Introduction
The racial discrimination that has persisted for a long time is reflected in social spheres, including employment, housing, education, health care, and criminal justice. In addition to the fact that people of a race different from the majority are subject to discrimination, there is also an unequal attitude toward people of different ages, genders, and sexual orientations.
Definition of Discrimination
Discrimination means unfair and unequal treatment of people based on race, gender, or age. In the scientific and legal spheres, it is customary to distinguish between differentiated treatment and unequal impact. The difference is that differentiated treatment involves unequal treatment of people based on their distinctive features.
In turn, unequal influence implies treating people according to specific rules built so that preference will always be on the side of the majority over the minority. Also, in the concept of discrimination, scientists and lawyers include the expansion of the scope, that is, the inclusion of processes that do not openly imply a discriminatory component but have consequences that increase racial disadvantage.
Measuring Discrimination
The problem of discrimination has led to the emergence of many methods for identifying it. Each technique has its own characteristics and limitations, but all aim to eventually eliminate discrimination and reduce its destructive impact on society.
The results of surveys conducted among African Americans and other representatives of the black population are staggering. The frequency of reports of discrimination in the workplace and when looking for housing is incredibly frightening. According to the results for 2001, more than a third of black people and about 20% of the Hispanic population complained that they were not hired or allowed to move up the career ladder (Pager & Shepherd, 2008).
Another area of research on discrimination is the study of dominant groups to understand the processes of the introduction of racial prejudice. The use of various research methods, such as interviewing employers, conducting in-depth personal interviews, and statistical analysis, allows researchers to trace workplace discrimination, both within leadership and between employees.
Although regular studies produce results, each has drawbacks that limit their reliability. In this regard, discrimination can be measured through experimental approaches. A specific group of people is selected for the experiment, and the study is conducted under predetermined conditions. The results provide convincing evidence of discrimination in employment, housing searches, and other areas.
The Problem of Persistent Discrimination
In modern times, there have been improvements in hiring black people. But even despite this, African Americans are more likely to remain unemployed than whites. Field experiments revealed that white people are hired 50% more often, giving them more professional development opportunities (Pager & Shepherd, 2008). The statistics showed the same result. The qualifications of employees also do not play a significant role compared to race. Also, the salaries that employees receive were subjected to the study, and it was revealed that in white people, it is 15% higher per hour than in African Americans (Pager & Shepherd, 2008).
There is also a high level of discrimination regarding housing issues. Nevertheless, specific changes toward eliminating discrimination are noted in various studies. There are particular changes in the rental and housing markets toward more frequent transactions with Black people, Hispanics, and Asians.
In the field of credit markets, namely in relation to mortgages, there is also a high level of discrimination against the black population. Bias is noted because they are issued fewer approved mortgage loans than the white population. In addition, they receive more occasional loan offers. Discrimination also occurs in consumer transactions, expressed in margins on some goods, such as cars. Also, many service refusals are noted in restaurants, shops, hotels, etc.
Causes of Discrimination
Various reasons cause discrimination. Intrapsychic factors are noted, which in turn include prejudices and beliefs against racial minorities. Also, organizational factors include contexts within the sphere of organizational society. That is discrimination at work, in education, and in other areas of people’s lives.
Historical Background
Modern discrimination originates from earlier practices of redistributing housing and jobs based on race. The problem also affected the consumer market of goods and services and the lending sector. This, in turn, marked the beginning of crime, poverty, and unemployment. This fact is also being considered in modern times, creating a reliable ground for discrimination.
Current Policy
Current state policy is consistent with the generally accepted understanding of the term discrimination and places particular emphasis on current policy and practice, but puts minorities at a disadvantage. For example, when providing educational opportunities, the state offers low-grade teachers, significantly reducing the effectiveness of teaching the black population.
Conclusion
Despite everything, discrimination continues to hurt society. Some progress was made in the early 1960s, but currently, the problem of discrimination remains an important and unresolved problem that hurts people’s lives.
Reference
Pager, D., & Shepherd, H. (2008). The sociology of discrimination: Racial discrimination in employment, housing, credit, and consumer markets. The Annual Review of Sociology, 34(1), 181-209.