The New York Times By Morgan Jerkins

George Lipsitz (1998) argues that both public policy and private prejudice have created a "possessive investment in whiteness" that is responsible for the racialized hierarchies of our society. He believes that “Whiteness” has a cash value: it accounts for advantages that come to individuals through profits made from housing secured in discriminatory markets, through the unequal educations allocated to children of different races, through insider networks that channel employment opportunities to the relatives and friends of those who have profited most from present and past racial discrimination, and especially through intergenerational

What really is in a name? Apparently, there is a lot. In Henry Louis Gates, Jr.'s story, "What's in a Name," there is a telling story about a young boy learning the powerful pain and humiliation in the racist practices of American society. Gates illustrates how racism can perpetuate prejudice that aims to take away individual identity and put entire groups of people down. Yet, the fact that Skip was willing to never look Mr. Wilson in the yes again shows that Gates himself was not going to just take the racism any longer, but was willing to fight it in his own unique way.

Blacks are, hereditarily, proportional to whites, in any case they are cruelly oppressed in view of their skin shading and compelled to conquer numerous more snags to accomplish a similar objective a white individual can accomplish no sweat. Deutsch conveys to consideration that "bigotry isn't as strikingly evident as it was back in past times worth remembering, however it is still exceptionally pervasive" ("The American Dream is Still"). Despite the fact that we may not be looked with the same racial issues we were looked with fifty years back, individuals still victimize a man in view of their skin shading, regardless of whether it be purposeful or not. Deutsch clarifies a circumstance in which resumes were sent to publicists in Boston and Chicago, some with white sounding names and some with dark sounding names. The outcomes were amazing. "In the two urban areas, candidates with "white sounding names" got 50 percent a greater number of reactions from organizations than their dark sounding partners with parallel qualifications. (Deutsch, "The American Dream is Still"). Blacks, regardless of whether they show the very same certifications as a white individual, will even now be victimized in light of their race. With these sorts of circumstances happening, it isn't difficult to perceive any reason why race assumes such a colossal part in deciding ones'

All The President 's Men by Bob Woodward and Carl Bernstein tells the story behind the Watergate scandal. It all started with a burglary at the Democratic headquarters, but proved to be something much more complex. This story tells how two reporters worked with sources to uncover deceit in the highest levels of government.

In “How to be a ‘Woman Programmer,’” first published in The New York Times, Ellen Ullman argues that there is great prejudice against women in the workplace. Specifically, Ullman thinks that such prejudice exists in the deeper parts of the more technical fields such as computer programming. While encouraging women to avoid confronting men who show their prejudice against them, Ullman nevertheless points out the idea that women should stick to their passion for their work. For Ullman, it is the next best thing that women can do, apart from being a practical solution. However, I think that women should not be afraid to call their male coworkers out whenever women experience sexual prejudice in the workplace regardless of their position. Today, there are laws that equip women with the power to bring erring male coworkers to justice. After all, if the point is to make the genders equal, women should learn to assert their rights.

Dr. Marianne Bertrand, an economics professor, testified that some corporate recruiters can identify a person’s race based on his or her name. Bertrand’s study compared job applicants with Caucasian names, such as Sarah, versus applicants with African-American names such as Lakisha.

For example, in “Whitening the Resume”, Luo says, “A half-dozen said they had taken steps to hide their race, or at least dial back the level of “blackness” signaled in their résumés.” In my opinion, blacks shouldn’t have to leave out details about their race in order to have the ideal résumé. It’s too bad that they have to go to that level. Another example from the article was when Yvonne Orr was in Chicago pursuing a career. Luo states, “She also deleted a position she once held at an African-American nonprofit organization and rearranged her references so the first people listed were not black.” This statement emphasizes that blacks are pressured to change who they associate themselves with, where they educate themselves, and even their experiences just for the opportunity of being employed. Why should they have to do this? Also, Orr states in the article, “I wrestled with what kind of message I was sending to my children in raising them to be very proud of whom they are.” Honestly, they should be. It doesn’t matter what race they are or what the color of their skin

A study on employment took two resumes with the same qualifications; then send these resumes out to help-wanted ads. The only difference between the resumes that were the applicant’s name. One resume was given a traditionally white name like Greg, while the other resume was named after a traditionally Black name like Jamel. The researchers found that the application with the White sounding name revived a

This made it possible for economists to track the life outcome of any woman. Using regression analysis, they discovered that on average a person with a black sounding name does have a worse life outcome than someone with a white sounding name. If two people, one with a “black” name and one with a “white” name, were born into the same circumstances they would typically have the same life outcomes, but the one with the “black” name would not typically born into good circumstances. Therefore, a name is “an indicator--not a cause--of his outcome” (Levitt & Dubner, 2009, p. 192). So if someone was advantageous enough to change their name for the sake of economic success, they must be highly motivated which is a strong indicator for

Blacks and whites have different experiences throughout their lifespan. When it comes to job hiring process, it is even harder for blacks because of their names. Previous studies have found that black names are viewed negatively by others (Busse and Seraydarian, 1977). “There are large disparities between Blacks and Whites in the United States on many indicators of social and economic welfare including

At birth everyone is given a name by their parents. Your name is part of your identity and how you are addressed and recognized by the world. The different verities among the population created other names given to different races. These names are offensive, demeaning and are only used to refer to a person in a disrespectful manner. They can also cause a segregation among a nations people, these names are forced upon people weather they are rich or poor, old or young, male or female and are used to describe the same race of people. In the class reading "What 's in a Name? “by Henry Louis Gates he reminisces about a personal experience of his that he had with his father. In the story he describes his father was a hard worker and, because of this he was in high financial standings and, he was well respected and given privileges that at the time was rare for people of his race but he was still black and his name, his individual identity was not important instead he was given a racial identity, this is the only thing he was known as, this type of negative recognition is something many black Americans can relate to. One’s race is a predominant part of our identity and is what causes discrimination.

Through history, humanity had to deal with the same constant problem: racism. As a matter of fact, there is more than one type of racism. For example, there is racism by religion, by language, by country, by genre, and also by race. Apparently, society has a global idea of what is acceptable and what is politically correct. The story “Effigies” by Lucinda Roy, develop around Samuel Bernard Monroe, who always identify himself with, he believed, the right racial group, indeed he made a career out of “being black”. After all, the credibility of his identity is then in judgment after his nemesis Seraye Underwood, who was a “true black person” with strong skills and knowledgment about African-American studies, based her argument against him in the fact that he didn’t look “black”. The term of what counts is quality, not quantity, is globally known, as well as the achievements of a person do not have a color. As result, not having a specific cultural background nor physical characteristic should be part in the judgment of someone’s ability, moreover it shouldn't be a reason to hire or fire a person.

The concept that marriage can occur, endure, and succeed without the factor of love seems to be common in many other places in the world. “Who Needs Love! In Japan, Many Couples Don’t,” by Nicholas D. Kristof published in the New York Times in 1996 explores the aspects and success of loveless marriage in Japan beginning with Yuri Uemura of Omiya, Japan.

Certain words and phrases are often used by communities to collectively define the group of people they belong to. The n-word in particular has had a long history with a load of heavy baggage that has ties with slavery, oppression, and racial inequality. In the past century or so, African-Americans have been turning this word around to define represent them in a more positive manner, simply through accepting the term as their own. Gloria Naylor highlights the usage of the word by black people to represent a cultural identity. She explains how “they transformed ‘nigger’ to signify the varied and complex human

Minorities have a higher rate of unemployment than whites in America. Black unemployment in America rose “from 15.3 to 15.5 percent“ in March 2011, while only “7.9 percent of white workers were jobless” (Ross). The factors causing this lack of employment among minorities are explained as having to deal with education, age, ethnic-sounding names on job applications,