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March 16, 2015 2

To Confront Racism, We Must Also Look In the Mirror

teenagers debateLast week, dis­turb­ing video emerged of fra­ter­nity broth­ers from the Sigma Alpha Epsilon (SAE) chap­ter at the Uni­ver­sity of Okla­homa laugh­ing while singing a racist chant: “There will never be a ni**** SAE. You can hang him from a tree, but he can never sign with me. There will never be a ni**** SAE.”

The news comes on the heels of the recent find­ings from a Depart­ment of Jus­tice inves­ti­ga­tion in Fer­gu­son, MO which, among other things, revealed a deeply trou­bling series of racist emails by Fer­gu­son offi­cials. One email, for exam­ple, in Novem­ber 2008 pre­dicted that Pres­i­dent Obama would not be pres­i­dent much longer because “what black man holds a steady job for four years.”

With few excep­tions, peo­ple have denounced these inci­dents as racist. Imme­di­ately after the news broke, the pres­i­dent of the Uni­ver­sity of Okla­homa con­demned the stu­dents’ behav­ior and sev­ered all ties between the uni­ver­sity and the local SAE chap­ter.  At the same time, the national SAE head­quar­ters shut down the local chap­ter. Ferguson’s munic­i­pal court clerk was fired and the chief of police and two police offi­cers resigned after the DOJ report was released.

It is cer­tainly appro­pri­ate to con­demn this racism and teach peo­ple to chal­lenge biased lan­guage, but it is not enough.  Today, thank­fully, such overt racism is much less com­mon than in the past.  Still, there is an under­cur­rent of much sub­tler, more deeply buried bias that still flows through Amer­ica.  While fewer and fewer Amer­i­cans would use overt offen­sive, deroga­tory terms, many of us—consciously or not—have implicit biases (uncon­scious atti­tudes, stereo­types or unin­ten­tional actions that we direct at a mem­ber of a group sim­ply because of that person’s mem­ber­ship in that group).

The implicit biases embed­ded in, for exam­ple, the racial dis­par­i­ties in the crim­i­nal jus­tice sys­tem or the seg­re­gated nature of the col­lege fra­ter­nity sys­tem, can be as or more harm­ful than this hate­ful and deroga­tory language.

From a very early age we learn to dif­fer­en­ti­ate between things that are the same and things that are dif­fer­ent: one of these things is not like the other one.  Sci­ence shows that we make the same snap judg­ments about other peo­ple, using what we know and what we assume to cat­e­go­rize things. While that gives us impor­tant tools in mak­ing sense of the world, when paired with soci­etal biases and stereo­types it can become harm­ful. As a result of sub­tle mes­sages through­out soci­ety, most people—whether or not they intend it, and often when they expressly do not—have some implicit biases.

Stud­ies have found, for exam­ple, that doc­tors are more likely to pre­scribe pain med­ica­tion for white patients with a bro­ken leg than African Amer­i­can or Latino patients. Law firm part­ners, when asked to eval­u­ate a memo writ­ten by a hypo­thet­i­cal asso­ciate, scored the memo lower and found more mis­takes when they were told it had been writ­ten by an African Amer­i­can.  Another study found that, in order to get a call for an inter­view, appli­cants with typ­i­cally black names (such as Jamal or Lak­isha) had to send out 50 per­cent more resumes.

It is easy to dis­miss the racism at SAE and in Fer­gu­son as an aber­ra­tion and some­thing we would never engage in our­selves. It is much harder to deny that we have any implicit bias, espe­cially if you take the Implicit Asso­ci­a­tion Test. Because implicit bias begins at a very early age and devel­ops over the course of a life­time, there are ways we can par­ent, teach and inter­act with young peo­ple to coun­ter­act these direct and indi­rect messages:

  • Make your home, class­room and school envi­ron­ment as diverse as pos­si­ble so that from an early age, you work to coun­ter­act neg­a­tive biases. This means cre­at­ing an inclu­sive and cul­tur­ally sen­si­tive class­room with books, class­room dis­plays, bul­letin boards, hol­i­day cel­e­bra­tions, videos, sto­ries, text­books, etc. and make sure dif­fer­ent per­spec­tives are reflected in your class­room curriculum.
  • Affirm and reflect the dif­fer­ent aspects of iden­tity rep­re­sented in your class­room and help young peo­ple decon­struct assump­tions, stereo­types and labels they have about dif­fer­ent groups of people.
  • Teach stu­dents what overt and implicit bias are and seek their par­tic­i­pa­tion in pro-actively doing some­thing about it.

 


 

 

Para Enfrentar el Racismo, Tam­bién Debe­mos Mirarnos en el Espejo

 

Hace poco tiempo apare­ció un per­tur­bador vídeo de los miem­bros de la frater­nidad del capí­tulo Sigma Alpha Epsilon (SAE) de la Uni­ver­si­dad de Okla­homa, en el que ríen mien­tras can­tan un cán­tico racista: “Nunca habrá un ne***** en SAE. Puedes col­garlo de un árbol, pero él nunca podrá aso­cia­rse con­migo. Nunca habrá un SAE ne*****”.

La noti­cia le pisa los talones a los recientes resul­ta­dos de una inves­ti­gación en Fer­gu­son, MO real­izada por el Depar­ta­mento de Jus­ti­cia que, entre otras cosas, rev­eló una muy pre­ocu­pante serie de correos elec­tróni­cos racis­tas emi­ti­dos por fun­cionar­ios de Fer­gu­son. Por ejem­plo, un correo  predijo en noviem­bre de 2008 que el Pres­i­dente Obama no sería pres­i­dente por mucho más tiempo porque “qué hom­bre negro es capaz de tener un tra­bajo con­stante durante cua­tro años”.

 

Con pocas excep­ciones, la gente ha denun­ci­ado estos inci­dentes como racis­tas. Inmedi­ata­mente después de que aparecieran las noti­cias, el pres­i­dente de la Uni­ver­si­dad de Okla­homa con­denó el com­por­tamiento de los estu­di­antes y cortó todos los vín­cu­los entre la uni­ver­si­dad y el capí­tulo local del SAE.  Al mismo tiempo, la ofic­ina nacional del SAE cerró el capí­tulo local. El sec­re­tario del juz­gado munic­i­pal de Fer­gu­son fue des­pe­dido y el jefe del policía y dos ofi­ciales de policía renun­cia­ron cuando el informe de Depar­ta­mento de Jus­ti­cia fue dado a conocer.

Cier­ta­mente es apropi­ado con­denar este racismo y enseñar a la gente a enfrentar el lenguaje pre­jui­ci­ado, pero eso no es sufi­ciente.  Hoy día, afor­tu­nada­mente, el racismo tan abierto es mucho menos común que en el pasado.  No obstante, en Esta­dos Unidos todavía hay una cor­ri­ente sub­ter­ránea de pre­juicio mucho más sutil, enter­rado más pro­fun­da­mente.  Aunque cada vez menos esta­dounidenses uti­lizarían tér­mi­nos ofen­sivos o despec­tivos abier­ta­mente, muchos de nosotros −con­sciente o incon­scien­te­mente− ten­emos pre­juicios implíc­i­tos (acti­tudes incon­scientes, estereoti­pos o acciones no inten­cionales que dirigi­mos con­tra un miem­bro de un grupo sim­ple­mente por ser miem­bro de ese grupo).

 

Los pre­juicios implíc­i­tos arraiga­dos en, por ejem­plo, las dis­pari­dades raciales en el sis­tema de jus­ti­cia crim­i­nal o la nat­u­raleza seg­re­gada del sis­tema de frater­nidades uni­ver­si­tarias, pueden ser tanto o más dañi­nos que este lenguaje despec­tivo y de odio.

Desde muy tem­prana edad apren­demos a dis­tin­guir entre las cosas que son iguales y las cosas que son difer­entes: una de estas cosas no es como la otra.  La cien­cia demues­tra que hace­mos los mis­mos juicios rápi­dos sobre la gente, usando lo que sabe­mos y lo que asum­i­mos para clasi­ficar cosas. Aunque eso nos da impor­tantes her­ramien­tas para enten­der el mundo, cuando se une con pre­juicios y estereoti­pos sociales puede lle­gar a ser per­ju­di­cial. Como resul­tado de men­sajes sutiles en la sociedad, la may­oría de la gente −lo quiera o no, y a menudo cuando expre­sa­mente no lo quiere− tiene algunos pre­juicios implícitos.

Por ejem­plo, los estu­dios han encon­trado que los médi­cos tienen más ten­den­cia a pre­scribir medica­men­tos para el dolor a los pacientes blan­cos con una pierna rota que a los pacientes afro-americanos o lati­nos. Cuando se le pidió a los socios de una firma de abo­ga­dos eval­uar un memo escrito por un aso­ci­ado hipotético, lo cal­i­fi­caron menos bien y encon­traron más errores cuando les dijeron que había sido escrito por un afro-americano.  Otro estu­dio encon­tró que para con­seguir una cita para una entre­vista, los aspi­rantes con nom­bres típi­ca­mente negros (tales como Jamal o Lak­isha) tuvieron que enviar 50% más currículos

Es fácil descar­tar el racismo en el SAE y en Fer­gu­son como una aber­ración y algo en lo que nunca par­tic­i­paríamos nosotros mis­mos. Es mucho más difí­cil negar que ten­emos algún pre­juicio implíc­ito, espe­cial­mente si tomamos la Prueba de Aso­ciación Implícita. Debido a que el pre­juicio implíc­ito comienza en una edad muy tem­prana y se desar­rolla a lo largo de la vida, hay man­eras en que podemos criar, enseñar e inter­ac­tuar con los jóvenes para con­trar­restar estos men­sajes direc­tos e indirectos:

  • Haga el ambi­ente de su hogar, salón de clase y escuela tan diverso como sea posi­ble, de modo que desde una edad tem­prana usted con­tribuya a con­trar­restar los pre­juicios neg­a­tivos. Esto sig­nifica crear un aula inclu­siva y cul­tural­mente sen­si­ble con libros, exhibi­ciones, cartel­eras, cel­e­bra­ciones de fes­tivi­dades, videos, cuen­tos, tex­tos, etc. y ase­gu­rarse de que esas diver­sas per­spec­ti­vas se refle­jen en el cur­rículo de sus cursos.
  • Refuerce y refleje los diver­sos aspec­tos de iden­ti­dad rep­re­sen­ta­dos en su aula y ayude a los jóvenes a decon­struir los estereoti­pos, suposi­ciones y eti­que­tas que tienen sobre diver­sos gru­pos de gente.
  • Enseñe a los estu­di­antes qué son los pre­juicios abier­tos e implíc­i­tos y busque su par­tic­i­pación para hacer algo al respecto proac­ti­va­mente.

 

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October 8, 2014 0

Gun Range Owner’s Offensive Ban on Muslim Patrons is Unlawful

jan-morgan-gun

Jan Mor­gan

Cit­ing to pub­lic safety con­cerns stem­ming from the 9/11 attacks and a recent Okla­homa work­place behead­ing, Arkansas gun range owner Jan Mor­gan last week pub­licly declared her busi­ness a “Muslim-Free zone.”  Although this odi­ous and unlaw­ful dec­la­ra­tion has been removed from her Face­book page, a mes­sage on Morgan’s Twit­ter account states that the rule still stands.

In a dia­tribe jus­ti­fy­ing her deci­sion,  Mor­gan wrongly claims that Islam is not a reli­gion.   And there­fore, she erro­neously con­cludes that Mus­lims are not enti­tled to First Amend­ment guar­an­tees of reli­gious free­dom.  Mor­gan also falsely asserts that she has the option to bar Mus­lim patrons from her gun range.  But this ban bla­tantly vio­lates the Arkansas Civil Rights Act of 1993, which  pro­hibits  “… any estab­lish­ment, either licensed of unli­censed, that sup­plies … ser­vices to gen­eral pub­lic … “ from dis­crim­i­nat­ing against a per­son “… because of … religion.”

Later admit­ting that the anti-Muslim ban dis­re­gards the law,  Mor­gan nonethe­less declared  that she “will do what­ever is nec­es­sary to pro­vide a safe envi­ron­ment for my cus­tomers, even at the cost of the increased threats and legal prob­lems this deci­sion will likely pro­voke.”  Although she relies on the Sec­ond Amend­ment to remain in busi­ness, Mor­gan wants to ignore fed­eral and state Equal Pro­tec­tion Clause prin­ci­ples cod­i­fied in anti-discrimination laws.  Pick­ing and choose among legal pro­tec­tions is sim­ply not an option in our nation of laws, and Mor­gan would be wise to revoke her offen­sive ban against Mus­lim patrons.

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July 3, 2014 0

From the Archives: ADL & the Civil Rights Act of 1964 – Part 3

On June 10, 1964, a year after Pres­i­dent Kennedy first intro­duced the Civil Rights Act to the nation in a tele­vised address, a coali­tion of 44 Democ­rats and 27 Repub­li­cans voted for clo­ture, which lim­ited fur­ther debate and ended the 57-day fil­i­buster of the bill.

ADL had lob­bied for the bill in the months prior, includ­ing orga­niz­ing a meet­ing of 100 Jew­ish busi­ness, pro­fes­sional, and civic lead­ers from all over the United States, who met in Wash­ing­ton, DC, and urged their home-state Sen­a­tors to take action towards pas­sage of the bill.

In a press release react­ing to the Senate’s vote for clo­ture, ADL National Chair­man Dore Schary stated:

The vote on the clo­ture rule which now assures pas­sage of the Civil Rights Act is a vic­tory for all who love jus­tice and love an Amer­ica con­ceived in lib­erty. It is a defeat for no one except those who would pre­vent Amer­ica from achiev­ing its ulti­mate dream… For the thou­sands of civil rights lead­ers and for the coun­try as a whole, the final pas­sage of the Civil Rights Bill will pro­vide new oppor­tu­ni­ties, which they dare not squan­der, to help our Negro cit­i­zens achieve a full mea­sure of their rights as Americans.

The Civil Rights Act passed the Sen­ate with a vote of 73–27 on June 19.

On June 21, the same day on which three civil rights work­ers were kid­napped and mur­dered in Mis­sis­sippi, the Illi­nois Rally for Civil Rights was held at Chicago’s Sol­dier Field. The Anti-Defamation League was among the spon­sors of the rally, which fea­tured the Rev­erend Mar­tin Luther King, Jr. The rally was planned to urge pas­sage by the Sen­ate, but was ulti­mately anti-climactic, as pas­sage by the House was the immi­nent. ADL’s Mid­west Direc­tor A. Abott Rosen described the day:

There was no ques­tion of Jew­ish par­tic­i­pa­tion, there were no sus­pi­cions on the parts of blacks of Jews or other whites on this glo­ri­ous day. We didn’t take a head count of the num­ber of blacks and the num­ber of wSigning_of_Civil_Rights_Acthites present in Sol­diers Field that day, but to my eye, I would sug­gest that the group was almost equally divided.

On July 2, the House of Rep­re­sen­ta­tives voted by more than a two-thirds mar­gin (289–126) to adopt the Senate-passed ver­sion of the Civil Rights Act. That day, Pres­i­dent John­son signed the bill in a nation­ally broad­cast ceremony.

ADL’s National Pro­gram Direc­tor Oscar Cohen later recalled:

The ques­tion arose in ADL cir­cles fre­quently as to why ADL was so totally involved with the strug­gle for equal rights for blacks … First, we claimed, that no minor­ity was safe unless all minori­ties were and prej­u­dice and dis­crim­i­na­tion could not be cured in our soci­ety unless the cure related to all minori­ties … if civil rights laws were passed, such as fair employ­ment and fair hous­ing laws, they would at one stroke elim­i­nate dis­crim­i­na­tion against all groups, includ­ing Jews.

Today, ADL is help­ing to lead a very large coali­tion work­ing to fight dis­crim­i­na­tion, pro­mote equal­ity, and pro­tect the same vot­ing rights for which civil rights work­ers Michael Schw­erner, Andrew Good­man, and James Chaney gave their lives. The League is urg­ing broad sup­port for the Vot­ing Rights Amend­ment Act of 2014 (VRAA), which would cre­ate a new for­mula for pre-clearing vot­ing rights changes.

Fifty years later, ADL com­mem­o­rates the Civil Rights Act of 1964 as a para­mount step towards our core value “to secure jus­tice and fair treat­ment for all” and reaf­firms our ded­i­ca­tion to con­tinue the fight in the ongo­ing strug­gle for equality.

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