Racial Cognition And The Ethics Of Racial Bias Analysis

Claude Steele’s section titled “Stereotype Threat and African-American Student Achievement” aims to address the statistics that provide validity to this assumption by attributing the

This is shown in a variety of ways, however in specific by segregation making whites seem superior and people making hiring decisions based on the names of practically equal candidates. As the effect of Jim Crow laws has helped to separate blacks and whites in the South and mentally all of America, many people found no choice but to acquaint themselves with those of their own race, which remains an issue today. This concept is explained in the following quote: “Experts say America is still struggling to reverse the legacy of institutional racism that has left many communities segregated today, creating the pool from which we form relationships and social circles,” (CNN). Although it may seem incorrect, the reason why racial stereotypes exist and make white people more dominant is in part because of the change segregation made that had to be undone. A specific example of this kind of implicit bias is shown in the next example, which regards a case study where business owners were given two résumés, one for a theoretical white man, Brendan, and the other a theoretical black man, Jamal. Further detail is said in this quote: “Because the résumés were statistically identical, any differences in outcomes could be attributed only to the factor we manipulated: the names,” (New York Times). As stated in the quote, the résumés were pretty much the same, which is where implicit bias comes in. The business owners most times chose “Brendan” over “Jamal” for the reason that their names are usually associated with white and black men respectfully. Business owners want people in their company that they can trust, and more often than not it is interpreted that white men are more trustworthy than black, regardless of character. A connection between the visit of Reynolds and Kiely and the concept of bias in the context of the police force

discusses the results of a Implicit Association Test which measures a persons automatic association between mental representation of objects in the memory. Nearly 88 percent of the white race who took the Implicit Association Test show inherent racial bias. They have found when white people carry a implicit racial bias that they subconsciously prefer white people over black people in areas such as employment and academic. People don't even realize that they have a subconscious biases against a certain race. Which can affect how they interact with them. America still has a problem with race, The Civil War ended many years ago but the war between races still exist . Once we acknowledge the truth behind inherent racial bias we can move towards

How should society handle the perceived differences between races when it comes to education? The goal of both researchers is to narrow the academic gap between white and black students. Both authors attribute the gap between the academic scores of black and white students from opposite sides of racial identity. As Dr. Beverly Daniels Tatum, President of Spelman College and clinical psychologist has written an article entitled “Why are All the Black Kids Sitting Together in the Cafeteria?” Her approach is from the perspective of the student and how they perceive their role and upper limits while maintaining their place in their peer group's expectations of their race. Dr. Diane Ravitch, a research professor of education at New York University, has written an article entitled "The Facts about the Achievement Gap.” Her approach is from the perspective of how schools and society implicitly or explicitly cast students into achievement tracks based on their race. Both approach the same idea about racial identity, but they have different solutions, such as peer groups, the school board, and who is right about the solution.

People tend to think that they don’t have any biases against minority groups. However, unbeknownst to them, research has shown that many people actually do harbor negative biases, in the form of automatic associations. In a study performed by B. Keith Payne, at the University of North Carolina, he tested to see whether participants have an unintended racial bias towards African-Americans. To test this, he used an Implicit Association Test (IAT). This test uses a matching method to find any hidden biases in the test taker. He found that participants indeed showed racial bias towards African-Americans, even though it was completely unintended (Payne). Last week, we wanted to see whether we have a bias for

Implicit bias is an individual’s internal beliefs regarding others and influences how people conduct themselves in various settings and situations and may result in injustices such as stereotyping or racial profiling. The National Center for States Courts defines implicit bias as “judgement or behavior that results from subtle cognitive processes.” This behavior is difficult to identify, because people typically respond and behave in ways that seem appropriate and protect their own interests. Furthermore, these beliefs are more often subconscious than overt. Some groups are working to deter implicit bias and promote diversity.

Response to “Passing”, “Whitening the Resume” and “Racial Bias, Even When We Have Good Intentions”

Black teachers were influenced to limit instruction to or away from certain topics by treats of being placed on the “black list”. Negro teachers were placed upon a “black list” indicating that they were not fit to teach in Negro schools because they did not have the “right” philosophy of racial adjustment. In addition a teacher could be placed upon the list by merely refusing to submit to insults by southern whites.

Research centers for the study of racial bias have developed experimental studies to help understand how race can, for instance, influence a police officer to shoot an unarmed suspect. The Implicit Association Test (IAT) is one of the most commonly used tests for this study. IAT was developed by three scientists, Tony Greenwald (University of Washington), Mahzarin Banaji (Harvard University), and Brian Nosek (University of Virginia) (“ProjectImplicit”). Their “Project Implicit” program was designed to identify our societal biases through the association of faces (black and white) with words (good and bad). This program uses a scoring algorithm that can identify those who are faking the test with approximately 75% accuracy (Cvencek et al.).

The Warren Court described the practice of having separate schools for black and white children as inherently unequal in the revolutionary court case Brown v. Board of Education (1954) in the following ways. It allows for a significant difference to occur in educational and professional opportunities for black and white students, it leads minority children and teenagers to internalize the perception that they are inherently lesser than their Caucasian counterparts based on their race. Consequently, it also leads minority children and adolescents to have a lack of motivation in the school setting since they have internalized the thought pattern of inferiority so deeply that it affects how they think of themselves and their ability to learn.

Gordon Moskowitz and his co-authors’ (2012) expands on this discussion of unconscious bias by associating it with stereotyping certain racial groups. The providers’ unconscious biases are referred to as implicit biases, and demonstrate usefulness if correctly used to identify groups more readily susceptible to a health condition than others (996). When used correctly to identify these individuals, patient outcomes have a positive outcome. However, a hasty assumption that leads to an incorrect stereotype results in severe negative outcomes from a resulting incomplete or inaccurate diagnosis by the physician (1000). These implicit biases also tie back to the previous theme

By saying this, he is essentially asserting that implicit bias supposedly has an affect on people’s behavior even when they claim they’re actively trying to be “objective” and because of this, IATs must be mandatory.

148). [This excuse means that Black teachers are inferior to White teachers, and is, therefore, an insult to Black teachers.] For segregationists, the lack of Black achievement resulted from “inherent Negro inferiority” (p. 148). [This is the old environment verses genetics argument. The segregationists were right. As many scientific studies show, genetics is a far more important determinant of intelligence than is environment. Genetics accounts for about 75 percent of intelligence. (V. The Bell Curve: Intelligence and Class Structure in American Life by Richard J. Herrnstein and Charles Murray, The Inheritance of Mental Ability by Cyrll Bur, Man’s Racial Nature and Race and Politics: the Racial Controversy by H.B. Isherwood, Race Difference in Intelligence by John C. Loehlin, Major Findings from Twin Studies of Ability, Personality, and Interests by Robert C. Nichols, Racial Difference in Mental Growth and School Achievements by R. Travis Osborne. Race, Intelligence and Bias in Academe by Roger Pearson, Race, Evolution, and Behavior: A Life History Perspective by J. Philippe Rushton, A Question of Intelligence: The IQ Debate in America by Daniel Seligman, and Integration Is Genocide by Thomas Coley

“You are a racist!” is a phrase that produces anxiety and triggers defensive mindsets, especially in work environments. Are you racist? Are you sexist? Are you bias? The answers to these questions might not be as stress-free to answer as you believe. Is it possible to be biased without the intent to be biased? Yes. There are two different types of biases; explicit bias and implicit bias. Explicit bias is when you consciously believe that certain races, genders, or religions are inferior. Implicit bias is when you think that you are unbiased but actually perform unconscious bias actions. Recognizing implicit bias is no easy undertaking which is why there have been theoretical attempts to avert implicit bias before it materializes. In the modern business world, unintentional prejudiced actions happen every day. In his paper “Context and the Ethics of Implicit Bias,” Michael Brownstein attempts to find a solution to these critical issues. In this essay, I will attempt to explain the theories behind the three ‘ethics of implicit bias’ and what problems arise in each situation according to Brownstein. I will then describe the advanced contextualist approach of Brownstein’s and why I consider his strategy to be the most effective in business settings through my own personal experiences.

The authors write, “Specifically, we examine the percentage of black students within a school who receive out-of-school suspensions and the percentage of black students assigned to Gifted and Talented programs.” (Grissom, Nicholson-Crotty, & Nicholson-Crotty, 2009, p.4-5) and explain that the recommendations given by teachers is the most common way students obtain access to advanced educational opportunities. As a second analysis, the authors seek to determine if region of the bureaucrat is a determining factor “because perceptions of race salience and identification with racial group interests among black bureaucrats are likely to be higher in the South.” (Grissom, Nicholson-Crotty, & Nicholson-Crotty, 2009, p.