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Unit 4 inequality
 

Unit 4 inequality

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    Unit 4 inequality Unit 4 inequality Presentation Transcript

      • 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.
    • “ 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
      • 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.
      • 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.
      • 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.
      • 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.
      • 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
    • IT IS EASY TO DISCRIMINATE BASED ON RACE IN A JOB INTERVIEW, BUT IT’S NOT AS EASY TO DISCRIMINATE BASED ON HEIGHT.
      • 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.
      • 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.
      • 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.
      • 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.
      • 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.
      • 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.
      • 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.
    • ARE WE THAT DIFFERENT?
    • 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.
    • 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%).