Robert Merton's Typology Of Racial Prejudice And Discrimination

The goal of this project is to bring to light the destructive psychology used by those practicing and sympathizing with racial prejudice and discrimination. We will realize this utilizing sociologist Robert K. Merton’s typology of prejudice and discrimination. We will examine where Merton’s concepts are helpful in bringing about social change, and when labeling persona non gratas with a “type” can be harmful. Discussed in this paper are a few subjects of controversy incumbent in this conversation, such as segregation, housing discrimination, affirmative action, and the confederate flag. By addressing the problems presented to society by these issues, it is our hope, to decimate the erroneous reasoning that motivates Merton’s prejudiced

Or positive discrimination, as it’s known in the UK, equity, in Canada, and reservation, in India. Affirmative action, is defined as any policy that overwhelmingly benefits a disenfranchised sect of people. Usually favoring those who have endured discrimination within their own country. It is the practice of Merton’s unprejudiced nondiscriminator to support the needs of the underprivileged and disaffected in their community. However, it a concept, we think, not well defined by Merton’s typology. We will delve into possible inadequacies of Merton’s philosophy regarding this

Johnson issued an executive order which addressed federal contractors, requiring them to take up the practice of affirmative action to bring a stop to discrimination in the workplace. However, according to sociologist Frank Dobbin, only 4 percent of employers has established affirmative action offices and only 20 percent had established affirmative action policies in 1970. However, the Equal Employment Opportunity Act of 1972 and the Supreme Court case Griggs v. Duke Power Company, largely covered employers under affirmative action policy. This effort was curbed in the 1980’s when conservatives pushed affirmative action policies down to the regulatory level under the Reagan administration. This put the responsibility of educating employers on the importance of workplace diversity into their own hands. Another study of Dobbins’ in 2006 revealed that employer’s unregulated efforts to diversify their own workplaces we as likely to increase bias as to reduce