Date: Sunday, 20 October 2024
Author: Queennette Esse Odudu
Country: United States of America
SUMMARY
Discrimination seems to be a significant problem in society, taking many different forms, including socioeconomic, racial, and gender biases. This article examines the fundamental causes of discrimination that continue despite advancements in human rights, technology, and education. This essay uses real-world facts and firsthand testimonies to illustrate how institutional practices, economic inequalities, and deeply ingrained societal norms contribute to continuing discrimination. It offers suggestions for dealing with these problems and advancing a more just and inclusive society.
BACKGROUND
In today's world, discrimination in all its manifestations is still an ongoing problem. People and groups continue to experience discrimination based on race, gender, religion, sexual orientation, and socioeconomic status, even in the face of advancements in social justice, gender equality, and civil rights. This enduring nature prompts essential inquiries on the efficacy of current legislation and social frameworks in eliminating discriminatory behaviors. The purpose of this article is to investigate the causes of discrimination's persistence as well as how it affects impacted communities.
Reports from respected institutions, including the U.S. Department of Education, the American Psychological Association, and the Pew Research Centre. Combining qualitative and quantitative data gives a comprehensive understanding of the elements sustaining discriminatory behaviors in contemporary society.
Real-World Data and Personal Accounts
Racial Discrimination: A Pew Research Center survey from 2023 states that 65% of Black Americans have encountered racial discrimination in some capacity, whether it is at job, in educational settings, or during interactions with police enforcement. A young African American woman who participated in the interview shared her story of being passed over for advancements despite her abilities, underscoring the subtle yet widespread nature of prejudice in the workplace.
Experiences of Racial Discrimination Among Black Americans (2023)
Type of Discrimination | Percentage of Respondents (%) |
Workplace Discrimination | 45% |
Educational Institution Discrimination | 30% |
Discrimination by Law Enforcement | 65% |
Overall Experience of Racial Discrimination | 65% |
Source: Experiences of Racial Discrimination Among Black Americans (2023). Pew Research Center, 2023- https://www.pewresearch.org/race-and-ethnicity/2024/06/15/racial-discrimination-shapes-how-black-americans-view-their-progress-and-u-s-institutions-2/
Gender Discrimination: According to the American Association of University Women (AAUW, 2024), just 28% of women occupy positions in STEM disciplines, compared to 72% of men. This indicates that women continue to encounter considerable barriers due to gender bias. In a candid narrative, a female engineer described how difficult it was for her ideas to be considered in meetings because her male coworkers frequently brushed them off.
Discrimination Type | Gender | Percentage in STEM Disciplines | Description |
Gender Discrimination | Women | 28% | Women occupy just 28% of positions in STEM fields, highlighting significant barriers due to gender bias. |
Men | 72% | Men dominate STEM disciplines with 72% representation, showcasing the gender disparity. |
Source: American Association of University Women (AAUW, 2024). Gender Representation in STEM Fields.
Socioeconomic Discrimination: The U.S. Department of Education's data from 2023 indicates that socioeconomic discrimination occurs when students from low-income households get disproportionate discipline in schools, which perpetuates a cycle of disadvantage. A student from a low-income family talked about how unfair targeting by school administrators had affected him, making him feel alienated and impairing his academic performance and decreased academic performance.
Socioeconomic discrimination takes many forms in the US, such as limiting access to possibilities for suitable housing, work, healthcare, and education. For example, people from poorer socioeconomic circumstances sometimes attend underfunded schools that may not have the resources or support systems necessary to offer a good education. The long-term effects of this inequality on educational prospects may include reduced opportunities for social mobility and the continuation of poverty cycles.
Also, compared to their more affluent peers, students from low-income households are much more likely to attend schools with fewer resources, less experienced teachers, and inadequate infrastructure, according to a 2023 Economic Policy Institute (EPI) analysis. Because of the unequal distribution of educational resources, socioeconomic inequities are further entrenched because worse academic achievement and fewer possibilities for higher education are frequently the results.
Socioeconomic discrimination in the workplace can take the form of unfair hiring procedures, pay disparities, and less opportunity for lower-class workers to grow in their careers. Even when their qualifications were the same as those of applicants from higher socioeconomic backgrounds, job applicants with lower socioeconomic status were less likely to receive callbacks for interviews, according to Harvard Business Review research. In addition to limiting people's access to economic possibilities, this bias in hiring processes upholds the status quo in society.
Religious discrimination
Religious discrimination can be reflected in several societal sectors. Some of them are;
Education: Dress codes that subtly target religious apparel, such as prohibiting headscarves, turbans, or other religious garments, exemplify educational discrimination. For instance, it might be against the rules for a Muslim girl to wear her headscarf or for a Sikh student to wear a turban to school. These restrictions can be seen as deliberate discrimination against individual religious beliefs.
Discrimination in the Workplace: A person's religious convictions may prevent them from being hired or promoted by an employer. For example, a competent Muslim lady may be turned down for a job because of her headscarf or a Jewish person may be turned down for a promotion due to their Sabbath observance.
This is a personal account from Sarah K, a 34-year-old software engineer who highlights the challenges of gender discrimination in a male-dominated tech industry. Sarah had been with her company for five years and had consistently received positive performance reviews. She led several successful projects and was instrumental in developing a new software feature that significantly improved user engagement. When a senior management position opened, Sarah applied, believing her experience and contributions made her a strong candidate.
However, during the selection process, she noticed that her ideas were often dismissed in meetings, while her male colleagues received praise for similar suggestions. Ultimately, the position was awarded to a male colleague with less experience and fewer successful projects. Sarah later learned that her manager had expressed concerns about her "fit" within the leadership team, implying she might not be assertive enough for the role. This experience left her feeling undervalued and frustrated, as she believed her gender played a significant role in the decision-making process.Top of Form
Age Discrimination
Age discrimination is another prevalent issue, particularly affecting older workers. A study published in the Journal of Applied Psychology found that older applicants were less likely to be hired than younger applicants, even when qualifications were comparable (Posthuma & Campion, 2009). Personal accounts from older workers reveal feelings of worthlessness and challenges in finding new employment due to age bias. One individual shared how he was laid off in Favor of younger employees despite having decades of experience.
A personal account from John M., a 58-year-old marketing manager with over 30 years of experience, illustrates the challenges of age discrimination in the workplace. John was laid off during a company restructuring despite having a proven success and leadership track record. After his layoff, he applied for numerous positions but faced repeated rejections. During interviews, he often sensed that his age was a concern for potential employers, even when his qualifications matched or exceeded those of younger candidates.
In one instance, John was interviewed for a senior marketing role and told that the company was looking for someone who could "bring fresh ideas and energy." He later learned that a candidate filled the position in their late 20s, which left him feeling undervalued and marginalized due to his age. This experience affected his self-esteem and led to prolonged unemployment as he struggled to find a new job in a market that seemed biased against older workers, Friedrich-Schiller (2019).
LGBTQ+ Discrimination: The Trevor Project (2023) found that 42% of LGBTQ youth seriously considered suicide in the past year, mainly due to discrimination and lack of acceptance. Personal narratives illustrate the fear and challenges faced by LGBTQ+ individuals. A transgender man described being denied a job because of his gender identity, impacting his financial stability and mental health. Another account from a lesbian woman highlighted the emotional toll of hiding her identity in a conservative workplace. A young transgender person described the harassment they faced at school, which contributed to their mental health struggles.
Discrimination Type | Group | Percentage | Description |
LGBTQ+ Discrimination | LGBTQ Youth | 42% | 42% of LGBTQ youth seriously considered suicide in the past year, highlighting the severe impact of discrimination and lack of acceptance on mental health. |
Source: The Trevor Project (2023). National Survey on LGBTQ Youth Mental Health. https://www.thetrevorproject.org/survey-2023/
Discrimination has immense psychological, social, political, and economic effects. Whether intended or not, the effects are compounded by the loss of self-worth, a sense of alienation from the wider society, political disempowerment, and economic inequalities. Prejudice and ethnic hostilities constitute a significant danger to peace both within a nation and among nations.” Consequently, the emergence of a new global moral order increasingly provides a leverage point to counter the effects of prejudice and discrimination. While many agree that the various international instruments to protect people against prejudice and discrimination are still not universally followed or even implemented, a new global consciousness is indeed emerging and is intensifying.
Conclusion
Discrimination persists due to historical, social, and individual factors. By understanding the real-world implications of discrimination through personal accounts and data, we can work towards creating a more equitable society. It is essential to continue advocating for change, fostering inclusivity, and supporting those affected by discrimination.
Recommendations
To combat the discrimination, the following recommendations are proposed:
Education and Awareness: Implement comprehensive anti-discrimination education programs in schools and workplaces to raise awareness and promote understanding of diversity and inclusion.
Policy Reforms: Strengthen and enforce anti-discrimination laws, ensuring that individuals and institutions are held accountable for discriminatory practices.
Economic Support: Provide financial assistance and resources to marginalized communities to address the socioeconomic factors contributing to discrimination.
Mental Health Support: Increase access to mental health services for individuals affected by discrimination, particularly in marginalized communities.
REFERENCES
Pew Research Center. (2020). “The Link Between Discrimination and Mental Health.” Retrieved from https://pubmed.ncbi.nlm.nih.gov/25678059/ accessed 8/30/2024.
World Economic Forum. (2021). “Global Gender Gap Report 2021.” Retrieved from https://www.weforum.org/reports/global-gender-gap-report-2021 accessed 8/30/2024.
Human Rights Campaign. (2021). “The State of LGBTQ Equality in America.” Retrieved from https://www.hrc.org/resources/state-equality-index accessed 8/30/2024.
Posthuma, R. A., & Campion, M. A. (2009). Age and Work-Related Learning: A Review and Meta-Analysis. Journal of Applied Psychology, 94(1), 60-69. Retrieved from https://doi.org/10.1037/a0013772 accessed 8/30/2024.
Economic Policy Institute. (2020). "Black Workers and the COVID-19 Economy." Retrieved from https://www.epi.org/press/racism-and-economic-inequality-have-predisposed-black-workers-be-most-hurt-by-coronavirus pandemic/&sa=U&ved=2ahUKEwjR8pSW8ZyIAxX6fKQEHRBVC_YQFnoECBEQAg&usg=AOvVaw0iUIfK_jnSbtXBr5i2d5vz accessed 8/30/2024.
Friedrich-Schiller (2019), Ageism and age discrimination at the workplace—A psychological perspective, Universität, Jena, Germany Maria Clara de Paula Couto & Klaus Rothermund. https://link.springer.com/chapter/10.1007/978-3-662-59232-8_4 accessed 8/30/2024
UKEssays. (November 2018). Discrimination Essay: Causes and Effects of Discrimination. Retrieved from https://www.ukessays.com/essays/philosophy/what-are-the-effects-of-discrimination-on-society-philosophy-essay.php?vref=1 accessed 8/29/2024.
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