Facts Viola Irene Desmond was a Black Nova Scotian businesswoman who challenged racial segregation at a film theatre in New Glasgow, Nova Scotia in 1946. Unaware that the tickets sold to African Canadians in the theatre were for the balcony and the main floor was reserved solely for white patrons, she bought a ticket and took a seat on the main floor. Theatre staff demanded that she go to the balcony, but she refused. The police arrested her immediately and the following morning, despite not having done anything wrong, she was fined $20 and charged with defrauding the Government of Nova Scotia of the difference in the tax between a ground floor and a balcony seat, which amounted to one cent. Issue Should an individual’s right to freedom from discrimination based on race, creed, or colour be considered above the freedom of commerce?
The effects of the circumstances may have appeared to be racially motivated by the plaintiffs because they happened to negatively impact minorities, but this was not done consciously, and does not mean that the defendants themselves are racist or prejudice towards minority groups. Even if what took place in Mary’s diner on January 15th upset Ms Banks, Ms Taylor didn’t mean for that to happen, regardless of Ms Banks’ race, and therefore cannot be charged as such. Although Taylor had a past association with a racist organization, she confidently states that she no longer has the same beliefs or morals that she did during that dark time in her life when she dealt with a controlling husband who she has since divorced, and has not identified as a part of that group in over 10 years. Because there is no proof of any racially discriminatory intent, the case should rule that Ms Taylor is not
Particularly in retail, the employees were the face of the business - the ones with whom the customers interacted. As a result of this, The employment of black salespeople… would undermine the thoroughly bourgeois atmosphere of high-end retail shopping… [and] store owners sometimes acted on their fears that black employees would steal from the cash register or pilfer store merchandise. (Sugrue,
Jan Sorenson’s political cartoon about the Trayvon Martin shooting throws readers into the harsh reality of a young man getting killed because of his choice in clothing. This leaves room for the question, “Was he genuinely shot because of what he had decided to wear that day?”. It can be perceived that Jan Sorenson may be using the hoodie as an analogy for his skin tone. This creates an even scarier reality because people are getting shot due to the color of their
Because racism is so ingrained in our culture, it is easy to go on without feeling a need to intervene. This results in an ongoing cycle of racism, that we continue to pass on to our children. Sometimes this is done without even realizing it. Parillo states that, “ones silent acquiescence to others discriminatory actions is still a form of discrimination.” When institutions work in favor of one group at the expense of a subordinate group, in their ongoing day to day operations, this is institutional discrimination.
The hoodie is used as a symbol of his Blackness, and when the police officer attacks Justyce, he assumes that he is a criminal solely based on his clothing. The hoodie thus becomes a symbol of racial profiling and the inherent bias that law enforcement officers have against Black individuals. As Justyce reflects, "I didn't even have to open my mouth, and the cop was already in fight-or-flight mode" (Stone 9). Through this symbolism, Stone emphasizes the complexity of racial identity and the discrimination that Black individuals face. The symbolism of the hoodie also underscores the importance of challenging stereotypes and misconceptions about
Wanda Skyes even tweeted a response saying that we need to close the country for a bias training. Of course, she was referring to how Starbucks decided to close their stores for a day to conduct a racial bias
Structural and institutionalized racism is when one becomes confronted with a person or business that blatantly provide better opportunities towards one race (Tatum, 1999). Glen was offered a down payment of twenty to twenty-five percent while John was told he would have a downpayment on the same car for ten to twenty percent (True Colors, 1999). Institutionalized racism reflects off of John and Glen’s situation because the car dealership was discriminating against Glen because of the color of his skin. They blatantly gave John a better deal on the car because he was White and made the price much higher for Glenn because he was Black. This clearly shows the distinction between the advantage White people receives due to racism.
Instead, Garcia contends that racist attitudes and motives, such as hatred, contempt, or indifference toward others, are the primary drivers of racist behavior. This critique highlights the limitations of purely cognitive explanations of racism and calls for a more profound analysis of affective and motivational factors. Garcia's theory of the "infection model" of racism suggests that racist attitudes can spread like a contagious disease, impacting not only individual behavior but also entire institutions. According to this model, if an act reflects the influence of a racist mindset, it is considered racist. Similarly, institutions are considered racist if they are based on racist attitudes and actions.
The Politics of the Hoodie Why do we judge a black man? Is it because they might live in a house that we wouldn’t give a second look? Or because they can’t afford the nicer things that they’d like to have? How is it their fault the for society treating them bad because sometimes they have to do bad things, things that are unthinkable to us as middle-class, just to put food on the table for one more night so their children don’t starve?
Kendrah Lopez CS – 420 19 Sep. 2017 Structural Racism What is structural racism and how is it demonstrated/depicted in the film Stand and Deliver? Structural Racism in the United States is the conscious and unconscious effect on African Americans, Latinos, Asians, Native Americans, and other races, because of racist beliefs and practices that have materialized in policies, rules, regulations, procedures, expectations, guidelines, strategies, practices, standards, and narratives. Not only does it lead to disadvantages for these populations, but at the same time it provides advantages, benefits, and privileges for White Americans.
Today, racism most commonly comes in forms of microaggressions. When put up next to burning crosses, microaggressions do not seem as bad, and they aren’t, but the toll placed on African Americans is still alarming. This casual racism creates a sense of normalcy among our society to the point that it goes ignored. These frequent and overt actions create a build up in the psyche of black people, rooting them in a long lasting Tully 1
And they all replied at one time, “No”’” (Howell 1). The restaurant clearly discriminated against blacks because the restaurant thinks the black customers would run away after they eat. People should not be treated differently based on their skin color, and just because restaurants have the power to do so, they should not abuse
Unfortunately for those who believe there is still racism in America, they can’t name a business and why. Running around and yelling “there’s racism in America” doesn’t solve the issue,
Factors that contribute to privilege, power, and oppression include who has power, how is that power being used, and what social groups are being affected. This year I began working in Target’s return department where employees are supposed to, what feels like stereotyping, call out shady and weird-acting people who are most often appearing to be houseless or on drugs. Because of certain types of individuals that frequent our story in Janzen Beach, we do not return certain products without proof of purchase. However, one day we made an exception for on customer and did not for another by a manager. Later in the day I confronted the manager and expressed my frustrations that our personal biases were getting in the way of helping our customers equally and expressed that certain people or groups are less likely to express their frustrations or ask for a manager when they are denied a return in comparison to others.
