In summing up the topic of discrimination, I would like to say that unfortunately we all do it. It’s kind of like sinning. The key is to realize when your prejudices, biases, and preferences are causing you to treat another unfairly or causing someone harm. We have seen that it is present in all cultures, across all cohorts, and is most prevalent with regards to minorities, socioeconomic statuses, women, gays, and religion. We must keep in mind that discrimination is a reality that exists, and in some instances can be handled by simply not giving it validity by responding to its ignorance or ignorant attempts. Conversely, we must keep in mind that because it is so prevalent, at times, the commonly discriminated against could be perceiving something that did not occur. Thank you all for your comments and consideration of my topic.
Dietra Lang, 2008
Monday, November 17, 2008
Discrimination across Cohorts
Define cumulative discrimination as the measurement of discriminatory effects over time and across domains. Rather than focusing on the impact of discrimination on an outcome at a point in time (discrimination in wages, discrimination in medical treatment for heart disease, etc.), the study of cumulative discrimination looks at the cumulative effects of single or multiple incidents of discrimination across time and across societal settings. The emphasis is on dynamic and systematic processes. Some of these processes may perpetuate or reinforce discriminatory effects. Other processes may mitigate or offset the effects of discrimination over time.
Let me describe at least three ways to think about how cumulative discrimination might occur. First, one may observe the cumulative impact of discrimination that arises from multiple interactions within a single social domain over time. An example would be a study of whether and how discriminatory impacts might cumulate within the labor market from the initial hiring process, through multiple promotion, job change, and hiring.
Studies of cumulative discrimination can provide a better measure of the impact of discrimination and the extent to which discrimination remains a salient social problem. Indeed, current social science efforts to measure discrimination at a decision-point within a specific domain may seriously understate the impact of discrimination. The primary problem is that measures of discrimination that focus on discrimination at a particular place and point in time may provide only limited information on the dynamic and cumulative nature of discrimination.
www.aeaweb.org/annual_mtg_papers/2005/0107_1015_1102.pdf
Let me describe at least three ways to think about how cumulative discrimination might occur. First, one may observe the cumulative impact of discrimination that arises from multiple interactions within a single social domain over time. An example would be a study of whether and how discriminatory impacts might cumulate within the labor market from the initial hiring process, through multiple promotion, job change, and hiring.
Studies of cumulative discrimination can provide a better measure of the impact of discrimination and the extent to which discrimination remains a salient social problem. Indeed, current social science efforts to measure discrimination at a decision-point within a specific domain may seriously understate the impact of discrimination. The primary problem is that measures of discrimination that focus on discrimination at a particular place and point in time may provide only limited information on the dynamic and cumulative nature of discrimination.
www.aeaweb.org/annual_mtg_papers/2005/0107_1015_1102.pdf
Does Discrimination Effect One's Health?
Recent studies link the experience of racism to poorer mental and physical health. For example, racial inequalities may be the primary cause of differences in reported quality of life between African Americans and whites (Hughes & Thomas, 1998). Experiences of racism have been linked with hypertension among African Americans (Krieger & Sidney, 1996; Krieger et al., 1999). A study of African Americans found perceived discrimination to be associated with psychological distress, lower well-being, self-reported ill health, and number of days confined to bed (Williams et al., 1997; Ren et al., 1999).
http://mentalhealth.samhsa.gov/cre/ch2_racism_discrimination_and_mental_health.asp
As a side note, this statistic did say "perceived discrimination."
http://mentalhealth.samhsa.gov/cre/ch2_racism_discrimination_and_mental_health.asp
As a side note, this statistic did say "perceived discrimination."
FYI: Did you know?
Through the third quarter of fiscal year (FY) 2008, race, reprisal and sex were the most frequently alleged bases of discrimination in complaints filed by federal agency employees, former employees and applicants for employment, according to data posted on the US Equal Employment Opportunity Commission’s (EEOC) website on July 30, 2008. The third quarter ended June 30, 2008.
The EEOC’s summary statistical data show that 24 internal complaints of discrimination were filed with the agency by 24 individuals during the third quarter of FY 2008. Among these complaints, race was the most frequently alleged basis of discrimination (18), followed by reprisal (13) and sex (11). Notably, complaints may allege multiple bases of discrimination, so the sum of the alleged bases is generally greater than the number of complaints filed. Through the third quarter, there were no findings of discrimination on internal complaints.
http://www.eeoc.gov/stats/nofear/index.html.
The EEOC’s summary statistical data show that 24 internal complaints of discrimination were filed with the agency by 24 individuals during the third quarter of FY 2008. Among these complaints, race was the most frequently alleged basis of discrimination (18), followed by reprisal (13) and sex (11). Notably, complaints may allege multiple bases of discrimination, so the sum of the alleged bases is generally greater than the number of complaints filed. Through the third quarter, there were no findings of discrimination on internal complaints.
http://www.eeoc.gov/stats/nofear/index.html.
Thursday, October 30, 2008
Helpful Information for the Social Worker
- Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
- the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
- the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
- Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
- Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and
- the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
Wednesday, October 29, 2008
Discrimination and Human Development
So often in the field of social work we hear our clients, especially minority clients, stating that they are being treated unfairly due to race. Well, I know neither I or my fellow classmates have been accussed of such. However, we must ask whether or not these are valid accusations. Do we sometimes treat our clients based on the way they have handled their children, or based on the address that we see on an intake form, or even on their appearance or the appearance of their home. Here is the real question, Are our clients really being treated unfairly or are they simply "playing the race card?"
"As the life course perspective has continued to evolve, it has more clearly emphasized the links between the life events and transitions of childhood, adolescence, and adulthood (McLeod & Almazan, 2003; Shanahan, 2000). Studies indicate that childhood events sometimes shape people's lives 40 or 50 years later (George, 1996)."
"As the life course perspective has continued to evolve, it has more clearly emphasized the links between the life events and transitions of childhood, adolescence, and adulthood (McLeod & Almazan, 2003; Shanahan, 2000). Studies indicate that childhood events sometimes shape people's lives 40 or 50 years later (George, 1996)."
Hutchinson, 30.
Monday, October 20, 2008
Recent Incident
Hey you guys,
I would like to hear some of your responses to my next topic: the Presidential Election.
Someone recently told me that a woman was driving down the street with an Obama sticker on her car. A man pulled out a gun and yelled, "Take that off of your car." Is it just me or was insane? I thought that this was the land of freedom of speech. Maybe it should be the land where your speech is free only if I agree with it. On a personal level, have you ever found yourself angry with someone or responding to them rudely because they said something that sent your conscience alarm off? Yeah, me too. However, we are wrong. Being different is what life is about. Just because you dont agree with someone does not mean that yhall cant be friends or that you have to be rude to them. I personally dont think that this is a discrimation issue but more of a maturity issue. It takes a mature person who is confident in where they are and what they believe to state it and take criticism. Now, on a governmental level. What the he--- is America thinking being so rude to people because of their choice. Hello, in the HISTORY of this country we have only had one race of leaders. Hello, America. There is something wrong with this picture. Am I implying that you should choose someone based on their color or that our past president's have not done a good job? ABSOLUTELY NOT. I am, however, about to ask an important question. For my Caucasian classmates, how would you feel if there had never been a white president? Forget the fact that if you make enough money, you can live where you like, or if you so choose you can befriend people of all races? Really, how would you feel if the leader of your country had never been someone of your descent? To my African-American and minority classmates, how do you feel with this being a reality?
I would like to hear some of your responses to my next topic: the Presidential Election.
Someone recently told me that a woman was driving down the street with an Obama sticker on her car. A man pulled out a gun and yelled, "Take that off of your car." Is it just me or was insane? I thought that this was the land of freedom of speech. Maybe it should be the land where your speech is free only if I agree with it. On a personal level, have you ever found yourself angry with someone or responding to them rudely because they said something that sent your conscience alarm off? Yeah, me too. However, we are wrong. Being different is what life is about. Just because you dont agree with someone does not mean that yhall cant be friends or that you have to be rude to them. I personally dont think that this is a discrimation issue but more of a maturity issue. It takes a mature person who is confident in where they are and what they believe to state it and take criticism. Now, on a governmental level. What the he--- is America thinking being so rude to people because of their choice. Hello, in the HISTORY of this country we have only had one race of leaders. Hello, America. There is something wrong with this picture. Am I implying that you should choose someone based on their color or that our past president's have not done a good job? ABSOLUTELY NOT. I am, however, about to ask an important question. For my Caucasian classmates, how would you feel if there had never been a white president? Forget the fact that if you make enough money, you can live where you like, or if you so choose you can befriend people of all races? Really, how would you feel if the leader of your country had never been someone of your descent? To my African-American and minority classmates, how do you feel with this being a reality?
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