† On the o ther hand, the South believed in continuing slavery. People tried to talk it out and come to a middle ground after both sides compromising, however that didn’t work and caused war. Ideological differencesRead MoreThe War Of The American Civil War1439 Words   |  6 PagesWhen the American Civil War began in the spring of 1861, those flocking to enlistment stations in states both north and south chiefly defined their cause as one of preservation. From Maine to Minnesota, young men joined up to preserve the Union. From Virginia to Texas, their future foes on the battlefield enlisted to preserve a social order, a social order at its core built on the institution of slavery and racial superiority . Secession had not been framed by prominent Southerners like Robert ToombsRead MoreThe War Of The American Civil War913 Words   |  4 Pagesdisputed over the vast majority of causes of the American Civil War for ages. While some explanations may appear easier to pinpoint, the primary underlying catalyst to the start of the war was the controversy over slavery. Though the northern and southern regions of the United States fostered contrasting views on a range of issues, they shared the common perspective of promoting Manifest Destiny. Manifest Destiny was the prevalent attitude that induced Americans to expand from coast to coast. This inclination

Discrimination In Employment Free Essays

Discrimination of human beings has always existed throughout society, and most probably will always continue in this fashion. For centuries people have been discriminating others and have been discriminated against for factors that they are powerless to prevent, such as their skin colour, sexuality or gender. We will write a custom essay sample on Discrimination In Employment or any similar topic only for you Order Now However, with a new multi-cultural society being created, race has now become the principal form of discrimination throughout the world. Making it the primary source of discrimination within multi-cultural companies and thus the employment sector, due to the high number of different races being present. To tackle this situation numerous steps have been taken within the political setting to stamp out discrimination within employment. The main federal laws in place prohibiting employment discrimination, more noticeably recognised as the Federal Equal Employment Opportunity (EEO) Laws, are; Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, colour, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination (EEO). DISCRIMINATION IN EMPLOYMENT Page#2 The U. S. Equal Employment Opportunity Commission (EEOC) enforces these laws and is open for interaction with any citizen residing within the United States of America. Meaning that any individual is able to legally file a complaint or lawsuit against a company, if they believe that a company has broken one of these laws against them. Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, colour, national origin, religion, or sex; and therefore it is illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group. This is the premier law that racial discrimination lawsuits base their foundation upon, as the actions of the employer to the employee illegally contradict the law’s principals. The Civil Rights Act of 1964 states that it is unlawful to discriminate against any employee or applicant because of their race, and that it is unlawful in regard to hiring, termination, compensation, assignment, or classification of employees; transfer, promotion, layoff, or recall; job advertisements; recruitment; testing; use of company facilities; training and apprenticeship programs; fringe benefits; pay, retirement plans, and disability leave; or any other condition within the realm of employment (VII). This therefore requires employers to provide equal employment opportunities to individuals, no matter what their race, colour or creed. However, if a promotion request of a Caucasian male within a company is accepted, whilst the request of an Asian male is rejected, the reasoning for this could easily be seen as racial discrimination against the Asian male. Allowing him to legally attempt to prosecute the company on grounds of unlawful practise, despite if the intentions of the employer were actually innocent. This situation was the case for small Solicitors firm where an Asian male successfully sued the company for over $3,000, as he believed he was rejected for promotion upon racial grounds. The firm was a dominant Caucasian enterprise within an area known for racial tension, between the Asian and DISCRIMINATION IN EMPLOYMENT Page#3 Caucasian communities. The employer stated that he believed the Caucasian male was more suited to the position, despite the Asian male having greater experience and more relevant qualifications. In October of 2005, Judge Sir Peter Irwin Casewell, ruled in favour of the Asian male, as he believed that racial discrimination had occurred and that employment laws had been breached. He ordered that the manager of the company, Mr. Edward K. Turrent, was to pay a sum of $3,200 in compensational damages to Mr. Aafiya Mumbtaz, for racial discrimination against the employee, hindering the progress of the individual’s career prospects, and disrespecting the employment laws set in place by the Civil Rights Act of 1964, Title VII (23). Due to the company being located within a racially charged area. I can fully understand the reasoning why the Asian male may feel repressed, and that the effecting variables were due to racial discrimination. Therefore I can understand why the company was suspected of breaking the civil rights act, as they refused promotion of a man of a different race, yet accepted a man of a their own creed, a breach of employment regulation. However, I do not believe that this incident was sufficient enough to award the â€Å"victim† over $3,000, as there is also the highly likely possibility that the company was acting accordingly. With the event occurring within a racially charged area, there is even the possibility that the Asian male was acting out of racial discrimination himself. Enforcing his revenge upon the Caucasian dominated firm, as he may be a racist individual, attempting to affect the business controlled by an opposite race. An additional reason why I would not have taken such drastic action is due to the fact that the Solicitors firm, whose workforce was a mere 12, employed the Asian male knowing that he was of a different race. If the company had practised racial discrimination, surely they would have rejected Mr. Mumbtaz upon application of the position, rather than reject his request for a promotion. DISCRIMINATION IN EMPLOYMENT Page#4 This to me shows evidence that a racist management did not control the firm, and therefore no racial discrimination within the business took place. Upon a more global scale, Apple Computers have recently been charged with a $40 million racial discrimination lawsuit, charging the company of unfair dismissal an African-American employee. Described by the plaintiff’s attorney as â€Å"one the largest racial discrimination cases in U. S. history,† the suit alleges that the former employee was denied promotions and standard perks, isolated from co-workers; and then fired for a trivial offence. The suit was filed on October 30th in Santa Clara County Superior Court. The plaintiff, who did not reveal his name because he is currently looking for work, was an Apple employee from 1998 until he was fired in July 2005, working as a product design engineer. The lawsuit alleges that the plaintiff was fired after he brought a friend to work in April 2005, to encourage him to pursue a college education. Waukeen Q. McCoy, the plaintiff’s attorney, stated that he believes his client has an exceptionally strong case for discrimination and wrongful termination. â€Å"His white counterparts have not been disciplined or terminated for bringing a friend or family member to campus, and it is a way for them to get him out of the company,† McCoy stated. He also believed that the plaintiff was receiving less pay than his white counterparts, an act that would be breaking employment laws. After bringing the friend to Apple’s campus, the plaintiff was suspended, leading the company to launch an investigation before terminating the employee; who is now still without employment, currently looking for work in Silicon Valley. McCoy said that the employee had no prior problems and had an â€Å"above average† work record. When new management took control of the plaintiff’s department within the company, he was immediately moved into a separate cubicle away from the rest of his group DISCRIMINATION IN EMPLOYMENT Page#5 for no apparent reason. This formed the foundations of the lawsuit as it provided a suspect indication of racial discrimination towards the employee. The attorney for this case, Waukeen Q. McCoy, has a track record for successfully prosecuting racial discrimination lawsuits. He was the lead plaintiff’s attorney in the largest racial discrimination suit in U. S. history, the infamous â€Å"Carroll v. Interstate Brands Corporation† case. Interstate Brands, makers of Wonder Bread and other consumer foods, was sued by 15 African-American employees for refusing to hire and promote African-American employees. In August 2000, a jury awarded the plaintiffs $135 million, leading the case to be voted â€Å"Verdict of the Year† by Verdicts Settlements Magazine. Waukeen Q. McCoy stated that he would be willing to settle the case if Apple made a reasonable offer. However this request has fallen upon deaf ears, as Apple have so far failed to respond to the letters that McCoy has sent. Waukeen Q. McCoy said to reporters â€Å"I think this is certainly something that corporate America should look at and think twice about doing to someone, singling them out like this,† whereas a spokesperson for Apple declined to comment on the case, citing a company policy of not discussing pending litigation (Apple). Unlike the previous case of the solicitors firm where I believe the employee was at fault, and discrimination was free from the employment sector, it is most likely that racial discrimination did indeed occur within the Apple firm. The United States of America has a tradition of African-American slavery; and due to this, racial discrimination is the main assumption as to why an African-American person should be sacked by a Caucasian company. However, with this conjecture comes the fact that it is also easy for an Africa-American male to claim that he was the victim of racial discrimination, as he knows the topic will receive a great deal of coverage, and put the company who he believes has offended him under significant pressure. The reasoning for this may be money driven, as they know DISCRIMINATION IN EMPLOYMENT Page#6 that the company may agree upon an out of court settlement, protecting the company’s image and reputable status. Despite this, my opinion that racial discrimination was present is made almost certain by the accounts of the African-American being moved into a separate cubical for no apparent reason, and the fact that the African-American man was prosecuted for actions that his Caucasian counterparts were not. In doing this, I believe that the Apple firm has neglected the laws of the civil rights movement by not cohering to the laws of pay, fringe benefits, and the usage of the company facilities; therefore using racial discrimination against there employee, and should consequently receive punishment for their actions. Unlike the previous lawsuit, the Apple Company has a large workforce and employment system. As a result, this means that they obviously employ a great deal more employees due to the high number of jobs available. This presents the possibility of employing African-American individuals out of necessity rather than out of preference. Holding prejudice and racial discrimination against the employee from his arrival to the organisation. Lawsuits such as this cannot so easily be assessed due to the nature of the event, as there is no actual evidence that whatever occurred originated from racially driven motives; consequently meaning that the case is therefore based upon opinions and beliefs. My personal outlook upon the term racism itself, the main factor of racial discrimination, is that it refers to beliefs or practices that differences exist between the genetics of various groups of human beings; and that these differences can be measured upon a scale of superior to inferior. This therefore presents the theory that one race is greater than the other, which is the outlook upon life I believe a racist person preaches. If a person believes that their race if superior to others, I do not think that they themselves should be judged against the law, due to the fact that it is there belief, only there actions. Thus the outcome of the Apple Computer court case and the majority of Discrimination within DISCRIMINATION IN EMPLOYMENT Page#7 Employment lawsuits, mainly Racial Discrimination, are forced upon becoming based upon the issues of morals and ethics. Morality is a complex set of principles based on cultural, religious, and philosophical concepts and beliefs, by which an individual determines whether his or her actions are right or wrong. These concepts and beliefs are often generalized and codified by a culture or group, and thus serve to regulate the behaviour of its members. Conformity to such codification may also be called morality, and the group may depend on widespread conformity to such codes for its continued existence. A moral may refer to a particular principle, usually as informal and a general summary with respect to a moral principle, as it is applied in a given human situation (Morals). I believe that this statement shows that racial discrimination is indeed a moral topic, due to each race having their own morals, and most probably there racial actions originating from their form of morality. However despite this racial discrimination lawsuits cannot be assessed using this theory of philosophy, as morals do not determine what is right or wrong in the aspects of society, only for the particular individual in question. Ethics however refer to standards of conduct that indicate how one should behave, based upon moral duties and virtues; which themselves are derived from the principles of right and wrong. In order to apply this definition to practical decision-making it is necessary to specify the nature of the moral obligations considered intrinsic to ethical behaviour. There are two aspects to ethics: the first involves the ability to discern right from wrong, good from evil, and propriety from impropriety; whilst the second involves the commitment to do what is right, good and proper (Ethics). Due to this, I believe that this statement can easily be applied to the events that occur within the cases of racial discrimination within employment; as what employers have done to employees may not break the employment laws directly, however they impede the ethical laws within human society. DISCRIMINATION IN EMPLOYMENT Page#8 If the situation of the Asian male lawsuit involved members of the same race, with the outcome being the same, it is most likely that no action would have been taken. However, if the situation within Apple Computers had involved a Caucasian male instead of an African American male, and the case was still taken to court. The lawsuit would then have to be resolved via the means of morals, as none of the employment laws would have been breached. This therefore leads to the conclusion that discrimination within employment is that of an ethical matter rather than being based upon moral principles. From what has been presented it is evident that discrimination occurs within the employment sector, no matter where the company is located, its size or the recognition that it withholds. It is not something that can easily be seen or addressed, such as the punctuality of an employee, and even if it is noticed it is then even more complicated to have any action taken. Throughout the world there is employment; employees looking for work, and employers looking for employees. Due to this there will always be racially mixed companies and, as long as there are racial boundaries, racial discrimination within employment. Despite fair employment practises being in place to prevent discrimination within employment, the outcome is usually blinded by the nature of the event. Human society itself should be able to prevent this discrimination, without the need of imposed laws or regulations within the workplace. How to cite Discrimination In Employment, Papers

Cultural Intelligence and Capability Policies

Question: Discuss about the Cultural Intelligence and Capability Policies. Answer: Introduction: Cultural safety and safe places relate to the environment that is emotionally, socially, physically and spiritually safe for people wherein there are no possibilities of challenges in expressing identities. In a workplace, cultural safety refers to the shared knowledge, shared meaning and shared respect of working together with a common objective (De Souza, 2015). Scope The present report highlights a major issue of cultural safety, that is racism, and discusses the impact of racism in the workplace to build an unsafe space. The report is based on a video titled House of Lies Season 1 Episode 5 Racist by A. Bernstein (2015) that depicts an unsafe working space due to racial discrimination. Aim The present report provides the readers a summary of the video clip in order to explain the story being told through the video. The report then describes the video in relation to particular contexts that reflect a racial discrimination being done. Analysis of the video is done by referring to literature drawing on suitable concepts in this regard. Recommendations are then outlined for improving workplace safety and reducing racial discrimination appropriately. Summary of video clip The video is set on an organisation which is a motel chain. The motel chain can be described as a no-frills one. Marty Kaan is a Black employee of the organisation who has recently joined and is unknown to the CEO of the organisation. The CEO is found to be racially discriminating Marty by having reservations regarding dealing with him. The CEO holds doubts about the capability and competence Marty have and questions his proficiency. Marty is not taken seriously and is ill-treated. In the end, another employee Jeannie is put in charge of the task. Summary of literature Safe spaces refer to the setting that is non-tolerant towards harassment and violence of any form against individuals in relation to the cultural and racial background, gender identity, mental ability or physical ability or age. Safe spaces guard against the feelings, dignity and self-respect of individuals and encourage showing respect to others (Roux, 2012). According to Ang and Van Dyne (2015), cultural intelligence is the ability to work across cultures and to understand the needs to relate to different cultures. This form of intelligence is reflected through adaptability to interact with individuals coming from different cultural backgrounds. Cultural intelligence has meta-cognitive, motivational and behavioural aspects. The cognitive aspect refers to the ability to learn about other cultures and embrace their cultural diversity. Behavioural aspect refers to the ability to adapting own body language and movements in order to blend in with the environment. The emotions gained fro m acceptance of culture are the third pivotal aspect of cultural intelligence. As stated by Likhi and Sushil (2016) cultural capability is the set of behaviours, knowledge, systems and skills that can lead to planning, improving and delivering of approaches that are culturally respectful and apposite. The vision of undertaking such an approach is to make the environment frees of any form of discrimination and be respectful for all individuals whom one comes across. As opined by Tomalin and Stempleski (2013) cultural self-awareness is the basis of strong and clear communication, involving the awareness of the cultural values, perceptions, and beliefs one possess. Cultural awareness is the chief aspect when one needs to converse with people coming from the different cultural background. People from different background have the tendency to evaluate, interpret and perceive things in a different manner. A suitable behaviour deemed fit for one culture may not be deemed fit for another. M isunderstandings may arise when an individual tries to make sense of reality using his meanings solely. Ott and Michailova (2016) highlighted that understanding the implications of cultural self-awareness, cultural capability, cultural intelligence and safe spaces helps in articulating own cultural identity, biases. Apart from this, one can become at ease with dissimilar cultural perspectives. An individual can learn to move away from the predisposition to prefer own culture. Description of video Scene Physical factor Communication factor Signs of inclusion or exclusion Display or lack of cultural intelligence CEO entering the room where three of the employees are already present; two male employees and a female employee. one of the male employees is from the white racial background whereas the other employee is of black racial background. The CEO is looking for the employee who has recently joined the organisation, named Marty. The CEO expects the new employee to be of white racial origin as a preference for the organisation He walks up to the employee of white racial origin, introduces himself to be Brant Butterfield and confides him to be Marty. The employee answers that he is not Marty. Lack of cultural intelligence. Another employee chances to enter the room and is also of white racial background. The The CEO does not pay attention to the employee of black racial origin already present in the room. He confides the other employee entering the room to be Marty, however, comes to know that his name is Clyde Marty is found to be the employee with black racial background who then introduces himself to the CEO. The CEO expresses dissatisfaction and displeasure; however, shakes hands with Marty and leaves. Marty becomes aware of the fact that the CEO is a racist and confronts the other employees. Clyde states that Brant hates the colour of Martys skin and is a racist in the true sense. Marty understands that the CEO would not be satisfied with his job and therefore gives the charge of the concerned task to the female employee after the approval of the other male employees. Lack of cultural intelligence. Discussion The CEO of the organisation, Brant Butterfield, is found to be a racist, with utmost dislike for people with black racial origin. He has a preference for white people and considers them to be superior in all forms when compared to black people. Brant exhibits racial discrimination that is unwanted in all spheres of the society including workplaces. Racial discrimination occurs when any person is subjected to ill-treatment based on the perceived or actual race and skin colour (Marchiondo et al., 2015). Brant is found to be racially discriminating Marty, who is of black origin. Brant is found to be not abiding by the social principles of workplace diversity as he does not acknowledge the diverse perspectives and skills that people bring into workplaces due to their cultural background and ethnicity. He is against the flow of removing barriers to make sure that all employees have a full participation in the concerned workplace. Giving equal respect and reverence to all employees in a wo rkplace, irrespective of the race one belongs to, supports the achievement of culturally suitable outcomes (Canas Sondak, 2013). Recognising the values, each employee hold is essential by a member of the organisation that Brant does not show evidence of. Brant does not create a safe space for Marty as the setting is not non-tolerant towards harassment due to his gestures and attitudes. Brant does not show cultural intelligence and cultural awareness as he is not willing to work across different cultures and acknowledge cultural beliefs and capability of individuals of different racial origin. Moreover, he lacks cultural capability as his approaches toward Marty that are not culturally respectful. He makes Marty feel unwanted and incompetent. Through an insensitive approach and undesirable thought process regarding racism, Brant creates an unsafe place for Marty to work in. Recommendations An individual when subjected to racial discrimination or when treated in an unfair manner does not reach the maximum extent of utilising his potential and bringing about workplace success. It is, therefore, necessary to prevent racial discrimination in order to reduce the incidences of such cases. There is a need of setting up anti-discrimination policies in the workplaces that can adequately address the ill-consequences. Employees should be hired from the different racial background as well as ethnic groups for fostering a diversified environment. Delegating tasks to employees must be based solely on merit without giving consideration to the racial background the individual belongs from. This would make all the employees have a feeling of being valued. Establishing a committee responsible for identifying potential issues would be advantageous. Team-building sessions would provide a good opportunity to interact and build up a strong communication. Open communication would increase the chances of reporting racism among the employees (Bond Haynes, 2014). Conclusion From the above analysis, it can be concluded that cultural safety and safe places are an integral part of all workplaces, building up on cultural competency and cultural resilience. The concept of cultural safety envisions optimal benefits for the place and brings out the best in every individual. The video House of Lies Season 1 Episode 5 Racist is a reflection of racial discrimination against a particular racial class in a workplace. It is concluded from the video that workplace racism cultivates an environment marked by discrimination, friction, distrust, and violence. Racism originating in a workplace does not allow maximum workplace success as the victim does not put forward his best. All workplace employees must consider benefits of embracing the essence of cultural self-awareness, cultural capability, and cultural intelligence and practice them in their lives. References Ang, S., Van Dyne, L. (2015).Handbook of cultural intelligence. Routledge. Bond, M. A., Haynes, M. C. (2014). Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), 167-201. Canas, K., Sondak, H. (2013).Opportunities and challenges of workplace diversity. Pearson Higher Ed. De Souza, R. (2015). Culturally safe care for ethnically and religiously diverse communities.Cultural Safety in Aotearoa New Zealand, 189 Likhi, D. K., Sushil. (2013). Building international strategic alliance capability: a case research-based insights.International Journal of Business Performance Management,14(4), 341-355. Marchiondo, L., Ran, S., Cortina, L. (2015). Modern discrimination. InThe Oxford Handbook of Workplace Discrimination. Ott, D. L., Michailova, S. (2016). Cultural Intelligence: A Review and New Research Avenues.International Journal of Management Reviews. Roux, C. (Ed.). (2012).Safe Spaces: Human Rights Education in Diverse Diverse(Vol. 5). Springer Science Business Media. Tomalin, B., Stempleski, S. (2013).Cultural awareness. Oxford University Press.