Beyond Bias and Barriers Fulfilling the Potential of Women in Academic Science and Engineering (2007) / Chapter Skim
Currently Skimming:
Appendix C Chapter 4, Measuring Racial Discrimination, Theories of Discrimination
Appendix C Chapter 4, Measuring Racial Discrimination, Theories of Discrimination
Pages 258-274
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 258... ...
Appendix C Chapter 4 of Measuring Racial Discrimination (2004) , National Research Council, Washington, DC, The National Academies Press 258
|
From page 259... ...
259 APPENDIX C Theories of Discrimination I n Chapter 3, we developed a two-part definition of racial discrimina tion: 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)
|
From page 260... ...
260 APPENDIX C (as delineated in Chapter 3)
|
From page 261... ...
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. Avoidance entails choosing the comfort of one's own racial group (the "ingroup" in social psychological terms)
|
From page 262... ...
262 APPENDIX C 10 percent who do not support civil rights for all racial groups are likely to exhibit intentional, explicit discrimination by any measure. The data indicate that these hardcore discriminators view their own group as threatened by racial outgroups (Duckitt, 2001)
|
From page 263... ...
263 APPENDIX C enon as a set of often unconscious beliefs and associations that affect the attitudes and behaviors of members of the ingroup (e.g., non-Hispanic whites) toward members of the outgroup (e.g., blacks or other disadvantaged racial groups)
|
From page 264... ...
264 APPENDIX C tory environment. Such automatic reactions have also been shown to lead to automatic forms of stereotype-confirming behavior (Bargh et al., 1996; Chen and Bargh, 1997)
|
From page 265... ...
265 APPENDIX C zation by race can activate stereotypes and lead to discriminatory behavior. In their study, the experimenter first showed white participants either black or white young male faces, presented at a subliminal level.
|
From page 266... ...
266 APPENDIX C characteristics of different groups. Even though such discrimination could be viewed as economically rational, it is illegal in such situations as hiring because it uses group characteristics to make decisions about individuals.
|
From page 267... ...
. Similarly, if black Americans are barred from top corporate jobs, the incentives for younger black men and women to pursue the educational credentials and career experience that lead to top corporate jobs may be reduced.
|
From page 268... ...
268 APPENDIX C In the past, overt racism and explicit exclusionary laws promoted residential segregation. Even though these laws have been struck down, the process by which housing is advertised and housing choices are made may continue to perpetuate racial segregation in some instances.
|
From page 269... ...
269 APPENDIX C analyzed with regard to the particular history and reasonable organizational needs of a specific institution. But we do want to emphasize that facially neutral organizational processes may function in ways that can be viewed as discriminatory, particularly if differential racial outcomes are insufficiently justified by the benefits to the organization.
|
From page 270... ...
270 APPENDIX C well documented and are in practice treated as cases of unlawful disparate treatment discrimination if they are found to generate differential treatment of blacks. Note, however, that issues of proof make it more difficult to establish these unconscious forms of discriminatory behavior, although statistical approaches are commonly used to ferret out just such unconscious bias.
|
From page 271... ...
TABLE 4-1 A Map of the Potential Points of Discrimination Within Five Domains Source Points for Housing/ Discrimination Labor Markets Education Mortgage Lending Criminal Justice Health Care APPENDIX C Access to institutions • Hiring • Acceptance • Steering • Policing behaviors • Access to care or procedures • Interviewing -- Into college • Mortgage redlining • Arrests • Insurance • Unemployment -- Into special education programs • Financial aid While functioning • Wages • Track placement • Loan pricing • Police treatment • Quality of care within a domain • Evaluation • Ability grouping • Quality of legal • Price • Work environment • Grades and evaluations representation • Learning environment • Per-pupil expenditure • Special education placement Movement through a • Promotion • Promotion and graduation • Resale value • Parole • Referrals domain • Layoffs • Retention • Wealth • Sentencing • Rehiring accumulation Key actors • Employers • Teachers • Landlords • Police • Health care • Customers • Administrators • Sellers • Prosecutors workers • Coworkers • Fellow students • Lenders • Judges • Administrators • Neighbors • Juries • Insurance • Parole boards companies NOTE: We provide a selected bibliography of research on discrimination within the domains listed above at the end of this report.
|
From page 272... ...
272 APPENDIX C in schools; landlords, sellers, lenders, and neighbors in housing; police officers, judges, and juries in criminal justice; and health care professionals, insurance companies, and administrators in the health care system. At any of the points shown in the table, one might observe direct adverse behavior or aversion to contact with racial minorities, unconscious or subtle biases, statistical discrimination, or institutional processes that result in adverse outcomes.
|
From page 273... ...
273 APPENDIX C markets, education, housing, criminal justice, and health care all interact with each other; discrimination in any one domain can limit opportunities and cumulatively worsen life chances in another. For instance, children who are less healthy and more impoverished may do worse in school, and in turn, poor education may affect labor market opportunities.
|
From page 274... ...
274 APPENDIX C SUMMARY Discrimination manifests itself in multiple ways that range in form from overt and intentional to subtle and ambiguous, as well as from personal to institutional, whether through statistical discrimination and profiling or organizational processes. Discrimination also operates differently in different domains and may cumulate over time within and across domains.
|
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.