Modern Racism
Modern racism
has evolved from an aggressive prejudicial behavior to a more subtle prejudicial behavior.
This type of subtle prejudicial
behavior has advanced to a degree that is much more difficult to see, yet is
regarded as more severe. This modern form of racism has entered the workplace. Although
many companies promise an equal opportunity, there is little doubt that everyone is
treated equally within their place of work. Subtle, modern racism is believed to create an
image that seems more politically correct. The politically correct way to discriminate is
through a "polite" form of racism. In the past racism was easily defined and
institutional.
One form of
modern racism is the glass
ceiling effect which describes the “invisible” differences in salary,
position, and appraisals among men and women. According to the Federal
Glass Ceiling Commission, only 7%-9% of senior managers at Fortune 1000 firms are
women (Federal Glass Ceiling Commission, iii). Women make up over half of the workforce.
Another form
of modern racism, is the mindset that certain races are better or worse with specific
abilities. For example, black athletes are regarded as naturally athletic and white
athletes cannot jump. Asians are seen as intelligent, while Hispanics are regarded as
unintelligent. All of these
myths are innate manifestations that are imbedded in the mind of all who listen. There is
a lack of familiarity
with members of the opposite race. Therefore, we are likely to unconsciously discriminate
against people who are not similar to ourselves.
Although some
organizations are still blatantly
and aggressively discriminating against certain races, the Civil Rights Act of 1964 does
not allow for such discrimination.
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This tutorial was produced for Psy 324, Advanced Social Psychology, Spring 2000 at Miami University. All graphics are from the public domain, used with permission, or were created by the authors. Social Psychology / Miami University (Ohio USA). Last revised: Thursday, April 18, 2002 at 15:17:24. This document has been accessed 2,092 times since 1 May 2000. Comments & Questions to R. Sherman