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Chapter 3 Discrimination Understanding Discrimination • Relative Deprivation – Conscious experience of a negative discrepancy • Between legitimate expectation & present actuality • Absolute Deprivation – Standard minimum level of subsistence below which families should not be expected to exist © 2012 Pearson Education, Inc. All rights reserved. Understanding Discrimination • Discrimination – Denial of opportunities & equal rights to individuals and groups • Because of prejudice or for other arbitrary reasons • Total Discrimination – Combination of current discrimination with past discrimination © 2012 Pearson Education, Inc. All rights reserved. Hate Crimes • Race apparent motivation for the bias in approximately 51 percent of the reports, – Religion, sexual orientation, & ethnicity accounted for 11–20% each • Vandalism & intimidation most common crimes • Crime against people: 58 percent of incidents involved assault, rape, or murder © 2013 Pearson Education, Inc. All rights reserved. Institutional Discrimination • The denial of opportunities and equal rights to individuals and groups – Results from normal operations of a society – Institutional forms of discrimination are committed collectively against a group – May be unconscious - it is not a function of awareness of discrimination © 2012 Pearson Education, Inc. All rights reserved. Examples of Institutional Discrimination • Standards for assessing credit risks do not work for Hispanics and African Americans • IQ testing favors middle-class children • Many jobs eliminate a person with felony records or past drug offenses, – Which disproportionately reduces employment opportunities for people of color © 2012 Pearson Education, Inc. All rights reserved. Examples of Institutional Discrimination • The criminal justice system is dominated by Whites – Find it difficult to understand life in poverty • Hiring practices often require several years of experience at jobs – Only recently opened to members of subordinate groups © 2012 Pearson Education, Inc. All rights reserved. Discrimination Hits the Wallet • Informal Economy (Irregular/Underground Economy) – Transfers of money, goods, or services that are not reported to the government – Irregular economy - operates outside the boundaries of the regular economy • Job stability, wages, working conditions or benefits © 2012 Pearson Education, Inc. All rights reserved. Discrimination Hits the Wallet – Regular labor market operates according to the principles of the conventional labor market • Dual Labor Market Model – According to this model, minorities have been relegated to the informal economy – Informal economy offers few safeguards against fraud or malpractice © 2012 Pearson Education, Inc. All rights reserved. Discrimination Hits the Wallet – Few fringe benefits such as stability, wages, health insurance, and pension – Criticized for promoting unfair and dangerous working conditions – Workers are ill prepared to enter the regular economy permanently © 2012 Pearson Education, Inc. All rights reserved. Discrimination Today • Discrimination is widespread in the U.S. • Sometimes results from prejudices held by individuals, but more significantly: – Is found in institutional discrimination and the presence of the informal economy © 2012 Pearson Education, Inc. All rights reserved. Discrimination Today • Quantifying discrimination is problematic – 1. Identifying the different treatment of minorities – 2. Determining the cost of discrimination • Distribution of income as a measure of discrimination © 2012 Pearson Education, Inc. All rights reserved. Eliminating Discrimination • Two major sources for the elimination of discrimination: – Governmental agencies and policies • Roosevelt’s 1943 and the Fair Employment Practices Commission (FEPC) • Supreme court decision - 1954 Brown v. Board of Education © 2012 Pearson Education, Inc. All rights reserved. Eliminating Discrimination – Voluntary associations • State’s Rights – Each state is sovereign in most of its affairs • And has the right to order them without interference from the federal government – Since 1964, several acts and amendments have been made to the Civil Rights Act © 2012 Pearson Education, Inc. All rights reserved. Eliminating Discrimination – To cover the many areas of discrimination left untouched; Criminal Justice and Housing • Redlining – The pattern of discrimination against people: • Trying to buy homes in minority and racially changing neighborhoods – Applied to areas other than housing © 2012 Pearson Education, Inc. All rights reserved. Wealth Inequality: Discrimination’s Legacy • Past discrimination carries into the present and future – No inherited wealth is element of the past – Less opportunity of Blacks to accumulate assets © 2012 Pearson Education, Inc. All rights reserved. Wealth Inequality: Discrimination’s Legacy • Income – Salaries and wages • Wealth – Encompasses all a person’s assets, land, stocks, and other types of property © 2012 Pearson Education, Inc. All rights reserved. Environmental Justice • Efforts to ensure that hazardous substances are controlled so that: – All communities receive protection regardless of race or socioeconomic circumstance • Issues of environmental justice not limited to metropolitan areas © 2012 Pearson Education, Inc. All rights reserved. Environmental Justice – Abuse of Native American reservation land – Tribal lands regarded as dumping grounds for toxic waste that go to the highest bidder • Controversy within the scientific community over potential hazards – Complexity of the issues in terms of social class and race are apparent © 2012 Pearson Education, Inc. All rights reserved. Environmental Justice • Executive order (1994) – Requires all federal agencies to ensure that low-income and minority communities have: • Access to better information about their environment and have an opportunity in shaping: – Government policies that affect their community’s health © 2012 Pearson Education, Inc. All rights reserved. Affirmative Action • Positive effort to recruit subordinate-group members, including women – Jobs, promotions, & educational opportunities – Today, has become a catchall term for racial preference programs and goals – Lightning rod for opposition to programs that suggest consideration of women/minorities © 2012 Pearson Education, Inc. All rights reserved. Affirmative Action Explained • Has been viewed as an important tool for reducing institutional discrimination • Federal measures aimed at procedures that deny equal opportunities, even if: – Not intended to be overtly discriminatory • Lack of minority-group/female employees may in itself represent unlawful exclusion © 2012 Pearson Education, Inc. All rights reserved. Examples of Affirmative Action and Institutional Discrimination • Height & weight requirements that are: – Unnecessarily geared to the physical proportions of White males • Seniority rules, when applied to jobs historically held only by white males • Nepotism-based membership policies • Restrictive employment leave policies © 2012 Pearson Education, Inc. All rights reserved. Examples of Affirmative Action and Institutional Discrimination • Rules requiring only English be spoken at the workplace • Standardized academic tests or criteria • Preferences shown by law and medical schools • Credit policies of banks and lending institutions © 2012 Pearson Education, Inc. All rights reserved. The Legal Debate • In the 1978 Bakke case (Regents of the University of California v Bakke) – By a narrow 5-4 vote, ordered the medical school of the University of California at Davis • To admit Allan Bakke, a qualified White engineer who had originally been denied admission – Solely on the basis of his race © 2012 Pearson Education, Inc. All rights reserved. Reverse Discrimination • An emotional term because it conjures up the notion that somehow: – Women and minorities will subject White men in the U.S. to the same treatment received by: • Minorities during the last three centuries © 2012 Pearson Education, Inc. All rights reserved. Reverse Discrimination • Supporters of affirmative action – Informal social networks, personal recommendations & family ties • White men will have a distinct advantage built on generations of being in positions of power © 2012 Pearson Education, Inc. All rights reserved. The Glass Ceiling • Barrier that blocks the promotion of a qualified worker – Because of gender or minority membership • Block lateral moves to areas from which executives are promoted – Contribute to women not moving to decisionmaking positions in nation’s corp. giants © 2012 Pearson Education, Inc. All rights reserved. The Glass Ceiling • Determinants of the Glass Ceiling – Lack of management commitment to establishing system, policies, and practices • For achieving workplace diversity and upward mobility – Pay inequities for work of equal or comparable value © 2012 Pearson Education, Inc. All rights reserved. The Glass Ceiling – Sex, race, and ethnic-based stereotyping and harassment – Unfair recruitment practices – Lack of family-friendly workplace policies – “Parent-track” policies – Limited opportunities for advancement to decision-making positions © 2012 Pearson Education, Inc. All rights reserved. The Glass Ceiling • Glass Escalator – Refers to the male advantage experienced in occupations dominated by women – Men who chose to enter female-dominated occupations are often rewarded with • Promotions and positions of responsibility coveted by their fellow female workers © 2012 Pearson Education, Inc. All rights reserved.