What is everyone thinking about all of this craziness about cops killing our young black men again?  How many in the past week ?   I'm sick......

Jesse Williams speech.

http://www.cnn.com/2016/06/27/entertainment/jesse-williams-speech-bet/index.html

So what is everyone thinking about our Grey's Anatomy star's speech?

Hollywood

http://thinkprogress.org/culture/2016/05/10/3776893/hollywood-pushing-diversity-will-asian-latino-actors-left/

Hold Employers Accountable for Equal Representation

Discrimination in the workplace is ever present and it seems as if it is up to those being discriminated against to create change in the workplace. It does not help that the courts have only made it harder to fight employers due to the constricting of the definition of discrimination. This article talks about a possible solution to make employers accountable for equal representation, in hopes that discrimination will decrease as a result.

Cohen, P. (2013, April 1). A Simple, Legal Way to Help Stop Employment Discrimination. The Atlantic. Retrieved from: http://www.theatlantic.com/sexes/archive/2013/04/a-simple-legal-way-to-help-stop-employment-discrimination/274519/

Positive strides in Italy

Here is another act of discrimination in European soccer, however this comes with an appropriate and positive response from a crowd of people. Whenever the Senegalese defender, Kalidou Koulibaly, of Napoli touched the ball, the opposing Lazio fans would boo. This postponed the game for several minutes, but stuck a nerve with supporters of Napoli. Italy being a somewhat powerhouse of prejudice has seen their own supporters reflect negatively to national stars such as Mario Balotelli. However, the supporters of Napoli show a glimmer of hope as in the next game they supported their player and wore Koulibaly masks in protest of racism. The solution to these ongoing acts of discrimination towards players that are not Caucasian could be a stadium ban with games without fans. This act proves that there are strides of improvement, but what else has to happen?

Butler, M.(2016, February 7), Napoli fans wear masks of Kalidou Koulibaly in protest against racism. The Guardian. Retrieved from https://www.theguardian.com/football/2016/feb/07/napoli-fans-support-kalidou-koulibaly-masks-protest-against-racism

Intersecting Selves

Being an athlete, being a women, and being African American each come with their own set of labels.  Intersectionality looks at how these labels come together to affect our everyday experiences.  An African American women, not only has to be wary of the stereotypes attached to being a women, but also those attached to being black.  It’s like she has two strikes against her.  Being an African American woman would also significantly affect her individual experience as an athlete due to the stereotypes surrounding gender and race within sports.

Today “race and gender can be used in a way that both consciously and unconsciously trivializes the athletic efforts of African American female athletes and the mainstream media further constructs racialized and stereotypical images of these athletes” (Withycombe, pg. 479).  Like their male counterparts, the athletic ability of African American women in sports is often attributed to their supposed “racial physical advantage,” rather than to the work and training that they put in.  This notion can be extremely damaging for these athletes, as their work is not being acknowledged nor encouraged.

In 2011, research conducted by Jenny Lind Withycombe, sought to shed light on the experience of African American female athletes.  The research collected statements of African American women, who participate in division I sports, on their experiences with gender and race based stereotyping in the sporting space.  In one interview, a participant noted how “hyper-vigilance over one’s image—Is an essential part of being an African American woman and athlete—[and]—she specifically notes that they cannot “give” the media or society confirmation of the stereotypes that haunt their past and present lived experiences” (Withycombe, Pg. 485).  The fact that women in this position feel that it is necessary for them to constantly monitor themselves, speaks to the little progress that has been made in “debunking the myths of the African American Woman.”

It is important to recognize how the intersection of labels in our society today can affect peoples’ everyday lives.  To read more on how the intersection of race, gender, and athletic stereotypes effect the lives of African American women in sports, follow the link below to the aforementioned research.

Withycombe, J. (2011). Intersecting Selves: African American Female Athletes’ Experiences of Sport. Sociology of Sport Journal, 28, 478-493. Retrieved from http://fitnessforlife.org/AcuCustom/Sitename/Documents/DocumentItem/06_SSJ_28-4_2011_0021_p478-493.pdf

Racist Chant from the College Band

https://www.youtube.com/watch?v=TVjbYFqhAfM

This is a quick video discussing a racial remark made towards a Kansas State basketball player. Opposing fans are one of the worst parts about playing sports as they will do just about anything to get into your head and throw you off of your game. This racial remark made in 2012 took a second to say, but the repercussions created conflict and damage that last a lot longer than the time it took to utter the phrase.

Breaking into Ballet

“Ballet has long been the province of the white and wealthy” (Copeland, pg.1).  Ballet is a great example of how some sports today, are still very difficult for members of different races to break into.  Beyond skin color, one must achieve and maintain the traditional physique that is expected of a ballerina.  One must also be able to afford the hefty price tags associated with training and equipment.  The combination of the physical and economic requirements in ballet, create a barrier that prevents people from diverse backgrounds and physical builds from entering the ballet world.

Misty Copeland is making waves in the ballet world.  She is one of the first African American ballerinas to successful break onto the professional scene.  As a result, she has had to push back against every obstacle thrown her way.  She worries about “what the ballet world thinks about [her]” and “whether [she] will ever be accepted and seen as a well-rounded artist deserving of respect” rather than just as “the black ballerina” (Copeland, pg. 1).  Copeland hopes that her claim to fame will not be simply the color of her skin, but rather her mastery of the art.  Her presence in the ballet world is changing the standards for the sport and opening new doors for greater diversity in ballet in the future.  However, Copeland finds herself in the position of feeling like she has to prove that her ability can speak for itself.

This speaks to the privilege that white dancers have in ballet.  They do not need to justify their presence on a stage as tied to their ability.  The stigma that can be created around the illusion of being given a pass due to racial backgrounds, can be extremely discouraging and ward off further participation of nonwhite dancers.  Copeland argues that this pushes her to work as hard as she can to prove her place.  She feels that she has to make sure that she is the best, or she will be casted aside.

Copeland, M. Ballet Star Misty Copeland Talks Overcoming Racism and Body Shaming on Her Way to the Top. Teen Vogue. Retrieved from http://www.teenvogue.com/gallery/misty-copeland-ballerina#1

Why is the default White?

A system of white privilege, for example, is white-dominated, which means the default is for white people to occupy positions of power. White-dominance doesn’t mean that all white people are powerful, only that the powerful tend almost always to be white, and when a person of color occupies a position of power, that will be noted as an exception to the rule (as when Barack Obama is routinely identified as a black President and not just ‘the President’).



http://www.agjohnson.us/glad/what-is-a-system-of-privilege/

24 Questions Black People Have For White People

https://www.youtube.com/watch?v=GuVMJmC0V98

Just an extra I found in my browsing!

The People vs. OJ Simpson

The series, The People vs. O.J. Simpson, became an addicting show I could not help to stop watching. It seemed as if I watched it at the best time because I am also in this race and ethnicity class. At the beginning, it seemed as if OJ was doomed; it was obvious he killed Nicole Brown and Ron Goldman. During a time of racial conflict in California, OJ Simpson was lucky. The "race card" was used in order to salvage OJ's life. Lawyers, supporters, and family irreverently put up the race card each time OJ's name was brought up.

I do not want to spoil the rest so I recommend you all watch it. Racial discrimination is real and America was blind to it at the time. The show can be seen on FX.

The Roots of Prejudice in The Workplace

 In the 18^th century, the level of reasoning required to read and write was held as the key difference between man and animals.  This way of thinking connected a man’s humanity to literacy.  During this time many people in the United States utilized that way of thinking to justify slavery and the mistreatment of African slaves.  Since there were laws in several states preventing slaves from learning to read and write, this justification created a paradox.  Slaves were put into a position where they could not prove their own humanity.

In 1772, Phyllis Wheatley’s book of poems came into question when she tried to get it published.  She had to prove to a panel of white men that she did indeed write the poems herself, and that she was capable of creating original works despite her being a slave of African descent.  To admit that a slave had produced eloquent poetry would also be to admit that she was not the animal that many argued all slaves were.  This moment and historical context is important when considering racism in the workplace today.

Although literacy is still an important requirement for the workplace, it no longer carries the same connection to humanity as it did in the past.  However, the concept of justifying prejudices in the workplace with biases and stereotypes based on speculation rather than fact, still take effect today.  There is a need for minorities to actively challenge prejudices and prove their competency in the workplace in ways that are not necessary for their white coworkers.

Gates, H. (1986). Race as the Trope of the World. In H. Gates, Race, Writing and Difference (pp. 4-13). Chicago: University of Chicago Press.

Is a broke white person still privileged?

This article says they are. I read this at the beginning of this second half of the semester and I thought I posted but didn't so here it is.  Even if a white person isn't born with a silver spoon in hand, being white still allows for privileges to allow success.  Yes work is involved but it is still easier!

Very interesting read.


http://occupywallstreet.net/story/explaining-white-privilege-broke-white-person

How to Prevent Racism in the Workplace

The article provides an in-depth step-by-step instructions on how to prevent racism in the workplace. First, the company should write an anti-discrimination policy that addresses racism, including the consequences for acts of racism, in the workplace. Further, the company should hire employees of all races and ethnic groups and make them aware of the policy against racism and discrimination during the hiring process. Employees should be promoted based on merit and race and other irrelevant factors should not be considered. Employees should be trained on racism and discrimination yearly to be reminded on how to conduct themselves in the workplace. An anti-discrimination committee focusing on anti-racism projects should be established. Additionally, team-building sessions should be held as they will provide a chance for employees to learn more about each other. If any instances of acts of racism occur, they should be handled and treated identically according to the anti-discrimination policy. This ensures all other employees that the person in charge is acting on an unbiased foundation that is fair and just and intolerable of such behaviors and actions. Further, open communication should be highly encouraged in the workplace as this will promote employees to report any acts of racism. Lastly, the company should use an anonymous reporting system to report racism so employees do not fear or retaliate.

Although this is one of several many articles that provides some sort of procedure or advice on how to prevent racism in the workplace, I do not believe this will get rid of racism in the workplace altogether. Racism exists outside of the workplace and it gets brought to work because we live in a society filled with thoughts and acts of racism. I think the solution to preventing racism in the workplace goes deeper than simply thinking of how to remove it directly from the workplace, but how to eliminate it innately.

Frost, Shelley. How to Prevent Racism in the Workplace. Chron. Houston Chronicle. Retrieved from: http://smallbusiness.chron.com/prevent-racism-workplace-10258.html

The Sociology of Discrimination - Employment

I stumbled upon an article called "The Sociology of Discrimination" in regards to employment in the workplace. It states that in today's society, it is much harder to identify acts of racism which can pose many problems for solutions that need to be made. The article focuses heavily on measuring racism and inequality. Knowing how to measure it and identify it is the most important step of all. Once racism and its effects are identified and measured, solutions can be made. The article listed below descriptively describes how racism and discrimination can be measured!

Article Here

Works Cited

Pager, Devah, and Hana Shepherd. "The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets." Annual Review of Sociology. U.S. National Library of Medicine, n.d. Web. 10 May 2016.

Updated Solutions to Racism in the Workplace

In order to alleviate workplace discrimination, one method one be to have a discussion with your supervisor, filing a complaint, or even filing a lawsuit. When having a discussion with the supervisor, they also have the option to terminate the discriminating employee or move them to another department. Counselling through organizations are also available for victims of discrimination.  One should bear in mind that there are acts that exist to protect the rights of people in the workplace, including the Civil Rights Act of 1964, the Disabilities Act, and the Equal Pay Act of 1963. The EEOC evaluates the grievances of workers and works to uphold the acts and equality. The EEOC also grants a 'notice to sue' if they dismiss the claim after 180 days. States also have their own laws to prevent discrimination that mirror federal laws, and one would need to contact the local field office of the worker's commission or labor agency. However, if the claims are unsuccessful, a person is able to sue (although it may be more costly and take many years to settle). Those who succeed in their case will be compensated accordingly for the damages of discriminatory conduct.


As for other ways to prevent racism within the workplace, one may impose their own anti-discrimination policy that carefully addresses racism and the consequences in the workplace. Their may be training programs in place for employees to avoid racism, and a committee devoted to anti-discrimination projects. If racism occurs at work, you let all employees know of the situation and how it will be dealt with, so that everyone is reminded of the policy. Notwithstanding, if there is a system in place that people can submit reports anomalously and regularly, we can take steps to weeding out racism within the workplace.

 Reid, S. (n.d.). Solutions to Discrimination in the Workplace. Retrieved May 10, 2016, from http://work.chron.com/solutions-discrimination-workplace-11040.html 

The Time People Confused Me With Another Asian

Recently I had an interesting life experience that Professor McDonnell encouraged me to share. As a member of the tennis team, I am subject to advertising for the Bryant Men's Tennis program. At one of our recent matches, I noticed I was on the promotion posters for the match. As I looked closer I realized that under my picture they had put the name of my teammate Phillip Kim. Phillip happens to be the only other Asian player on the team. It became kind of a joke amongst the team but did not resonate with me til later on.

Possible Solutions for Racism in Pop Culture

While there will not be an overnight fix to the problem of racism in pop culture, but there are ways to combat it over time. These are some potential solutions to racism that I have come up with.

Boycott 

I think the biggest thing to remember is that the pop culture industry's main goal is to make money. The best way, in my opinion, to make change happen is by cutting the industry off from its life source: money. If there is a movie that casts a white man as a character with a Native-American background, do not go see that movie. Do not buy products from that movie. By actively boycotting that movie, and gaining traction from other people as well, it makes a statement and effects box office numbers, ratings, etc. The same concept can be applied to music. For example, if an artist releases a music video that perpetuates racial stereotypes, disassociate yourself with that artist. Do not spend any money on their merchandise. Do not listen to their music. Without fans, a celebrity is nothing. One person alone will not be able to shift the system. We need to band together in order for that to happen. Which leads me to my next idea...

Post it! 

People like to pretend that race doesn't exist. It seems like people are afraid to talk about race and address that there is a problem unless they're the ones being oppressed. Let's change that! The way to reach the largest audience is through social media. We need to use this tool to our advantage. It's easy to make content go viral and reach millions of people. If you keep posting about issues of race in pop culture, and tagging the people who are at fault (i.e. the casting agencies, specific celebrities, owners of the corporations that produce movies), eventually they will get the message. If enough people are coming together to make their voices heard, eventually changes will be made.

Find Alternatives

If you look hard enough, there are alternatives to the cookie cutter music and movies that are popular in dominant culture. By ignoring the mainstream media and finding media that represents values you hold, represents all races, and promotes equality, you are bettering the problem for yourself. You are refusing to feed into what dominant culture wants you to think and are thinking critical about the message you receive.

A common theme is that enough people need to get on board with these solutions to make them work. Theoretically, these solutions could solve the problems with enough support and a loud enough voice.

Solution to NCAA Exploitation

The massive profits of the NCAA and the incredible salaries of college athletics coaches begs the question, why are players not being paid? The issue has been long debated and even been brought to court. A 2014 court case known as the O'Bannon case ruled that the NCAA rule that athletes were not allowed to be paid violated anti-trust laws. This decision allowed universities  to offer basketball and football players to trust funds that could be tapped into after graduation. This would give players the opportunity to share in the profits that they brought in. This ruling does not mandate that players could be paid, but it did make it a possibility.

Strauss, B. Tracy, M. (August 8, 2014). Nytimes.com. NCAA Must Allow Colleges to Pay Athletes Judge Rules. Retrieved from http://www.nytimes.com/2014/08/09/sports/federal-judge-rules-against-ncaa-in-obannon-case.html

Data Collection as a solution to Racial Profiling

Fifteen years ago a study was conducted to examine whether police treated minorities different than they treat whites. In July of 2015 Governor Raimondo passed a law to help discover if racial profiling exists. The Law requires police to collect data on race at traffic stops and requires all police departments to submit annual report to the Department of Transportation Office of Highway Safety. The collection of data will reveal if there are trends of racial profiling in the police departments. Additionally, this will act as a method of accountability for police departments. Departments cannot continue to discriminate without revealing discriminatory trends that will be met with corrective actions.

Gregg, K. (July 14, 2015). ProvidenceJournal.com. Raimondo Signs Legislation to Curb Racial Profiling, Requires Police Collect Data on Traffic Stops. Retrieved from http://www.providencejournal.com/article/20150714/NEWS/150719640