2. Whites mistreated blacks on that basis. Affirmative action does not justify preferential treatment based on the first point; it justifies it on the second. That is, supporters do not believe that being black is a morally relevant feature which deserves discriminatory behavior; but... ... middle of paper ... ...angible "victims" who were shut out by the end of job discrimination, then we can also point to tangible "victims" who are shut out of public contracting and funding by the end of voting discrimination. If critics of affirmative action can point to "discrimination" in favor of minorities at hiring time, we can point to "discrimination" in favor of minorities in legislation and public funding.
This fallacy does not take into account the basis that black people or minorities are still discriminated against and have fewer opportunities than white people despite having a black president. The American society is not always obvious when acting in discriminatory behavior. In the article, “Racism,” Feagin explains that it is possible for white people to hold less consciously prejudice thoughts that stem from prior socialization (Feagin, 2015). Thus, racist attitudes can be conscious, half-conscious, or subconscious (Feagin, 2015). Examples of this half or subconscious racist attitude is found in employment settings.
My research found 70% of those studied agree the courts do not offer equal treatment. Although both agree that the system is biased, whites seem to have a more positive view about the whole system, while Blacks feel the system is corrupt and works' against them. 50% of my non-white sample and 20% of my white sample felt the courts discriminate. James Henslin, author of the text Social Problems, states "[Violent crime] recedes with income ... people with higher incomes live in better, more affluent and less viole... ... middle of paper ... ...that continue to target poor minorities. My results did show that there was differences in the way black and white students in American society view the criminal justice system.
I believe Police should not stop someone based upon their race unless, suspicious behavior occurs. Racial Profiling or stop and frisking highly occur in the state of New York. The New York City’s Police Department stop and frisk practices raise serious concerns over racial profiling, privacy rights, and illegal stops. The police are stopping hundreds of thousands of law abiding New Yorkers every year, and the vast 84 percent of the stops are black and Latino. People say that stop and frisks are reasonable because they help reduce crime and protect citizens, but stop and frisks do not reduce crime rates and do not keep people safer.
Affirmative Action as Discrimination Based on Race Affirmative action is geared towards providing solution to the long standing issu... ... middle of paper ... ...d not by their competence but by their race. Affirmative action is not ethical because it is against the law on equal opportunities. When it is supposed to help the disadvantaged, it instead suggests that people of color are inferior and therefore need special privileges in order to succeed. Affirmative action also offends the ethnic minorities on account that they are not allowed to compete head to head with the advantaged group. On the other hand, not all that is about affirmative action hurt the white.
It also is demeaning to minorities who want to be judged by their actions, not their skin color. When companies are hiring or promoting, or when a college decides which applicants to accept, many are unable to judge by merit alone. They are required by law to make race a deciding factor in their decisions in order to meet the mandated quotas. Affirmative action is also demeaning to most minorities. It makes them feel as though the government views them as having less ability than others.
Therapists may be unaware of how their biases and prejudices play an important role in creating positive and/or negative spaces for clients of color. This article focuses on white therapist-client of color interactions and describes and analyzes how racism, in the form of microaggressions, are extremely hard for therapists to identify. Racial microaggressions are subtle, non-verbal, unconscious exchanges that are insulting, and directed toward people of color; they are brief everyday exchanges that send "denigrating messages to people of color because they belong to a racial minority group." Microaggressions can be extremely damaging to persons of color because they can impair performance in a multitude of settings and create significant disparities
Literature Review: The reason affirmative action is necessary in some parts of in American society is because of the historical significance of racism that embodies American history. As a result, minorities as well as women in the employment industry, and educational system have suffered for not meeting such “requirements”. Often times institutional racism is subtle, unconscious, and rationalize on the basis of nonracial criteria, and does not take the form of overt discrimination like individual racism (McClain, 8 & Crosby, 95). Thus, universities and places of employment may be operating in a manner that is unfair to minorities and women, and may not necessarily be aware of it. In a random sample study of 244 managers, it was found that they characterized female managers more negatively than they did the males, and they assumed that women are unsuited to the rough and tumble world of high-status jobs (Crosby, 101).
According to Tarman & Sears (2005), modern racism can be defined as the contemporary belief, or schema, of prejudice toward African Americans. These beliefs may include that African Americans are morally inferior to Caucasians and that they do not exhibit traditional Caucasian American values such as hard work and independence. These held schemas may mask prejudice and discrimination toward African Americans. Through masking, Caucasians are seen to be able to maintain their “status quo” - e.g. the Justice System and the IRS.
The other can be defined as, “one whose differences and experiences are judged to be “too alien” to be understood,” (Oppression, slide 8). People often consider those who are not like them to be inferior others. Thus, it is easy to discriminate against them if their gender identity, ethnicity, sexuality, or culture is different than one’s own. In the article “Are Emily and Greg more employable than Lakisha and Jamal,” an experiment is performed to see if employers are biased towards people with names that sound anything other than white (Bertrand and Mullainathan, page 428). They found that people with names that sounded more African American tended to get fewer interviews and were disregarded easier (Bertrand and Mullainathan, page 433).