In settings of discretionary contact-that is, in which people may choose to associate or not-members of disadvantaged racial groups may be isolated. In legal settings, verbal and nonverbal treatment are often presented as evidence of a discriminator’s biased state of mind they may also constitute unlawful discriminatory behavior when they rise to the level of creating a hostile work environment.Īvoidance entails choosing the comfort of one’s own racial group (the “ingroup” in social psychological terms) over interaction with another racial group (the “outgroup”). Such nonverbal hostility reliably undermines the performance of otherwise equivalent interviewees. For example, an interviewer’s initial bias on the basis of race will likely be communicated nonverbally to the interviewee by such behaviors as cutting the interview short or sitting so far away from the interviewee as to communicate immediate dislike (Darley and Fazio, 1980 Word et al., 1974). They also precede and vary with more overtly damaging forms of treatment, such as denial of employment (Dovidio et al., 2002 Fiske, 1998 Talaska et al., 2003). In laboratory experiments (see Chapter 6 for detailed discussion), verbal abuse and nonverbal rejection are reliable indicators ofĭiscriminatory effects, in that they disadvantage the targets of such behavior, creating a hostile environment. Verbal and nonverbal hostility are first steps on a continuum of interracial harm-doing. Together with nonverbal expressions of antagonism, they can create a hostile environment in schools, workplaces, and neighborhoods (Essed, 1997 Feagin, 1991). By themselves such comments may not be regarded as serious enough to be unlawful (balanced against concerns about freedom of speech), but they constitute a clear form of hostility. Verbal antagonism includes casual racial slurs and disparaging racial comments, either in or out of the target’s presence. In this section, we describe these forms of explicit prejudice. In most cases, people do not get to the later steps without receiving support for their behavior in the earlier ones. Each step enables the next, as people learn by doing. In 1954, Gordon Allport, an early leader in comprehensive social science analysis of prejudice and discrimination, articulated the sequential steps by which an individual behaves negatively toward members of another racial group: verbal antagonism, avoidance, segregation, physical attack, and extermination (Allport, 1954). Next, we compare these discriminatory behaviors and institutional practices with existing legal standards defining discrimination in the courts The fourth type involves discriminatory practices embedded in an organizational culture. The first three types involve behaviors of individuals and organizations: intentional discrimination, subtle discrimination, and statistical profiling. We begin by discussing four types of discrimination and the various mechanisms that may lead to such discrimination. The purpose of this chapter is to help researchers think through appropriate models of discrimination to guide their choice of data and analytic methods for measurement. Without such a theory, analysts may conduct studies that do not have interpretable results and do not stand up to rigorous scrutiny. The theory or model, in turn, specifies the data that are needed to test the theory, appropriate methods for analyzing the data, and the assumptions that the data and analysis must satisfy in order to support a finding of discrimination. To be able to measure the existence and extent of racial discrimination of a particular kind in a particular social or economic domain, it is necessary to have a theory (or concept or model) of how such discrimination might occur and what its effects might be. Our definition encompasses both individual behaviors and institutional practices. We focus our discussion on discrimination against disadvantaged racial minorities. In Chapter 3, we developed a two-part definition of racial discrimination: differential treatment on the basis of race that disadvantages a racial group and treatment on the basis of inadequately justified factors other than race that disadvantages a racial group (differential effect).
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |