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.
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