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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.
 
 
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