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Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
Unit 4 inequality
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Unit 4 inequality

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  • 1. <ul><li>TEXAS WESTERN (UNIVERSITY of TEXAS at EL PASO) </li></ul><ul><li>Became first team with an all black starting line-up to win an NCAA national championship (1966). </li></ul><ul><li>Defeated Kentucky 72-65 on March 19, 1966. </li></ul><ul><li>The team was inducted into the Naismith Memorial Basketball Hall of Fame in 2007. </li></ul>
  • 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. <ul><li>JANE ELLIOTT </li></ul><ul><li>THE BLUE EYED / BROWN-EYED EXERCISE </li></ul><ul><li>“ Should the color of some other person’s eyes have anything to do with how you treat them? Should the color of their skin?” </li></ul><ul><li>Developed the exercise in 1968 after the assassination of MLK Jr. to explain/demonstrate racism to her 3rd grade class in Riceville, Iowa. </li></ul><ul><li>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&apos;s meaning and effects. </li></ul><ul><li>“ When white people sit down to discuss racism what they are experiencing is shared ignorance.” </li></ul><ul><li>She divided the class into 2 groups based on eye color. </li></ul><ul><li>The brown eyed students were told they were inferior to the blue eyed students. </li></ul>
  • 4. <ul><li>RACISM: </li></ul><ul><li>“ A belief, conscious or unconscious , that people of different races differ in value.” </li></ul><ul><li>DISCRIMINATE: </li></ul><ul><li>“ To make a distinction between people on the basis of class or category without regard to individual merit.” </li></ul><ul><li>The individual has no control over the trait. (Race, Religion, Gender, Sexual Orientation, Age) </li></ul><ul><li>STEREOTYPES: </li></ul><ul><li>“ Oversimplified generalizations assigned to groups of people.” </li></ul><ul><li>Example: All Irishmen are drunks. </li></ul>
  • 5. <ul><li>XENOPHOBIA: </li></ul><ul><li>“ A phobic attitude toward strangers, or of the unknown.” </li></ul><ul><li>It is typically used to describe fear or dislike of people different from one&apos;s self. </li></ul><ul><li>ETHNOCENTRISM: </li></ul><ul><li>“ The tendency to look at the world primarily from the perspective of one&apos;s own ethnic culture.” </li></ul><ul><li>In every society; ironically, ethnocentrism may be something that all cultures have in common. </li></ul>
  • 6. <ul><li>NCAA RACE &amp; GENDER DEMOGRAPHICS REPORT (2008/09) </li></ul><ul><li>4% OF ALL ATHLETIC DIRECTORS ARE BLACK. </li></ul><ul><li>BLACK AD POSITIONS INCREASED BY 1.1% SINCE 1995-96. </li></ul><ul><li>MOST PREVALENT POSITIONS: ACADEMIC ADVISORS/COUNSELORS, ADMINISTRATIVE ASSISTANTS, &amp; STRENGTH COACHES. </li></ul><ul><li>124 BLACK MALE MEN’S BASKETBALL HEAD COACHES COMPARED TO 840 WHITE. </li></ul><ul><li>34 BLACK MALE WOMEN’S BASKETBALL HEAD COACHES COMPARED TO 371 WHITE. </li></ul><ul><li>59 BLACK FEMALE WOMEN’S BASKETBALL HEAD COACHES COMPARED TO 508 WHITE. </li></ul><ul><li>15 BLACK HEAD FOOTBALL COACHES FOR ALL 3 NCAA DIVISIONS. </li></ul>
  • 7. <ul><li>2005 NCAA DIVISION I-A FOOTBALL RACE REPORT </li></ul><ul><li>117 SCHOOLS </li></ul><ul><li>School Presidents: 95% White </li></ul><ul><li>Athletic Directors: 93% White </li></ul><ul><li>Faculty Athletic Reps: 91% White </li></ul><ul><li>Conference Commissioners: 100% White </li></ul><ul><li>Student Athletes: 52% Black </li></ul><ul><li>Head Coaches: 2.6%(3) Black </li></ul><ul><li>Coordinators: 12.7% Black </li></ul>
  • 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. <ul><li>FORTUNE 500 CEO HEIGHT STUDY </li></ul><ul><li>MALCOLM GLADWELL LOOKED AT THE HEIGHT OF A RANDOM SAMPLE (250) OF THESE CORPORATIONS’ CEO’S FOR HIS 2005 BOOK, BLINK. </li></ul>
  • 10. <ul><li>FORTUNE 500 CEO HEIGHT STUDY </li></ul><ul><li>Fortune 500: </li></ul><ul><li>-Annual list by Fortune magazine of the top 500 US corporations ranked by gross revenue. </li></ul><ul><li>Fortune 500 CEO’s are mostly male, white, and………..tall. </li></ul><ul><li>US Men 6 Feet &amp; Above: </li></ul><ul><li>14.5% </li></ul><ul><li>Fortune 500 CEO’s </li></ul><ul><li>58% </li></ul><ul><li>US 6’2” &amp; Above </li></ul><ul><li>3.9% </li></ul><ul><li>Fortune 500 CEO’s </li></ul><ul><li>33% </li></ul><ul><li>1 inch of height is worth $789 / year in salary. </li></ul>
  • 11. <ul><li>Common argument: Not a lot of women and African Americans are entering the management ranks of American corporations (sports or business). </li></ul><ul><li>Anti-argument: It is possible to staff a large company with white men, but not possible to staff it with all tall people. </li></ul><ul><li>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. </li></ul><ul><li>This is not a deliberate prejudice. We just, subconsciously , associate tallness with leadership ability and, subconsciously, negate the short candidates. </li></ul><ul><li>We do the same associations in athletics. </li></ul>
  • 12. <ul><li>STACKING </li></ul><ul><li>“ Players from a certain racial or ethnic group being either over- or under-represented at certain positions in team sports.” </li></ul><ul><li>Playing position is strongly related to the perception of the abilities of the athlete. </li></ul><ul><li>Traditionally, this has meant that African Americans were less likely to be found in ‘thinking’ positions. </li></ul>
  • 13. <ul><li>Our attitudes towards things like race/gender operate on two levels. </li></ul><ul><li>1) Conscious Attitudes: </li></ul><ul><li>What we choose to believe. </li></ul><ul><li>Our stated values, which we use to direct our behavior deliberately (Laws prohibiting minorities from voting). </li></ul><ul><li>2) Unconscious Level: </li></ul><ul><li>The immediate, automatic associations that tumble out before we’ve had time to think. </li></ul><ul><li>We don’t deliberately choose our unconscious attitudes, and may not even be aware of them. </li></ul><ul><li>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. </li></ul>
  • 14. <ul><li>IMPLICIT ASSOCIATION TEST (IAT) </li></ul><ul><li>Developed by 3 Princeton psychologists. </li></ul><ul><li>-Anthony G. Greenwald, Mahzarin Banaji, Brian Nosek </li></ul><ul><li>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. </li></ul><ul><li>Based on seemingly obvious, but nonetheless quite profound, observation. </li></ul><ul><li>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. </li></ul>
  • 15. <ul><li>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. </li></ul><ul><li>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. </li></ul><ul><li>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. </li></ul>
  • 16. ARE WE THAT DIFFERENT?
  • 17. ACCORDING TO A STUDY RELEASED IN NOVEMBER 2009: -WOMEN ARE EARNING THE MAJORITY OF COLLEGE DEGREES &amp; 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 &amp; 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%).

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