Discrimination
The human brain is designed to categorize everything in the environment as a way of getting a more in-depth understanding. Similarly, people categorize others in society because of fear and misunderstanding, therefore, developing discrimination between them. The unfair treatment of persons characterizes discrimination because they ascribe to specific gender, race or tribe. In a study conducted on stress in America, discrimination was listed as a public health issue since it is a significant contributor to chronic stresses (Blank, Dabady, & Citro, 2014). This raises the concern and the need to end discrimination using several methods.
The first method for ending discrimination is by sensitizing the public about equality. Since discrimination entails one group treating another as inferior, the focus of public sensitization should be on superiority complexes in society. Public policies on equal access to public resources should be a priority (Feagin & Feagin, 2011). This means that the public should be sensitized about sharing social amenities such as hospitals, schools and even public transportation regardless of race or nationality. For example, there should not be segregated schools for blacks and whites or the rich and the poor. All public resources should be equally shared. At the workplace, things like promotions, renumeration should be based on merit and not on gender, which is the most common basis of discrimination at the workplace, or race (Feagin & Feagin, 2011).
The legislation is the other method used to end discrimination. Throughout its history, America has struggled with racial discrimination and profiling. However, it has tried dealing with discrimination using legislative methods. For example, the Civil Rights Act of 1964 made it illegal to discriminate against persons from any race, age or gender in employment and public accommodations (Blank, Dabady, & Citro, 2014). Other include the Voting Rights Act of 1965 which gave African Americans the right to vote, the Federal Executive Order 11246, which cautions public contractors against discrimination, and the most recent Affordable Care Act of 2010 making it easy for the less fortunate to access healthcare services (Blank, Dabady, & Citro, 2014).
These methods are effective in controlling discrimination in society, though they face significant challenges. For instance, early in history, African Americans had to fight for the enactment of the Civil Rights Act, which, the whites were reluctant to observe. Additionally, discrimination is still very rampant at the workplaces, in access to public resources and even in schools and institutions of learning (Blank, Dabady, & Citro, 2014). However, it is essential to note that, the methods have helped in reducing discrimination to a certain level as seen by the increasing number of women and men of colour to high profile positions at the workplaces and even in society (Sheaffer, Levy, & Navot, 2018). Therefore, these methods have helped to some degree.
When the fight against discrimination first started in the 1950s, they were Civil Rights movements orchestrated by the oppressed African American society against the oppressive whites. The African Americans were advocating for their rights and against discrimination in society (Blank, Dabady, & Citro, 2014). With time, even the Whites have joined in the war against racial discrimination, making it an all society war. This has contributed immensely to reducing racial discrimination. Additionally, Title VII of the Civil Rights Act makes discrimination a federal offence punishable in the court of law (Sheaffer, Levy, & Navot, 2018). However, though women groups have come up to fight for the rights of women and gender equality, stereotypes still consider women to be inferior, which is the basis for gender-based discrimination. These stereotypes are the major contributors to the failure of gender equality movements.
References
Blank, R. M., Dabady, M., & Citro, C. F. (2014). Measuring racial discrimination. Natl Academy Pr.
Feagin, J., R., & Feagin, C. B. (2011). Racial and Ethnic Relations, 9th Edition. Pearson.
Sheaffer, Z., Levy, S., & Navot, E. (2018). Fears, discrimination and perceived workplace promotion. Baltic Journal of Management.