Journal articles on the topic 'Racel discrimination'
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1
Abou-Shaara, H. F., and A. A. Al-Ghamdi. "Studies on wings symmetry and honey bee races discrimination by using standard and geometric morphometrics." Biotehnologija u stocarstvu 28, no. 3 (2012): 575–84. http://dx.doi.org/10.2298/bah1203575a.
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Morphometric is an essential tool for honey bee races discrimination and characterization. Such vital tool has been applied widely in honey bee researches. Unfortunately there is no available literature for confirming honey bee wings symmetry. Therefore, standard and geometric morphometric analyses were employed for investigating wings symmetry as well as for discriminating between Carniolan and Yemeni honey bees. Moreover, three angles of hind wings (H1, H2 and H3) were evaluated in the discrimination between the two races. Results of morphometric analyses strongly confirmed the symmetry of honey bee wings. Standard and geometric morphometric analyses successfully discriminate between the two races. Hind wing length and angle H3 could be incorporated in honey bee races discrimination.
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LIAO, HUNG-CHANG, and YA-HUEI WANG. "THE DEMARGINALIZATION OF FEMALE DISCOURSES: ON THE INTERSECTIONAL DISCRIMINATIONS AGAINST WOMEN IN THE HELP." LINGUISTICA 13, no. 1 (March 3, 2024): 27. http://dx.doi.org/10.24114/jalu.v13i1.56472.
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This paper aimed to examine the unfair treatment and inequality among women by using and assessing the racial, class, and gender perspectives. It also demonstrated the intersectional discrimination against women, and how it brought the oppression and subordination of women in the private and public spheres, which can be characterized as violations of basic human rights and obstacles to the attainment of women’s equality, development, and integrity. In order to further demonstrate the intersectional discrimination against women, the researchers took The Help as a case study to compare various oppressive situations of White middle-class and African-American women and depict how the multiple and overlapped forms of oppression and structural discrimination should be taken into consideration to address the intersectional discriminations against women, particularly African American women. This study adopted latent-content analysis, including primary and secondary resources, as a qualitative method to facilitate analysis of underlying content. The study further concentrated on the diverse perspectives of women to observe various forms of discrimination and examine how the intersectionality of race, class, and gender affects their experiences and conditions of being discriminated. While reflecting upon the discrimination and oppression of the underprivileged genders, races and social classes, readers may manage to deconstruct the “intersectionality” and better empathize with those who are marginalized.
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Bacchini, Fabio, and Ludovica Lorusso. "Race, again: how face recognition technology reinforces racial discrimination." Journal of Information, Communication and Ethics in Society 17, no. 3 (August 12, 2019): 321–35. http://dx.doi.org/10.1108/jices-05-2018-0050.
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Purpose This study aims to explore whether face recognition technology – as it is intensely used by state and local police departments and law enforcement agencies – is racism free or, on the contrary, is affected by racial biases and/or racist prejudices, thus reinforcing overall racial discrimination. Design/methodology/approach The study investigates the causal pathways through which face recognition technology may reinforce the racial disproportion in enforcement; it also inquires whether it further discriminates black people by making them experience more racial discrimination and self-identify more decisively as black – two conditions that are shown to be harmful in various respects. Findings This study shows that face recognition technology, as it is produced, implemented and used in Western societies, reinforces existing racial disparities in stop, investigation, arrest and incarceration rates because of racist prejudices and even contributes to strengthen the unhealthy effects of racism on historically disadvantaged racial groups, like black people. Practical implications The findings hope to make law enforcement agencies and software companies aware that they must take adequate action against the racially discriminative effects of the use of face recognition technology. Social implications This study highlights that no implementation of an allegedly racism-free biometric technology is safe from the risk of racially discriminating, simply because each implementation leans against our society, which is affected by racism in many persisting ways. Originality/value While the ethical survey of biometric technologies is traditionally framed in the discourse of universal rights, this study explores an issue that has not been deeply scrutinized so far, that is, how face recognition technology differently affects distinct racial groups and how it contributes to racial discrimination.
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Krasotkina, Anna, Antonia Götz, Barbara Höhle, and Gudrun Schwarzer. "Infants’ Gaze Patterns for Same-Race and Other-Race Faces, and the Other-Race Effect." Brain Sciences 10, no. 6 (May 29, 2020): 331. http://dx.doi.org/10.3390/brainsci10060331.
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The other-race effect (ORE) can be described as difficulties in discriminating between faces of ethnicities other than one’s own, and can already be observed at approximately 9 months of age. Recent studies also showed that infants visually explore same-and other-race faces differently. However, it is still unclear whether infants’ looking behavior for same- and other-race faces is related to their face discrimination abilities. To investigate this question we conducted a habituation–dishabituation experiment to examine Caucasian 9-month-old infants’ gaze behavior, and their discrimination of same- and other-race faces, using eye-tracking measurements. We found that infants looked longer at the eyes of same-race faces over the course of habituation, as compared to other-race faces. After habituation, infants demonstrated a clear other-race effect by successfully discriminating between same-race faces, but not other-race faces. Importantly, the infants’ ability to discriminate between same-race faces significantly correlated with their fixation time towards the eyes of same-race faces during habituation. Thus, our findings suggest that for infants old enough to begin exhibiting the ORE, gaze behavior during habituation is related to their ability to differentiate among same-race faces, compared to other-race faces.
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Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.
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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.
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Lane, Tom. "Along which identity lines does 21st-century Britain divide? Evidence from Big Brother." Rationality and Society 32, no. 2 (February 10, 2020): 197–222. http://dx.doi.org/10.1177/1043463120904049.
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This article measures discrimination in the reality TV show Big Brother, a high-stakes environment. Data on contestants’ nominations are taken from 35 series of the British version of the show, covering the years 2000–2016. Race and age discrimination are found, with contestants more likely to nominate those of a different race and those different in age from themselves. However, no discrimination is identified on the basis of gender, geographical region of origin, or level of education. Racial discrimination is driven by males, but females exhibit stronger age discrimination than males. Age discrimination is driven by the younger contestants discriminating against the older. Regional differences emerge, particularly between contestants from Greater London and those from the north of England; northerners have a stronger tendency to engage in racial and age discrimination, and to discriminate in favour of the opposite gender.
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Yang, Philip Q. "Race, Gender, and Perceived Employment Discrimination." Journal of Black Studies 52, no. 5 (June 15, 2021): 509–27. http://dx.doi.org/10.1177/00219347211006486.
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This study investigates the effects of race and gender on perceived employment discrimination using the 2016 General Social Survey that provides new data on perceived employment discrimination that aligns more closely with the legal definition of employment discrimination. It is found that 19% of the American adults self-reported the experience of employment discrimination in job application, pay increase, or promotion in the past 5 years. The results of logistic regression analysis show that either controlling or not controlling for other factors, Blacks were much more likely to perceive being discriminated in employment than Whites, but other races were not significantly different from Whites in perceived employment discrimination after holding other variables constant. While gender did not have a significant independent effect on perceived job discrimination, it did interact with race to influence perceived job discrimination. Regardless of race, women were somewhat less likely than men to perceive job discrimination, but Black women were significantly even less likely than White women to self-report job discrimination, and Black men were much more likely to self-report employment discrimination than White men. These findings have implications for combating employment discrimination and addressing social inequalities.
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Putri, Erischa Rahayu, Galant Nanta Adhitya, and Yohanes Angie Kristiawan. "Biracial Discrimination Recounted: A Deep Dive into The Meaning of Mariah Carey." Rubikon : Journal of Transnational American Studies 11, no. 1 (April 30, 2024): 37. http://dx.doi.org/10.22146/rubikon.v11i1.95660.
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Mariah Carey is an American singer and songwriter; whose mother is white, but her father is black. In 2020, she released The Meaning of Mariah Carey retracks Carey’s life as a biracial woman. This article explains how she is discriminated and reacts to the discrimination. The theories employed are Post-National American Studies; Blank, Dabady, and Citro’s types of discrimination; and Aguirre and Turner’s reaction to discrimination. When she was a kid, teenager, and young adult, the discrimination she endures is more intentional and explicit. The discrimination becomes subtler and more indirect, as she has cemented her status as a musical icon. The fact that she is still discriminated even after she has reached the peak of her superstardom suggests that biracial discrimination can happen to any mixed-race person, regardless of their socioeconomic class. Discrimination comes from both sides of the race. The article signifies how the discrimination faced by mixed-raced people are both similar, but also different from the experiences of other minorities.
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Tomkins, Alan J. "Race discrimination." Behavioral Sciences & the Law 10, no. 2 (1992): 151–54. http://dx.doi.org/10.1002/bsl.2370100202.
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Nazara, Marleni Zairanis, and Fetri Reni. "An Analysis of Racial Discriminations as Seen in Kathryn Stokett’s Novel The Help." Jurnal Ilmiah Langue and Parole 2, no. 2 (August 4, 2019): 1–6. http://dx.doi.org/10.36057/jilp.v2i2.361.
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The problem in this analysis is the existence of black racial discrimination by white people who consider themselves more powerful than the black race. This is illustrated in the novel The Help through the treatment of white employers against their helpers, the black race. In this analysis, the author wants to analyze discriminatory actions, causes and effects of racial discrimination in the novel The HelpIn this analysis, descriptive research is taken as a method of data collection. As for the method of data analysis, the authors conducted qualitative methods with understanding the novel. Data collection techniques use qualitative techniques by taking notes in collecting primary data. In data analysis techniques, the author uses structuralism method techniques by interpreting data.The results of this research are: 1) there are elements and acts of discrimination and segregation from white employers to black maids and also various racist actions towards other blacks described in the novel. 2) the cause of racial discriminations in this novel stems from Hilly's idea of making separate toilets with black maids 3) The effect of this racial discriminations is the publication of the novel The Help in Mississippi, the changing viewpoint of their employers and helpers and vice versa.
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Lai, Lei. "The Model Minority Thesis and Workplace Discrimination of Asian Americans." Industrial and Organizational Psychology 6, no. 1 (March 2013): 93–96. http://dx.doi.org/10.1111/iops.12015.
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In the focal article, Ruggs et al. (2013) observed that there is a dearth of racial discrimination research beyond the traditional White–Black or White–nonWhite comparisons in the industrial–organizational (I–O) literature and urged researchers to treat each minority race separately because individuals may have unique experiences with discrimination based on different racial stereotypes associated with their race/ethnicity. I agree with the above assessments. Moreover, I argue that the overlook of negative consequences of positive stereotypes of some marginalized groups, such as Asian Americans, is another “missed opportunity” that has not been addressed in the focal article. Specifically, the traditional paradigm, which tends to exclusively focus on how negative stereotypes of a marginalized group (e.g., Blacks, individuals with disabilities) lead to workplace discriminations against them, may be too narrowly focused. In this commentary, I use Asian Americans as an example to illustrate how seemingly positive stereotypes, the model minority thesis, may also lead to workplace discrimination of Asian Americans, an often overlooked minority group in the discrimination literature.
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Thüsing, Gregor. "Following the U.S. Example: European Employment Discrimination Law and the Impact of Council Directives 2000/43/EC and 2000/78/EC." International Journal of Comparative Labour Law and Industrial Relations 19, Issue 2 (June 1, 2003): 187–218. http://dx.doi.org/10.54648/ijcl2003011.
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Abstract: European employment discrimination law has made a major step forward recently: Council Directives 2000/43/EC and 2000/78/EC aim to prohibit the employer from discriminating because of race or ethnic origin, religion or belief, disability, age and sexual orientation. Similar anti-discrimination provisions were enacted many years ago in the United States. In the light of the experience of the U.S. courts with these statutes, this article intends to explore possible consequences of the new Directive for the Member States’ employment law.
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Powell, Cedric M. "The Post-Racial Deception of the Roberts Court." SMU Law Review 77, no. 1 (2024): 7–60. http://dx.doi.org/10.25172/smulr.77.1.3.
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Students for Fair Admissions v. Harvard/UNC (SFFA) is a post-racial deception unmoored from precedent and societal reality. SFFA deceives the polity and signals an all out assault on anti-discrimination law. To preserve its institutional legitimacy, the Roberts Court promotes doctrinal and conceptual distortions—post-racial deceptions of cognizable injuries advanced through reverse discrimination claims of white plaintiffs; racial proxy claims of discrimination proffered by Asian-Americans; and the fairness rationale of the Court’s circular post-racial edict that “the way to stop discrimination on the basis of race is to stop discriminating on the basis of race.” Chief Justice Roberts’s majority opinion discards the anti-subordination principle of the Fourteenth Amendment and replaces it with a post-racial anti-differentiation principle: “Eliminating racial discrimination means eliminating all of it.” Expanding the circularity of Chief Justice Roberts’s post-racialism even further, Justice Thomas’s concurrence offers an ostensibly originalist reinterpretation of the Fourteenth Amendment that erases the race-conscious history of the Reconstruction Amendments and reframes it as the codification of the Declaration of Independence. Rejecting this post-racial deception, Justices Sotomayor and Jackson, in dissent, foreground the anti-subordination principle as the essential doctrinal core of the Fourteenth Amendment and offer a rebuke of the Court’s facile post-racialism with a comprehensive discussion of systemic racism, structural inequality, and the present-day effects of past discrimination. The Court’s post-racial constitutionalism is a post-racial deception which must be discredited and rejected if we are to ever achieve the multi-racial democracy promised by the Second Founding.
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Di Stasio, Valentina, and Edvard N. Larsen. "The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets." Social Psychology Quarterly 83, no. 3 (July 3, 2020): 229–50. http://dx.doi.org/10.1177/0190272520902994.
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We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men of the same race. Moreover, black and Middle Eastern men encounter the strongest racial discrimination in male-typed jobs, where it is possible that their stereotyped masculinity, made salient by the occupational context, is perceived as threatening. Overall, we argue that the employment chances of applicants of different gender and racial backgrounds are highly dependent on their perceived congruence (or lack thereof) with the feminine or masculine traits of the job they apply to.
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SIMANJORANG, ANGGI VERONIKA, and SYAMSUL BAHRI. "REPRESENTATION OF RACIAL DISCRIMINATION IN KASI LEMMONS’S HARRIET." LINGUISTICA 11, no. 3 (November 1, 2022): 751. http://dx.doi.org/10.24114/jalu.v11i3.39600.
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In this social conditions, it is undeniable that cases of discrimination still dominate actions that are still widely felt by individuals, or groups of people. This discriminatory attitude is still often found in social, cultural, school and work life. This study aimed at identifying the kinds of racial discrimination in Illustration and dialog of script and movie biographies about Harriet Tubman and what are Nigger's resistance toward those discriminations in the movie. This study was conducted by applying descriptive qualitative method. The sources of data were taken from the script. The research instrument was the researcher herself by using a tool including laptop and books. The results of this research showed that in Harriet movie, there were five types of discrimination with the total of verbal antagonist (37,037%), avocation (18,518%), segregation (37,037%), physical attack (7,4071%). Racial discrimination is a belief or doctrine that inherent differences among the various human races determine cultural or individual achievement, and finally discrimination found as the most dominant thing that the depict racism in the movie.
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Simanjorang, Anggi Veronika, and Syamsul Bahri. "Representation of Racial Discrimination in Kasi Lemmons’ Harriet." TRANSFORM : Journal of English Language Teaching and Learning 12, no. 1 (June 14, 2023): 13. http://dx.doi.org/10.24114/tj.v12i1.47255.
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In this social condition, it is undeniable that cases of discrimination still dominate actions that are still widely felt by individuals, or groups of people. This discriminatory attitude is still often found in social, cultural, school and work life. This study aimed at identifying the kinds of racial discrimination in Illustration and dialog of script and movie biographies about Harriet Tubman and what are Nigger's resistance toward those discriminations in the movie. This study was conducted by applying descriptive qualitative method. The sources of data were taken from the script. The research instrument was the researcher herself by using a tool including laptop and books. The results of this research showed that in Harriet movie, there were five types of discrimination with the total of verbal antagonist (37,037%), avocation (18,518%), segregation (37,037%), physical attack (7,4071%). Racial discrimination is a belief or doctrine that inherent differences among the various human races determine cultural or individual achievement, and finally discrimination found as the most dominant thing that the depict racism in the movie.
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Arora, Aakriti, Brenda Umenita Imo, Monika Gautam, Christopher Gallagher, and Hira Latif. "Self-reported perceived discrimination and experiences of patients with cancer." JCO Oncology Practice 19, no. 11_suppl (November 2023): 165. http://dx.doi.org/10.1200/op.2023.19.11_suppl.165.
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165 Background: Racial discrimination is a significant social determinant of health inequities. Ethnic disparities can indirectly result in different access to care, while healthcare provider ethnic bias can influence healthcare outcomes. National statistics show that Black patients have higher death rates when compared to those of other race and ethnicities. Our study aims to evaluate and compare self-reported and perceived discrimination in day-to-day life and healthcare experiences of patients who receive care at our cancer center. Methods: Cancer patients were surveyed in person at the Cancer Center at Medstar Washington Hospital Center between July 2022 and January 2023. The Everyday Discrimination Scale (EDS) by D.R. Williams and Discrimination in Medical Setting (DMS) questionnaire by M.E. Peek were used to collect data. Results: 100 patients following up at the clinic completed the paper survey. 74% were females and 26% males, 75% Black, 17% White and 8% Other Races (including Hispanic and Asian). The responses to the EDS and DMS were collected and coded as continuous variables, summed together, reported as medians, and compared across the various groups of interest. P-values between medians were reported using Kruskal Wallis test/Wilcoxon rank-sum test. Highest median scores on the EDS were found in Other Races, with a higher score representing higher self-perceived discrimination, followed by Black, and White (p<0.001). Lowest median scores on the DMS questionnaire were found in White, lower score representing lower self-perceived discrimination, followed by Other Races and Black (p<0.001). 30% of our total study population reported feeling that their quality of care was affected due to racial discrimination, out of which 83% were Black and 16% were Other Races, not including White (p= 0.006). Comparison of median scores for both the scales was not statistically different across age, gender, and cancer type. Conclusions: The results of our study demonstrate that self-reported and self- perceived racial discrimination extends to health care, and for some includes self-reported effects on the quality of health care received. Worse responses of the Other Races on the EDS and DMS scales could be explained by the low number of participants. Overall, the negative responses may have been affected by a variety of factors like varying stage of diagnosis, care received at other health-care centers, all of which would attribute to self-reported poorer experience regardless of race. There is a growing need to address these disparities to providing culturally sensitive care and addressing the root causes of systemic racism and inequality. This study is the first step in determining the day-to-day and healthcare experiences among patients at our center. We hope to follow with a prospective survey-based analysis of implicit bias among all healthcare workers.
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Addai-Mununkum, Theresah, and Rexford Boateng Gyasi. "Our skin is trouble: Racial discourse in Athol Fugard’s Sizwe Bansi is Dead, Joseph Conrad’s Heart of Darkness and Wole Soyinka’s ‘Telephone Conversation’." International Journal of Comparative Literature and Translation Studies 9, no. 2 (July 25, 2021): 24. http://dx.doi.org/10.7575/aiac.ijclts.v.9n.2p.24.
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The recent incident in Minneapolis, United States, where George Floyd, an African-American man, was manhandled by a police officer has brought about the resurgence of racial awareness as championed by the Black Lives Matter Movement. The concept of race has shaped the lives of so many generations and continues to do so in the 21st century. Racial segregation as well as the public hysteria on racism has had so much influence on societies and has led to discrimination and racial slurs across races. Using Critical Race Theory, this study examines racial discourse in Athol Fugard’s Sizwe Bansi is Dead, Joseph Conrad’s Heart of Darkness and Wole Soyinka’s ‘Telephone Conversation’. The analysis of the discourse reveals racial tendencies in the description of the black race through white-black (Self/Other) binary (racial segregation), race-based discrimination and animal metaphors. The paper contributes to scholarship on racial discourses and foregrounds the function of language in depicting the racial orientation of characters in literary texts.
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Wu, Yuning, and Liqun Cao. "Race/ethnicity, discrimination, and confidence in order institutions." Policing: An International Journal 41, no. 6 (December 3, 2018): 704–20. http://dx.doi.org/10.1108/pijpsm-03-2017-0031.
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PurposeThe purpose of this paper is to propose and test a conceptual model that explains racially/ethnically differential confidence in order institutions through a mediating mechanism of perception of discrimination.Design/methodology/approachThis study relies on a nationally representative sample of 1,001 respondents and path analysis to test the relationships between race/ethnicity, multiple mediating factors, and confidence in order institutions.FindingsBoth African and Latino Americans reported significantly lower levels of confidence compared to White Americans. People who have stronger senses of being discriminated against, regardless of their races, have reduced confidence. A range of other cognitive/evaluative variables have promoted or inhibited people’s confidence in order institutions.Research limitations/implicationsThis study relies on cross-sectional data which preclude definite inferences regarding causal relationships among the variables. Some measures are limited due to constraint of data.Practical implicationsTo lessen discrimination, both actual and perceived, officials from order institutions should act fairly and impartially, recognize citizen rights, and treat people with respect and dignity. In addition, comprehensive measures involving interventions throughout the entire criminal justice system to reduce racial inequalities should be in place.Social implicationsEqual protection and application of the law by order institutions are imperative, so are social policies that aim to close the structural gaps among all races and ethnicities.Originality/valueThis paper takes an innovative effort of incorporating the currently dominant group position perspective and the injustice perspective into an integrated account of the process by which race and ethnicity affect the perception of discrimination, which, in turn, links to confidence in order institutions.
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Kurmi, Vinod K., Rishabh Sharma, Yash Vardhan Sharma, and Vinay P. Namboodiri. "Gradient Based Activations for Accurate Bias-Free Learning." Proceedings of the AAAI Conference on Artificial Intelligence 36, no. 7 (June 28, 2022): 7255–62. http://dx.doi.org/10.1609/aaai.v36i7.20687.
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Bias mitigation in machine learning models is imperative, yet challenging. While several approaches have been proposed, one view towards mitigating bias is through adversarial learning. A discriminator is used to identify the bias attributes such as gender, age or race in question. This discriminator is used adversarially to ensure that it cannot distinguish the bias attributes. The main drawback in such a model is that it directly introduces a trade-off with accuracy as the features that the discriminator deems to be sensitive for discrimination of bias could be correlated with classification. In this work we solve the problem. We show that a biased discriminator can actually be used to improve this bias-accuracy tradeoff. Specifically, this is achieved by using a feature masking approach using the discriminator's gradients. We ensure that the features favoured for the bias discrimination are de-emphasized and the unbiased features are enhanced during classification. We show that this simple approach works well to reduce bias as well as improve accuracy significantly. We evaluate the proposed model on standard benchmarks. We improve the accuracy of the adversarial methods while maintaining or even improving the unbiasness and also outperform several other recent methods.
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Lopez, Acacia, Rachel Scott, Marin Olson, and Danielle Nadorff. "RACIAL TRAUMA IN EMERGING ADULTS RAISED BY GRANDPARENTS: PROTECTING AGAINST DISCRIMINATION." Innovation in Aging 6, Supplement_1 (November 1, 2022): 261. http://dx.doi.org/10.1093/geroni/igac059.1034.
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Abstract Experiences of racial trauma are linked with psychopathology, but a strong ethnic identity may serve as a protective factor. Grandparents primarily influence the development of ethnic identity, and BIPOC children are increasingly being raised by grandparents. Secure attachments influence stronger ethnic identities, yet custodial grandchildren are at higher risk of disrupted attachments. The current study investigated whether ethnic identity would mediate the relation between attachment and racial trauma symptoms in emerging adults previously raised by their grandparents and their peers (N = 370; 33% raised by grandparents; 25.6% non-white), with race as a moderator. Across all races, there were group differences in symptoms of racial trauma, with those not raised by grandparents experiencing a direct effect of race on ethnic identity. Attachment was a significant predictor of trauma symptoms of discrimination, moderated by race. Implications may provide support for clinical interventions addressing attachment and ethnic identity to decrease trauma symptoms.
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Tao, Wenqi. "Exploring Discrimination against Blacks in the Workplace." Lecture Notes in Education Psychology and Public Media 5, no. 1 (May 17, 2023): 534–40. http://dx.doi.org/10.54254/2753-7048/5/20220692.
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In today's society, although the phenomenon of racial discrimination is much better than before, it is still everywhere in the world. In the current workplace, many black workers are treated differently than others because of their races. They have separate work areas, separate bathrooms, and even the utensils they use are frowned upon by others. Many times blacks suggestions are not accepted. The article will study whether blacks are subjected to racial discrimination in the workplace from six different aspects. Research in this field can help people understand the special treatment that black people receive in the workplace. In addition, the government should pay attention to this phenomenon and make some new legal measures to control and improve the unfair treatment of black people in all aspects of life. Therefore, it is necessary to find and compare the treatment of different races in the workplace. By reading previous relevant articles, this article summarizes and refines the treatment of black people in different aspects of the workplace. It finds that people of this kind of race, no matter how skilled they are or how well they do in their field of work, are treated very poorly compared with white people.
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Siren, Kathleen. "Visual and acoustic influences on linguistic discrimination during interviews." Journal of the Acoustical Society of America 151, no. 4 (April 2022): A278—A279. http://dx.doi.org/10.1121/10.0011336.
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This study investigates the influence of bias during the interview process. University students of different races and ethnicities recorded pre-determined responses to questions that might be asked during a graduate admissions interview. These recorded responses were played for a group of university professors and a group of non-academicians. The listeners heard student responses under three conditions: (1) audio only, (2) audio paired with a matched picture of the student, and (3) audio paired with a picture of a student of a different race and ethnicity. Listeners rated responses along several continua, including knowledge of field, competency, and motivation. Student responses were compared across several acoustic features including fundamental frequency, pitch range, and rate. Results are discussed in terms of potential linguistic discrimination that may be exacerbated during face-to-face graduate admissions interviews and acoustic characteristics of speech that may influence perceptual bias based on race.
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Segar, Matthew W., Byron C. Jaeger, Kershaw V. Patel, Vijay Nambi, Chiadi E. Ndumele, Adolfo Correa, Javed Butler, et al. "Development and Validation of Machine Learning–Based Race-Specific Models to Predict 10-Year Risk of Heart Failure: A Multicohort Analysis." Circulation 143, no. 24 (June 15, 2021): 2370–83. http://dx.doi.org/10.1161/circulationaha.120.053134.
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Background: Heart failure (HF) risk and the underlying risk factors vary by race. Traditional models for HF risk prediction treat race as a covariate in risk prediction and do not account for significant parameters such as cardiac biomarkers. Machine learning (ML) may offer advantages over traditional modeling techniques to develop race-specific HF risk prediction models and to elucidate important contributors of HF development across races. Methods: We performed a retrospective analysis of 4 large, community cohort studies (ARIC [Atherosclerosis Risk in Communities], DHS [Dallas Heart Study], JHS [Jackson Heart Study], and MESA [Multi-Ethnic Study of Atherosclerosis]) with adjudicated HF events. The study included participants who were >40 years of age and free of HF at baseline. Race-specific ML models for HF risk prediction were developed in the JHS cohort (for Black race–specific model) and White adults from ARIC (for White race–specific model). The models included 39 candidate variables across demographic, anthropometric, medical history, laboratory, and electrocardiographic domains. The ML models were externally validated and compared with prior established traditional and non–race-specific ML models in race-specific subgroups of the pooled MESA/DHS cohort and Black participants of ARIC. The Harrell C-index and Greenwood-Nam-D’Agostino χ 2 tests were used to assess discrimination and calibration, respectively. Results: The ML models had excellent discrimination in the derivation cohorts for Black (n=4141 in JHS, C-index=0.88) and White (n=7858 in ARIC, C-index=0.89) participants. In the external validation cohorts, the race-specific ML model demonstrated adequate calibration and superior discrimination (Black individuals, C-index=0.80–0.83; White individuals, C-index=0.82) compared with established HF risk models or with non–race-specific ML models derived with race included as a covariate. Among the risk factors, natriuretic peptide levels were the most important predictor of HF risk across both races, followed by troponin levels in Black and ECG-based Cornell voltage in White individuals. Other key predictors of HF risk among Black individuals were glycemic parameters and socioeconomic factors. In contrast, prevalent cardiovascular disease and traditional cardiovascular risk factors were stronger predictors of HF risk in White adults. Conclusions: Race-specific and ML-based HF risk models that integrate clinical, laboratory, and biomarker data demonstrated superior performance compared with traditional HF risk and non–race-specific ML models. This approach identifies distinct race-specific contributors of HF.
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Lang, Kevin, and Jee-Yeon K. Lehmann. "Racial Discrimination in the Labor Market: Theory and Empirics." Journal of Economic Literature 50, no. 4 (December 1, 2012): 959–1006. http://dx.doi.org/10.1257/jel.50.4.959.
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We review theories of race discrimination in the labor market. Taste-based models can generate wage and unemployment duration differentials when combined with either random or directed search even when strong prejudice is not widespread, but no existing model explains the unemployment rate differential. Models of statistical discrimination based on differential observability of productivity across races can explain the pattern and magnitudes of wage differentials but do not address employment and unemployment. At their current state of development, models of statistical discrimination based on rational stereotypes have little empirical content. It is plausible that models combining elements of the search models with statistical discrimination could fit the data. We suggest possible avenues to be pursued and comment briefly on the implication of existing theory for public policy. (JEL J15, J31, J64, J71)
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Rodríguez-García, Dan. "The Persistence of Racial Constructs in Spain: Bringing Race and Colorblindness into the Debate on Interculturalism." Social Sciences 11, no. 1 (January 2, 2022): 13. http://dx.doi.org/10.3390/socsci11010013.
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In this article, I argue that persisting racial constructs in Spain affect conceptions of national belonging and continue to shape and permeate contemporary discriminations. I begin by describing several recent political events that demonstrate the urgent need for a discussion about “race” and racialization in the country. Second, some conceptual foundations are provided concerning constructs of race and the corollary processes of racism and racialization. Third, I present data from various public surveys and also from ethnographic research conducted in Spain on mixedness and multiraciality to demonstrate that social constructs of race remain a significant boundary driving stigmatization and discrimination in Spain, where skin color and other perceived physical traits continue to be important markers for social interaction, perceived social belonging, and differential social treatment. Finally, I bring race into the debate on managing diversity, arguing that a post-racial approach—that is, race-neutral discourse and the adoption of colorblind public policies, both of which are characteristic of the interculturalist perspectives currently preferred by Spain as well as elsewhere in Europe—fails to confront the enduring effects of colonialism and the ongoing realities of structural racism. I conclude by emphasizing the importance of bringing race into national and regional policy discussions on how best to approach issues of diversity, equality, anti-discrimination, and social cohesion.
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Liu, Jing. "Discrimination and Affirmative Action in University Admissions Procedures." World Journal of Education and Humanities 6, no. 1 (January 3, 2024): p57. http://dx.doi.org/10.22158/wjeh.v6n1p57.
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The paper examines the legal issues surrounding discrimination and affirmative action in American university admissions, with a focus on their impact on students of different races, genders, disabilities, and immigrant statuses. The research includes a thorough analysis of existing laws, cases, and university practices. It proposes seventeen guidelines for developing fair race-conscious admission policies.The study finds a complex legal landscape where universities struggle to balance fairness, diversity, and legal requirements. The proposed guidelines aim to enhance fairness in admissions without compromising academic integrity. The paper offers a unique contribution by synthesizing legal perspectives into actionable guidelines for universities, thereby addressing the challenges of maintaining diversity and equality in admissions processes.
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Kumar, C. D., and Samantha Rathnayake. "Corporate Age Discrimination and Inclusion as a Mitigating Measure: A Sri Lankan Perspective." Journal of Business and Social Sciences Research 6, no. 2 (December 31, 2021): 41–66. http://dx.doi.org/10.3126/jbssr.v6i2.44712.
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Age discrimination and its harmful effects are widespread. However, the corporate sector’s contribution in causing it has received neither due attention nor appropriate counteraction. While practising age discrimination, organisations strive to curb the same as they are challenged by an acute lack of knowledge and expertise. Discrimination/Inclusion predominantly deals with race, colour, religion, etc., ignoring age discrimination/ age inclusion. Further, the constructs of Discrimination/ Inclusion have no dedicated theories, nor have been adequately studied, tested, or measured in the corporate context. This presents a grave theoretical and empirical void which the current study aims to address. Given the study's exploratory nature, qualitative research under the Interpretivist paradigm employing in-depth one-on-one interviews of 20 employees and two focus groups of six employees each was adopted. Based on thematic analysis of data, the study found three key findings (Annexure I & II); one, organisations generate age discrimination through age-based bias, age-prototyping and institutionalisation of discriminative practices. Two, under the individual factor, work-related generational competency/ incompetency creates age discrimination. Finally, inclusion is experienced through feelings of “uniqueness and belongingness” and “conducive climate and supportive infrastructure” that supports performance and wellbeing.
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Furreed, Ralph, and Merthyr Tydfil. "Race and sex discrimination." Nursing Standard 11, no. 48 (August 20, 1997): 10. http://dx.doi.org/10.7748/ns.11.48.10.s21.
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Reskin, Barbara. "The Race Discrimination System." Annual Review of Sociology 38, no. 1 (August 11, 2012): 17–35. http://dx.doi.org/10.1146/annurev-soc-071811-145508.
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Brown, Colin. "Race relations and discrimination." Policy Studies 11, no. 2 (June 1990): 47–52. http://dx.doi.org/10.1080/01442879008423568.
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Dimond, Bridgit. "Step 51: Race discrimination." British Journal of Midwifery 11, no. 3 (March 2003): 152. http://dx.doi.org/10.12968/bjom.2003.11.3.11124.
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MEAD, GEOFFREY H. "SEX AND RACE DISCRIMINATION." Industrial Law Journal 17, no. 1 (1988): 188–91. http://dx.doi.org/10.1093/ilj/17.1.188.
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Daniels, Shanna, and LaDonna M. Thornton. "Race and workplace discrimination." Equality, Diversity and Inclusion: An International Journal 39, no. 3 (July 16, 2019): 319–35. http://dx.doi.org/10.1108/edi-06-2018-0105.
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Purpose Drawing upon theories of modern discrimination, the present study focuses on cyber incivility and interpersonal incivility as mechanisms through which race leads to perceived discrimination. Participants included 408 full-time working adults who responded to an online survey. The results indicate that Non-White employees experience subtle forms of discrimination through the use of e-mail, which accentuate the need for organizations to eradicate workplace mistreatment so that their employees can avoid the adverse outcomes associated with experiencing cyber incivility. The purpose of this paper is to extend the understanding of selective incivility and concludes with directions for future research and practical implications. Design/methodology/approach Participants included 408 full-time working adults who responded to the survey online. Findings The results indicate that race was indirectly associated with discrimination through cyber incivility. The results indicate that Non-White employees experience subtle forms of discrimination through the use of technology and cyber space which accentuate the need for organizations to eradicate workplace incivility so that their employees can evade the adverse outcomes associated with experiencing incivility at work. Research limitations/implications This study extends the understanding of selective incivility and concludes with directions for future research and practical implications. Originality/value This paper is the first to explore the relationship between race, cyber incivility and discrimination.
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Sabater Minarim, Daniel, Paul Riviere, Leah N. Deshler, Kylie M. Morgan, Elizabeth A. Duran, Matthew P. Banegas, and Brent S. Rose. "The impact of perceived healthcare discrimination on health outcomes among patients with prostate cancer across racial and ethnic groups." Journal of Clinical Oncology 42, no. 4_suppl (February 1, 2024): 268. http://dx.doi.org/10.1200/jco.2024.42.4_suppl.268.
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268 Background: Black men face a disproportionately higher risk of mortality from PC (prostate cancer), and disparities in healthcare access have been associated with these outcomes. Discrimination in healthcare settings can profoundly affect health outcomes, especially for populations with significant health conditions. This study examined the association between race/ethnicity and perceived healthcare discrimination among individuals diagnosed with PC. We hypothesized that (1) racial/ethnic minorities with PC would be more likely to perceive healthcare discrimination and that (2) such perceived discrimination is associated with self-reported poor health. Methods: Using the 'All of Us' database, we focused on patients diagnosed with PC. We analyzed variables related to perceptions of respect, courtesy, and service quality from healthcare providers, categorized by race. These perception variables were then grouped to form a composite measure of "perceived healthcare discrimination." Multivariable logistic regression was used to study the effects of race/ethnicity on perceived discrimination and its subsequent impact on self-reported health, adjusting for demographics. Results: In our PC patient cohort of 3,129 participants, the race breakdown was: White: 2665, Black or African American: 150, Hispanic/Latino: 98, Other: 171, Asian: 27, Multirace: 18; Gender: Male: 3008, Gender Diverse: 121. A substantial number of patients with PC reported experiencing discrimination in healthcare settings. According to updated data, Black or African American patients were more likely to perceive discrimination with an Odds Ratio (OR) of 5.20, p < 0.00. Hispanic/Latino patients had an OR of 1.53, p = 0.19, whereas Asians had an OR of 2.11, p = 0.17, and individuals of multiple races had an OR of 2.43, p = 0.16. In terms of health outcomes, patients who felt respected by their healthcare provider had an OR of 0.426 for reporting worse health, p < 0.01. Conversely, those who perceived a lack of respect had an OR of 2.346 for poor health, p < 0.01. Conclusions: Our findings enhance the understanding of the nuances of perceived healthcare discrimination among PC patients across racial and ethnic boundaries. Persistent racial differences underscore the need for systemic interventions in healthcare settings for PC patients. The identified negative experiences correlate with worsened health outcomes. Recognizing the instances of perceived healthcare discrimination in PC patients is paramount for elevating care quality and equity. Health systems are encouraged to take proactive measures in addressing these disparities, aiming for enhanced patient trust, improved communication, and superior outcomes.
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Andara, Yunis Stia, and Yan Ardian Subhan. "Racial Discrimination of White against Black in Jericho Brown and Emtithal Mahmoud’s Selected Poems." Jurnal Onoma: Pendidikan, Bahasa, dan Sastra 9, no. 1 (April 20, 2023): 432–38. http://dx.doi.org/10.30605/onoma.v9i1.2154.
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The purpose of this study is to depict the issues of racial discrimination from white to black and their struggle and resistance against it in selected poems. The poems are taken from The Tradition (2019) by Jericho Brown and Eulogy (2018) by Emtithal Mahmoud. This study collected and analyzed data using qualitative research that explains the data into essay descriptions. This study uses a Postcolonial perspective from Loomba's theory of racial discriminations seen from contexts of identity, race, and class (2015). The results of this study indicate that in selected poems from Jericho Brown and Emtithal Mahmoud describe issues of multiple acts of racial discrimination since colonial era, being positioned in the lower economic class, and experiencing genocidal practices. In the end, the discriminated black people struggle and resist against their oppressors for equality.
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Lang, Kevin, and Ariella Kahn-Lang Spitzer. "Race Discrimination: An Economic Perspective." Journal of Economic Perspectives 34, no. 2 (May 1, 2020): 68–89. http://dx.doi.org/10.1257/jep.34.2.68.
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We review the empirical literature in economics on discrimination in the labor market and criminal justice system, focusing primarily on discrimination by race. We then discuss theoretical models of taste-based discrimination, particularly models of frictional labor markets and models of statistical discrimination, including recent work on invalid statistical discrimination. We explore and evaluate the evidence for and against these theories. Although there is substantial evidence of the existence of discrimination, little is known about the extent to which disparities are driven by discrimination. Finally, we argue that economists miss the important self-enforcing relationship between disparities and discrimination and the effect of disparities in one domain on discrimination in other domains.
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Bornstein, Brian H., Cindy E. Laub, Christian A. Meissner, and Kyle J. Susa. "The Cross-Race Effect: Resistant to Instructions." Journal of Criminology 2013 (January 31, 2013): 1–6. http://dx.doi.org/10.1155/2013/745836.
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The cross-race effect (CRE) is the tendency for eyewitnesses to be better at recognizing members of their own race/ethnicity than members of other races/ethnicities. It manifests in terms of both better discrimination (i.e., telling apart previously seen from new targets) and a more conservative response criterion for own-race than for other-race faces. The CRE is quite robust and generally resistant to change. Two studies examined the effectiveness of reducing the CRE with special instructions given prior to retrieval. Although instructions at retrieval did change participants’ response criterion—making them less likely to identify test faces as previously seen—they did not shift their response criterion selectively for other-race faces. The findings indirectly support the importance of encoding processes in producing the CRE.
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Katrinada, Vena, and Muhammad Thoyibi. "Women Resistance Towards Men Domination And Race Discrimination In Freedom Writers (2007)." Jurnal Educatio FKIP UNMA 9, no. 3 (October 1, 2023): 1595–600. http://dx.doi.org/10.31949/educatio.v9i3.5227.
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This research aimed at analyzing: 1) what are the indicators of women resistance, 2) how was women resistance illustrated in the movie, 3) why did Richard LaGravanese bring the issues of women resistance in the movie. The type of this study is qualitative. The data collection technique that be used by the researcher is documentation method. The data obtained are in the form of dialogues, pictures, and explanations of situations found in movie and transcript which show data showing forms of women's resistance to men domination and racial discrimination contained in the movie. The results show that the indicators of women resistance, namely: 1) fight for equality; 2) dare to make decisions; 3) can convey without hesitation their experience, which is also valuable; 4) can express an opinion and stick to it; 5) dare to take their rights and opportunities. There are five data that illustrate how the women resistance toward the domination and discrimination they receive. Last, this movie is interesting about how women can resist dominations and discriminations which can inspire many other women out there to have the courage to make decisions, to have determination, to have the courage to resist inequality.
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Lydia Puspita, Vionny, and Marginingsih Marginingsih. "SEMIOTIC ANALYSIS OF RACE DISCRIMINATION IN THE FALCON AND THE WINTER SOLDIER." FRASA 5, no. 1 (April 1, 2024): 26–31. http://dx.doi.org/10.47701/frasa.v5i1.3047.
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Racism is one of the endless global issues, from the past until now the issue of racism has brought a lot of sadness. The Falcon and The Winter Soldier series tells about discrimination from various races, especially discrimination against the black race in America. This research was conducted to find out how various aspects of racism are depicted in The Falcon and The Winter Soldier series. The method used is Roland Barthes' semiotic analysis with two-stage signification, namely denotation-connotation and myth. The results of this study show that there are depictions of various aspects of racism in The Falcon and The Winter Soldier series. There are racial prejudice, racial stereotypes, racial discrimination, and racial violence. Although the racism depicted in The Falcon and The Winter Soldier miniseries is subtle and occurs in various walks of life, it can be fatal.
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Ziebertz, Hans-Georg, and Alexander Unser. "The Prohibition of Discrimination and Unequal Treatment of Women and Homosexuals in the Spheres of Work and in Public Life." Journal of Empirical Theology 33, no. 2 (December 14, 2020): 245–79. http://dx.doi.org/10.1163/15709256-12341412.
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Abstract Differences in race, ethnic origin, gender, belief and worldview, disability and chronic disease, age, and sexual orientation must not be a reason for discriminating against people. Non-discrimination is enshrined as a fundamental right in the Universal Declaration of Human Rights, in numerous subsequent documents and in the constitutions of democratic states. Also the major religions are hostile to discriminatory distinctions. Among the groups that repeatedly experience discrimination are, on the one hand, women, who have to put up with disadvantages even in countries that advocate equality. Secondly, they include people with a homosexual orientation, who sometimes have to endure open rejection. This research uses a sample of N=5363 from 10 countries to examine the attitudes of young people about non-discrimination. Specifically, it asks whether religious belonging and the country of origin show any impact on this attitude, and whether the religiosity of respondents moderates the influence of religion and country. The empirical findings show that discrimination against women is rejected, but with differences between religious groups and countries. Homosexuality is seen more controversially and there is no uniform rejection of discrimination against homosexuals. However, depending on religious affiliation and national context, individual religiosity can have positive and negative effects on the rejection of discrimination.
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Karim, Syed Faisal. "Race and Gender Discrimination in Toni Morrison's Jazz." International Journal of English Literature and Social Sciences 8, no. 6 (2023): 247–52. http://dx.doi.org/10.22161/ijels.86.37.
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In her 1992 novel Jazz, Toni Morrison—an African American Nobel laureate—examines the ways in which African American women experience various forms of discrimination. This paper investigates the discriminations involving race, class, and gender and portrays Harlem as a discriminatory setting in the novel, using the qualitative technique on the bibliographic study. Jazz tells the story of the hardships faced by African American women who settled in Harlem at the beginning of the 20th century. The female African American characters in the book, who are still troubled by memories of slavery, find themselves oppressed both inside their own black community and in the society that is ruled by white people. In the book, Harlem is referred to as "the City" and describes itself as the relational setting where black women encounter the overlapping alienation and subjection from their racial, social class, and gender roles.
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Nelson, Robert L., Ioana Sendroiu, Ronit Dinovitzer, and Meghan Dawe. "Perceiving Discrimination: Race, Gender, and Sexual Orientation in the Legal Workplace." Law & Social Inquiry 44, no. 04 (June 25, 2019): 1051–82. http://dx.doi.org/10.1017/lsi.2019.4.
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Using quantitative and qualitative data from a large national sample of lawyers, we examine self-reports of perceived discrimination in the legal workplace. Across three waves of surveys, we find that persons of color, white women, and LGBTQ attorneys are far more likely to perceive they have been a target of discrimination than white men. These differences hold in multivariate models that control for social background, status in the profession and the work organization, and characteristics of the work organization. Qualitative comments describing these experiences reveal that lawyers of different races, genders, and sexual orientations are exposed to distinctive types of bias, that supervisors and clients are the most frequent sources of discriminatory treatment, and the often-overt character of perceived discrimination. These self-reports suggest that bias in the legal workplace is widespread and rooted in the same hierarchies of race, gender, and sexual orientation that pervade society.
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Atrey, Shreya. "Structural Racism and Race Discrimination." Current Legal Problems 74, no. 1 (October 11, 2021): 1–34. http://dx.doi.org/10.1093/clp/cuab009.
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Abstract What is the relationship between ‘racism’ and ‘race discrimination’? The paper explores this question. It shows that once we look beyond racism understood colloquially as individual bigotry, to racism understood in a structural sense as embedded in the social, economic, cultural and political dimensions of the State itself, it is possible to locate racism in the practice of discrimination law, within the category of race discrimination. Yet, discrimination law frequently fails to grasp structural racism. The paper reveals how this happens and in turn shows how race discrimination can be infiltrated with a structural view of racism. The overall purpose is to establish that discrimination law fails to be relevant in the face of contemporary forms of racism in the absence of a structural view.
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Lejla, Music. "Theme: Teaching Gender, Class and Race in the Classroom." Frontiers in Education Technology 2, no. 1 (February 26, 2019): 44. http://dx.doi.org/10.22158/fet.v2n1p44.
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<p><em>Race and ethnicity represent the constructs that are political and used in order to make distinctions in between the human into ethnic groups (Turner, 2006</em><em>, p.</em><em> 490). According to Turner (2006</em><em>, p. </em><em>490) there is difference in between the race and ethnicity. Race represents: “genetically transmitted characteristics popularly associated with different human groups, such as skin color, facial features, hair texture, and body type”. Ethnicity distinguishes groups through the language, nationality and religion as distinctive characteristics. Racial and ethnical relations are interactions in between the humans to which different racial and ethnical differences are ascribed at their birth. This paper analyses gender dimension of racial and national emotions. Empirical part of the paper focuses onto the analyses of racial emotions and behaviors, in order to examine the emotions towards the gender dimension of race in the group of students. The emotions towards the races and ethnicities are complex and represent one of the greatest problems of the contemporary since they produce racial and ethnical violence. Gender dimension of these emotions involve the marginalization, and discrimination against women giving the notion into the real position of the women in society as a group, and their vulnerability to racial and ethnical violence. In order to analyze the way in which, the race can be thought in the classroom, it is necessary to examine the opinion of the students, on the race. The main hypothesis of this paper is that the fight against racial and gender discrimination can unite all persons regardless of gender or color of their skin. Postcolonial and multicultural feminisms unite all the women and feminist in order to stop discrimination on the basis of the race, class, ethnicity, gender. Key terms: race, ethnicity, violence, women’s movement. </em><em></em></p>
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Rambe, Sri Astuti, and Asnani Asnani. "RACE DISCRIMINATION IN TONY KUSHNER’S MOVIE SCRIPT LINCOLN." JOURNAL OF LANGUAGE 3, no. 2 (November 29, 2021): 208–19. http://dx.doi.org/10.30743/jol.v3i2.4551.
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This research is concerned with the race discrimination in Tony Kushner’s movie script Lincoln. A story of four months of struggle of Lincoln and the Republican party and its supporters to pass the 13th amendment which formally abolished slavery in the United States passing the Senate on April 8, 1864, and the House on January 31, 1865 and approved by President Abraham Lincoln on February 1, 1865. The analysis focuses on the types of race discrimination: the direct and the indirect of race discrimination and the negative impacts of race discrimination adopted from Liliweri. This research used descriptive qualitative research. The one adopted in the research is proposed by Khotari and Bogdan Taylor. The finding shows that the direct race discrimination is an act of limiting a job based on race. It comes from black soldiers. There is also a tendency to discriminate between groups and beliefs with human law itself. The negative impacts of race discrimination are slavery and civil war. Furthermore, race discrimination also causes heavy casualties between whites and blacks by taking over place the territories of the minority.
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HEYWOOD, JOHN S. "Race Discrimination and Union Voice." Industrial Relations 31, no. 3 (September 1992): 500–508. http://dx.doi.org/10.1111/j.1468-232x.1992.tb00323.x.
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Chai, Shenglan, and Brian H. Kleiner. "Housing discrimination based on race." Equal Opportunities International 22, no. 3 (May 2003): 16–48. http://dx.doi.org/10.1108/02610150310787405.
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Sidlo, Richard B., and Brian H. Kleiner. "Discrimination in Employment by Race." Equal Opportunities International 11, no. 2 (February 1992): 1–5. http://dx.doi.org/10.1108/eb010567.
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Suen, Alexander, and Aditi Ghosh. "Application of Computational Analysis to Identify Housing Discrimination in 21st Century United States." International Journal for Research in Applied Science and Engineering Technology 11, no. 7 (July 31, 2023): 1485–91. http://dx.doi.org/10.22214/ijraset.2023.54883.
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Abstract: Redlining is a term for race-based discriminatory acts in real estate. While this practice has been outlawed in modern America, the effects remain evident today’s society. The importance of this research is to determine if redlining is still prevalent in America and causing some racial groups to be more likely to be denied home loans over others. This paper analyzes the lasting impacts of housing discrimination in the United States by using data science applications and uses machine learning models to predict whether a loan request will be accepted or denied. We are analyzing loan approval and denial over the past decade by utilizing census data provided by the Home Mortgage Disclosure Act from the United States government. We are determining whether Black Americans and other ethnic minorities are disproportionately denied loans even with similar loan applications as other races. In other words, are they still being redlined and discriminated against based on their race. Our research revolves around the entire nation, from California to Alabama to Illinois to Michigan to determine if redlining is continuously occurring in such places and to predict loan acceptance. We determined that race was not a major factor in home loan decisions, and applicant income, along with loan amount, took precedence