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Factors affecting school culture
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Recently, I participated in a debate about how do I feel the media (television, books, and movies) reflected images I want my children to see. The discussion lead to diversity. I mentioned that children are too busy trying to prove their blackness to embrace diversity. Embracing diversity in my perception has been seen as selling out. As a black woman, I struggle with fitting in. It depends on the crowd. Sometimes I have to surrender my blackness sometimes my feminity. The television show Blackish lightly treads on issues of proving blackness (black nationalism) and diversity. The show does not take the risk and engage these topics at a deep level. In the midst of “Black Lives Matter,” the importance of this discussion is critical. I realize in college, I made a conscious effort to prove my blackness. I used it as a defense mechanics to keep people away. I used more slang and ebonics in the conversation. Years later at work in a predominately white environment, I clung to the idea of proving my blackness. When my blackness was challenged, my pride caused me to react, and I was terminated as a result of an altercation. The altercation was a result of me trying to prove my hood toughness. For years, I did code switching I didn’t realize it was a technical term for it. In middle school and high school, I was in a predominately white school …show more content…
It was an interesting mix. My assumption was the audience would be predominately black. When I arrived late, I noticed the trickle of black people coming. I thought, “here we go we coming in colored people time”. The panelist who was our discussion leaders did not reflect diversity. There was a moderator a young black male. Bernie Hayes an elder black male advocate and a black female who was a mix of afro-centric and eclectic. The final panelist was a middle age artistic while male. The discussion focused on topics such as code switching, white flight, and educational
As I waited to observe the audience as they filled the seats with pencil in hand, I was amazed by the amount of diversity I saw before me. By the time the lecture was ready to set foot, I observed that nearly the entire lecture hall was filled. I would say that the hall where our discussion was being held in could probably hold around 300 people. The majority of the audience was not students forced to write a paper on the Brown v. Board Commemoration events, but rather scholars who were on average in their mid-40s. It seemed as though everyone knew each other to some degree. At one point, I saw a woman walk in with her young son and they were greeted by one of the first presenters. Oftentimes, groups of 2 or 3 walked into the room and they would sit down in no particular section of the seating and proceed to talk moderately loudly and peacefully. There was a sense of joy and rejuvenation in the air. After making my final observations of the crowd, I noted that it was a predominantly white showing! Not something I would expect to see when attending a discussion on slavery. It was a spectacle for me to see a group of Asian Americans nodding in unison when points were made during the seminar relating to black and white race relations. I would say that African-Americans wer...
Attending a predominantly white school, white people were very interested, or rather over interested, in the so-called black culture. Being in a space that had minority black people, oppression was felt on the highest level. Anything that may have remotely involved the black skin, was downplayed and undermined, and more cases than one, my voice was silenced. From this experience, I started realising that wherever I may go, the female black body was not correctly or remotely represented positively in the media and in general society. For many years, as a regular television watcher, I began to realise that the media and entertainment industry did not put black women in power or inspiration, but women who are needy, sexual objects or women who play second best to men. In my educational systems, I have not been exposed to black lectures or teachers enough, and I realised that we were not being correctly and rightfully represented. As a black body, I am aware that I occupy space in a white environment, and that much of what I do is under the scope of white supremacy. Much of the experiences I have at my university are very much related to my racial profiling, and my level of intelligence is marked according to how I look eternally. Daily, I am constantly reminded that I am black as if it is something to be ashamed of social elite environment. In the article written by Dill and Zambara,
Modern culture, especially that perpetuated on MTV, has given many suburban white kids the idea that they are oppressed by some business-like aristocracy. That may be true in a way, but in another, it is puzzling that the reaction has been for many middle-class Caucasian youth to adopt black culture as their own. And as far as media perception of black people, I really don't fit that mold. I am very in touch with my culture, heritage and race. And I take a great deal of pride in it. But because I don't fit the stereotype that even white kids are now trying to emulate, it sometimes puts me at odds with my own perception of my race.
Across the nation, millions of Americans of all races turn on the television or open a newspaper and are bombarded with images of well dressed, articulate, attractive black people advertising different products and representing respected companies. The population of black professionals in all arenas of work has risen to the point where seeing a black physician, attorney, or a college professor are becoming more a common sight. More and more black people are holding positions of respect and authority throughout America today, such as Barack Obama, Colin Powell, Condelezza Rice and many other prominent black executives. As a result of their apparent success, these black people are seen as role models for many Americans, despite their race. However, these groups of black people are exceptions to the rule and consist of only a tiny fraction of all black Americans. These black people in turn actually help to reinforce the inequality of black Americans by allowing Americans of other races to focus on their success. A common thought is, "They made it, why can't you do the same?" The direct and truthful answer to that question is Racism.
Racism and discrimination continue to be a prevalent problem in American society. Although minorities have made significant strides toward autonomy and equality, the images in media, specifically television, continue to misrepresent and manipulate the public opinion of blacks. It is no longer a blatant practice upheld by the law and celebrated with hangings and beatings, but instead it is a subtle practice that is perceived in the entertainment and media industries. Whether it’s appearing in disparaging roles or being negatively portrayed in newscasts, blacks continue to be the victims of an industry that relies on old ideas to appeal to the majority. The viscous cycle that is the unconscious racism of the media continues to not only be detrimental to the white consumers, who base what they know about blacks on what is represented on television, but also the black consumers, who grow up with a false sense of identity.
Dental professionals have a commitment to respect diversity and create equity of access to dental care for everyone (GDC, 2014). Diversity describes any dimension that can be used to differentiate an individual from others. It requires understanding that each individual is unique and accepting and respecting these individual differences (QCC,2013). These differences could be along the dimensions of race, ethnicity, religion, disability, sexual orientation, gender, age, socio-economic status or other ideologies (QCC, 2013). Understanding the impact that these differences may pose is vital in dealing professionally with people from diverse backgrounds and delivering equal treatment for all. Equality refers to identical treatment in dealings quantitates and values (Braveman, and Gruskin, 2003). Thus, creating equality for all might not mean that there are no disparities between different groups. Equity on the other hand refers to fairness and the equality of outcomes and involves recognizing aspects of a system that may disadvantage a certain group and correcting them (Braveman, and Gruskin, 2003). Therefore, in order to overcome potential pitfalls that may create inequity to access, there is a need to explore the different factors encountered in our diverse society that may create these issues. As an example, patients from different ethnic backgrounds may be faced with barriers accounting for the less frequent use of dental care (CQC. 2010). This group will be used as an example and some of the issues behind this inequity of access will be looked at further.
On the first day of school, I was in culture shock. There were so many different races of people: from Whites to Asians to Hispanics to Blacks. This diversity was foreign to me and the only diversity that I was exposed to ...
I wasn’t afforded the same opportunities as those who were of fairer skin; I would have to prove myself constantly, often producing exceptionally just to be considered on par with the average work of my peers. For years, the same sentiments haunted me. “You’re pretty for a black girl”, “You talk like a white girl”, or the ever popular “I’m surprised that you’re not ghetto like the other black girls that I know” would play over and over in my mind. In the black community, such remarks have been tolerat...
Being a black man in America requires you to take on cringing responsibilities in the midst of society’s hate and discrimination rather you wish to or not. They cram us into a box and engrave their definition of black men in the center of our foreheads, it says: “Thug” or in other words “a polite way of saying the ‘N’ word” as Super Bowl XLVIII MVP, Richard Sherman would say. We are all stereotyped and packaged into this disgustful class, a class that harnesses invisible chains around our ankles to replace the real ones from the early and middle nineteen hundreds. Society, who seems to be "out to get us" has permanently branded us. I'm mean, the majority will take photos caressing fully grown tigers, but will spontaneously lock their car doors when a black man is simply lolly gagging pass it. They seriously have to be "Coo-coo for CoCo Puffs..." Being a black man means being desirous to stand out while doing what they need to do to make it, despite all the challenging obstacles they have to leap through on their journey. However, in some cases being a "thug" is just a way to provide, black men aren't born with an innate mental attitude of being a thug. I guess you could honestly
There are federal laws that prevent discrimination in the workplace which is what the Equal Employment Opportunity Commission (EEOC) is for. They “enforce antidiscrimination laws, and protect individuals and groups from discrimination.” (Plunkett, Allen, Attner). Some of the important laws are the Equal Pay Act, American with Disabilities Act, Title VII 1964 Civil Rights Act and many more. These laws clearly state the provisions that employers must always follow in the workplace.
African-Americans were taught at an early age that individuality, originality, and distinctiveness were all qualities that they would acquire, however, those qualities would never be of much value. They would all be grouped together based on their appearances, despite their differences in character. Our educators, the media, and the men and women sworn to protect us, inculcate these ideas. As a black person, I can tell you from experience that the black reality is hard to endure. Barely being old enough to speak, but still encountering racism. As a child, I could not fathom the idea that someone could dislike me solely based on the color of my skin. I, as well as many others, desired for someone to look past our outer appearance and become more focused on our character. We wanted them to realize that we have the potential to effect change despite the stereotypes and hardships placed on the black race. My goal in this paper is to bring awareness to the racial epidemic and offer possible solutions.
“‘Most of the racism in schools today is not born out of intense hate and does not come from this place of wanting the worst for students of color,” [...] It’s subtle.’” explained Jarrod Schwartz. Racism has become a part of our everyday lives, and it goes by unnoticed and unacknowledged on a day to day basis. Being the victim of unintentional racism, I know how it affects one emotionally and makes one question their own identity.
There are many definitions relating to diversity, equity and inclusion that and sometimes the terms used interchangeably. Definitions that are helpful in understand the concepts are as follows. Diversity can be the sum of the ways that people are both alike and different. The dimensions of diversity include race, ethnicity, gender, sexual orientation, language, culture, regions, mental and physical ability, class, and immigration status. While diversity itself is not value-laden term, the way that people react to diversity is driven by values, attitudes, beliefs, and so on. Full acceptance of diversity is a major principle of social justice. I personally didn’t have that much knowledge about the diversity social justice because I came from
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.