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Unit 4 inequality
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Unit 4 inequality Presentation Transcript

  • 1.
    • TEXAS WESTERN (UNIVERSITY of TEXAS at EL PASO)
    • Became first team with an all black starting line-up to win an NCAA national championship (1966).
    • Defeated Kentucky 72-65 on March 19, 1966.
    • The team was inducted into the Naismith Memorial Basketball Hall of Fame in 2007.
  • 2. “ A person who has been raised and socialized in America has been conditioned to be a racist. We live in 2 countries, one black and one white.” Jane Elliott
  • 3.
    • JANE ELLIOTT
    • THE BLUE EYED / BROWN-EYED EXERCISE
    • “ Should the color of some other person’s eyes have anything to do with how you treat them? Should the color of their skin?”
    • Developed the exercise in 1968 after the assassination of MLK Jr. to explain/demonstrate racism to her 3rd grade class in Riceville, Iowa.
    • Because most of her 8-year-old students had, like Jane, been born and were being raised in a small town in Iowa and had seen black people only on television, she felt that simply talking about racism would not allow her all-white class to fully comprehend racism's meaning and effects.
    • “ When white people sit down to discuss racism what they are experiencing is shared ignorance.”
    • She divided the class into 2 groups based on eye color.
    • The brown eyed students were told they were inferior to the blue eyed students.
  • 4.
    • RACISM:
    • “ A belief, conscious or unconscious , that people of different races differ in value.”
    • DISCRIMINATE:
    • “ To make a distinction between people on the basis of class or category without regard to individual merit.”
    • The individual has no control over the trait. (Race, Religion, Gender, Sexual Orientation, Age)
    • STEREOTYPES:
    • “ Oversimplified generalizations assigned to groups of people.”
    • Example: All Irishmen are drunks.
  • 5.
    • XENOPHOBIA:
    • “ A phobic attitude toward strangers, or of the unknown.”
    • It is typically used to describe fear or dislike of people different from one's self.
    • ETHNOCENTRISM:
    • “ The tendency to look at the world primarily from the perspective of one's own ethnic culture.”
    • In every society; ironically, ethnocentrism may be something that all cultures have in common.
  • 6.
    • NCAA RACE & GENDER DEMOGRAPHICS REPORT (2008/09)
    • 4% OF ALL ATHLETIC DIRECTORS ARE BLACK.
    • BLACK AD POSITIONS INCREASED BY 1.1% SINCE 1995-96.
    • MOST PREVALENT POSITIONS: ACADEMIC ADVISORS/COUNSELORS, ADMINISTRATIVE ASSISTANTS, & STRENGTH COACHES.
    • 124 BLACK MALE MEN’S BASKETBALL HEAD COACHES COMPARED TO 840 WHITE.
    • 34 BLACK MALE WOMEN’S BASKETBALL HEAD COACHES COMPARED TO 371 WHITE.
    • 59 BLACK FEMALE WOMEN’S BASKETBALL HEAD COACHES COMPARED TO 508 WHITE.
    • 15 BLACK HEAD FOOTBALL COACHES FOR ALL 3 NCAA DIVISIONS.
  • 7.
    • 2005 NCAA DIVISION I-A FOOTBALL RACE REPORT
    • 117 SCHOOLS
    • School Presidents: 95% White
    • Athletic Directors: 93% White
    • Faculty Athletic Reps: 91% White
    • Conference Commissioners: 100% White
    • Student Athletes: 52% Black
    • Head Coaches: 2.6%(3) Black
    • Coordinators: 12.7% Black
  • 8. IT IS EASY TO DISCRIMINATE BASED ON RACE IN A JOB INTERVIEW, BUT IT’S NOT AS EASY TO DISCRIMINATE BASED ON HEIGHT.
  • 9.
    • FORTUNE 500 CEO HEIGHT STUDY
    • MALCOLM GLADWELL LOOKED AT THE HEIGHT OF A RANDOM SAMPLE (250) OF THESE CORPORATIONS’ CEO’S FOR HIS 2005 BOOK, BLINK.
  • 10.
    • FORTUNE 500 CEO HEIGHT STUDY
    • Fortune 500:
    • -Annual list by Fortune magazine of the top 500 US corporations ranked by gross revenue.
    • Fortune 500 CEO’s are mostly male, white, and………..tall.
    • US Men 6 Feet & Above:
    • 14.5%
    • Fortune 500 CEO’s
    • 58%
    • US 6’2” & Above
    • 3.9%
    • Fortune 500 CEO’s
    • 33%
    • 1 inch of height is worth $789 / year in salary.
  • 11.
    • Common argument: Not a lot of women and African Americans are entering the management ranks of American corporations (sports or business).
    • Anti-argument: It is possible to staff a large company with white men, but not possible to staff it with all tall people.
    • Of the tens of millions of people under 5’6”, 10 reached Fortune 500 CEO level. Shortness is as much of a handicapped to corporate success as being a woman or African American.
    • This is not a deliberate prejudice. We just, subconsciously , associate tallness with leadership ability and, subconsciously, negate the short candidates.
    • We do the same associations in athletics.
  • 12.
    • STACKING
    • “ Players from a certain racial or ethnic group being either over- or under-represented at certain positions in team sports.”
    • Playing position is strongly related to the perception of the abilities of the athlete.
    • Traditionally, this has meant that African Americans were less likely to be found in ‘thinking’ positions.
  • 13.
    • Our attitudes towards things like race/gender operate on two levels.
    • 1) Conscious Attitudes:
    • What we choose to believe.
    • Our stated values, which we use to direct our behavior deliberately (Laws prohibiting minorities from voting).
    • 2) Unconscious Level:
    • The immediate, automatic associations that tumble out before we’ve had time to think.
    • We don’t deliberately choose our unconscious attitudes, and may not even be aware of them.
    • Our unconscious crunches all the data from experiences we’ve had, the people we’ve met, the lessons we’ve learned, the books we’ve read, movies we’ve seen, etc. and forms an opinion.
  • 14.
    • IMPLICIT ASSOCIATION TEST (IAT)
    • Developed by 3 Princeton psychologists.
    • -Anthony G. Greenwald, Mahzarin Banaji, Brian Nosek
    • The IAT is a measure within social psychology designed to detect the strength of a person’s automatic association between mental representations of objects in memory.
    • Based on seemingly obvious, but nonetheless quite profound, observation.
    • We make connections much more quickly between pairs of ideas that are already related in our minds than we do between ideas that are unfamiliar to us.
  • 15.
    • When psychologists administer the IAT, they use a computer where words/objects are flashed on the screen. The responses are measurable down to the millisecond, and those measurements are used in assigning the test taker’s score.
    • One of the reasons that the IAT has become such a popular research tool is because the effects it is measuring are not subtle; you had to noticeably slow down during some of the tasks.
    • More than 80% of test takers end up having pro-white associations, meaning it takes longer to complete answers when required to put words into the Black category than when it is required to link bad things with Black people.
  • 16. ARE WE THAT DIFFERENT?
  • 17. ACCORDING TO A STUDY RELEASED IN NOVEMBER 2009: -WOMEN ARE EARNING THE MAJORITY OF COLLEGE DEGREES & MAKE UP MORE THAN 50% OF MIDDLE MANAGERS, YET VERY FEW ARE REACHING SENIOR MANAGEMENT LEVEL. -WOMEN ACCOUNT FOR ONLY 3% OF CEO’S OF THE FORTUNE 500 COMPANIES. -WOMEN MAKE 78.7 CENTS TO EVERY DOLLAR EARNED BY A MAN. -U.S. RANKS 71 ST OUT OF 189 COUNTRIES IN TERMS OF WOMEN’S REPRESENATION IN POLITICS.
  • 18. NCAA RACE & GENDER DEMOGRAPHICS REPORT (2008/09) -20% OF ALL 3 NCAA DIVISIONS DIRECTORS OF ATHLETICS ARE FEMALE (UP 3% FROM 1995-96). -30% OF POSITIONS IN ATHLETICS TYPICLLY REGARDED AS AFFECTING DECISION-MAKING (AD, ASSOCIATE AD, ASSISTANT AD) ARE HELD BY WOMEN. -FEMALE COACHES OF WOMEN’S TEAMS DECREASED BY 4% FROM 1995-96 TO 2008-09. -ALL 3 DIVISONS WOMENS TEAMS: -3,862 HEAD COACHES ARE WOMEN (40%). -5,880 HEAD COACHES ARE MEN (60%). -ALL 3 DIVISIONS MENS TEAMS: -8,272 HEAD COACHES ARE MEN (96%). -328 HEAD COACHES ARE WOMEN (4%).