Reskin: discrimination has psychological origins
By CHRISTINE McINTYRE
News Writer
Discrimination is not intentional, but rather the result of distorted social psychologies that become unconscious and automatic, said Barbara Reskin, professor of sociology at Harvard University, while speaking to students and faculty about her theories of discrimination in the workplace on Monday.
"Employment discrimination based on sex and race persists on high levels. It is not surprising that there is substantial amount of discrimination in the workplace," said Reskin.
According to Reskin, a major problem in understanding discrimination is the persistence of the `racist/sexist pig' theory.
"It started in the 1960s and 1970s when people believed discrimination existed because people are racist and sexist. This was evident in the Civil Rights era when discrimination blossomed into the nation's consciousness. Racial discrimination was clearly motivated by bad attitudes toward a group," Reskin said.
Now, however, "it is hard to believe that this is all driven by biases. If the `racist/sexist pig' theory is wrong, the remedies are wrong," she said.
The fault of this theory lies in the assumption that an individual's feelings toward a certain group motivate one to discriminate or favor that group. Reskin believes there is a more accurate and comprehensive approach to discrimination.
"Within microseconds of meeting someone, we automatically categorize that person, especially if they depart from our norm. It is an `us versus them' mentality, favoring those most like us. We do not do it consciously, it is a functional mechanism," Reskin said.
Basically, people tend to categorize by two groups – the `in' group or the `out' group, unconsciously based on their similarities to the person. "The `in' group members are more attractive to the person and [he/she] is more apt to trust them than `out' members," Reskin said.
The confines of these categorizes are very rigid. Once we categorize, it is extremely hard to forget the categories and who fits in which one. "Stereotypes are generally socially shared. They are overlearned because we are overtaught them, even if we disagree with them. Even if we don't want to stereotype, it is difficult to stop," she said.
Employment organizations can help decrease discrimination in the workplace, especially discrimination based on sex and race. In one study, blind auditions were held for available positions in a symphony. The musicians auditioned behind a screen and all over signs of sex or race were hidden. In this case, women were fifty percent more likely to be selected, based on their talent alone, rather if their gender was revealed.
"In general, the bottom line is to remove discretion from the decision makers. Then there is less likely to be discriminatory outcomes," said Reskin.
Employers can also reduce discrimination by creating more diverse groups of workers. "The more diverse a group is, the less likely we are to put the people in categories," said Reskin.
Reskin also said that diversity training does not alleviate discrimination. "It is a fad that is sweeping American corporations. However, it primes stereotyping and does not make things better, it makes it worse."
Also, accountability must be given to the decision-maker. "If someone is told to choose a candidate based on certain attributes, they are less likely to use their stereotypes," Reskin said.
Government can be a factor in lessening discrimination in the workplace. "Government must curtail discrimination. Employers must know that they cannot do whatever they want," said Reskin.
To do this, government must ban `selective inaction' in which they work to eliminate discrimination of one group, but continues to permit discrimination of another. Reskin said, "Government should require courts to recognize the psychological origins of discrimination."
Reskin's lecture, "Race and Sex Discrimination in Employment: What's Government Got to Do with It," marked the first of a week-long series by Reskin on her studies of discrimination.
All News Stories for Tuesday, April 4, 2000
