Relay-Version: version B 2.10 5/3/83; site utzoo.UUCP Posting-Version: version B 2.10 5/3/83; site noscvax.UUCP Path: utzoo!linus!philabs!sdcsvax!noscvax!cunningh From: cunningh@noscvax.UUCP Newsgroups: net.flame Subject: stereotypes, prejudice & discrimination Message-ID: <156@noscvax.UUCP> Date: Sat, 11-Jun-83 04:06:59 EDT Article-I.D.: noscvax.156 Posted: Sat Jun 11 04:06:59 1983 Date-Received: Tue, 14-Jun-83 16:52:49 EDT Organization: Naval Ocean Systems Center, San Diego Lines: 70 Some articles appearing here intermixed the concepts of sterotypes, prejudice and discrimation. Let's make the differences between them clear. Stereotypes are mental images we have that we believe fit other racial or cultural groups. Stereotyping by itself is not too bad. I know my own are sometimes reinforced, perhaps more often disproved by contacts with real people I come to know. Prejudice is much more unpleasant. It seems to come about when people become committed to preserving their particular stereotypes and make emotional decisions to the detriment of individuals with different backgrounds. Jealousy and hatred are strong emotions, along with other forms of displaced anger. When prejudice becomes a habit within a group of people, or within an organization, then discrimination appears. In its most benign forms, discrimination proscribes and stifles opportunity; at its worst it encourages exploitation. The more extensive and accepted it is, the more widespread its effects. Discriminatory hiring, salaries and promotion really happen. Affirmative action and EOE programs do not apply to many organizations. If you know of an organization with a definite racial or cultural clientele (or membership), you will probably find a strong bias (not necessarily the same group) in their staffs. Gradually, over the last 10 years, discrimination in hiring has declined somewhat in large organizations; particularly in government, and organizations doing business with governmental agencies. The decline is due in some measure to AA and EOE programs, possibly for no other reason than these organizations are now required to compile and disseminate statistics on the backgrounds of their employees. Once people of different racial and ethnic origins are systematically hired at various levels in an organization, other things start to change. Prejudiced individuals tend to have a less public, less pervasive effect. Personal prejudices of all kinds often influence promotion and pay, and create tragic personal indignities. I believe this, too, will change, but not nearly as fast. The attitudes of many individuals will have to change. Some don't even recognize their own prejudices. I am a key member of a project group, the only one of my race in the group. It's definitely an educational experience. I recommend an experience like it to you, whatever your background. I have a 'mixed' marriage. My spouse and I are racially different. Both of us have, at different times, felt the sometimes acute discomfort that arises when everyone else around is of the 'other' race. But, since we originally met when working for the same company, that gives me evidence that breaking down racial hiring barriers stimulates the breakdown of other social barriers as well. We have learned to live with occasional personal incidents of racial prejudice, especially when traveling. It's not always easy to deal with other people's emotional immaturities. We find that other stereotypes held by individuals, if held without excessive emotional attachment, can often be overcome with time and some patience. Hopefully, my children will have less prejudice to deal with when they grow up. ...!ucbvax!sdcsvax!noscvax!cunningh ...!philabs!sdcsvax!noscvax!cunningh