Running head: PREJUDICE AND DISCRIMINATION 1

Prejudice and Discrimination

Ashley North

OGL 350: Diversity and Organizations

Dr. Hirshorn

March 20, 2021

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In progressing through Module 2, I developed a better understanding of the difference

between prejudice and discrimination. An individual can be prejudice without showing

discrimination; however, microaggression is common in today’s society. In this paper, we will be

assessing my score on the Race Implicit Association Test, looking into personal stories relating

to discrimination as well as its effect within organizations.

Prejudice is an attitude towards an individual or group based on their characteristics.

Discrimination on the other hand involves behaviors directed at individuals based on age, gender,

race, sexual orientation, or religion. Between these two you can find microaggression. According

to Derald Wing Sue (2007), nearly every interracial encounter is likely to experience

microaggressions. “Microaggressions seem to appear in three forms: microassault, microinsult,

and microinvalidation” (Sue, et al., 2007). While many may not be aware of their prejudice,

discrimination, or microaggressions, these biases and actions consistently take place in our

communities.

These microaggressions are illustrated in the various stories presented in The New York

Times, A Conversation on Race. In “A Conversation Growing up Black” young children shared

their experiences with discrimination and microaggressions. Miles, age 13, shared a story where

he experienced a microinsult from a white friend of his. Heading home from school Miles’ friend

suggested they cross the street to avoid the other black students. Miles having darker skin

himself was a bit thrown by the comment. Another young, Shaquille, age 22, stated “we don’t

know what freedom is” (Brewster, 2015) as we spoke about being a black male in today’s

society. In listening to these stories, I feel disheartened. Children, young adults, even adults,

should not have to think about keeping their hands out of their pockets or worry about walking
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out their front door. They should not have to think about crossing the street in order to make

others feel more comfortable.

Heather McGhee shared her story with prejudice, discrimination, and microaggression

when her local municipal zoo paved over its pool and closed its doors to avoid abiding by

integration orders. To her, it was a “tangible symbol of the way that a population taught to

distrust and disdain their neighbors of color” (Davies, 2021). When actions such as these are

taken, it’s hard to believe there is no ill-intention. While I do not identify with these stories

personally, they have resonated with me deeply. They have opened my eyes to other day-to-day

struggles in our world.

There is one instance in my life when I felt an uncomfortable bias towards myself as well

as discrimination against the person I was with. While attending a nice dinner at a Mexican

restaurant in San Clemente, California I could not help but feel judgment as we sat at our table. I

was a pretty young white girl sitting at a table with a Hispanic male; however, this man has

tattoos, a shaved head, and wears baggy clothing. Those who do not know his harmless nature

may assume he is affiliated with a gang. Surrounded by tables of white adults, I could feel their

eyes peering from every direction as we enjoyed our meal. Of course, the only individuals not

showing bias or discrimination were other Latinos. It was the first time in my life I had gotten a

very small glimpse of how minorities felt.

Moving forward to the Race Implicit Association Test, my results suggested a slight

association between black with bad over good. I was a bit astonished by my score, as I did not

believe I had this perception. With that said, I have to remember we all have biases and I live in a

society of predominantly whites surrounded by stereotyping. It is my responsibility to let these

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prejudices go. While it won’t be easy or quick, it can be done. I plan to take the test again when

we are completed with the course to see if anything has changed.

Lastly, we will be looking at my experience with discrimination and prejudice within the

workplace. A few years back I was a chiropractic assistant for Desert Medical Health and

Wellness. This office in particular was very diverse. Aside from my manager, I was the only

other white female working in the office. Between the chiropractic assistants and receptionists,

we had one white female (me), two Latinas: Lydia and Jazmin, and two African-Americans:

Jessica and Janesha. As stated in Sociological Perspective on Racial Discrimination, I got a

“sense that people tend to strongly to have friends of their own race” (Small & Pager, 2020).

When lunchtime rolled around I quickly noticed we divided into groups. Lydia and Jazmin

would go to lunch together and hang out on the weekends. Jessica and Janesha would go to lunch

together more often than not. I on the other hand would drive home for lunch since I was never

invited to attend these lunchtime groups. I felt like an outcast at times. It was not meant to be

malicious of any sort, or done with malintent; however, I did not feel welcomed. Knowing how I

felt at this time, I now do my best to include everyone in any given situation.

Altogether it is evident our world has not moved forward from prejudice and

discrimination. While I would like to say I am not prejudiced, my Race Implicit Association Test

says otherwise. Between my score and the stories shared by individuals faced with these

adversities, I challenge myself to be more inclusive. Listen to others’ stories, welcome everyone

with open arms, and invite everyone so nobody feels left out. Inclusion could create a path to a

more loving and nurturing society.

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References

Brewster, J., & Peltz, P. (2015, May 07). 'A conversation about growing up black'. Retrieved

March 19, 2021, from

https://www.nytimes.com/2015/05/07/opinion/a-conversation-about-growing-up-black.ht

ml

Davies, D., & McGhee, H. (2021, February 17). 'Sum of Us' examines the hidden cost of racism

- for everyone. Retrieved March 19, 2021, from

https://www.npr.org/transcripts/968638759

Mario L. Small, & Devah Pager. (2020). Sociological Perspectives on Racial Discrimination.

The Journal of Economic Perspectives, 34(2), 49–67. https://doi.org/10.1257/jep.34.2.49

Sue, D.W. et. al. (2007). Racial Microaggressions in Everyday Life: Implications for Clinical

Practice. American Psychologist. Vol. 62, No. 4, 271–286. ASU Library Electronic

Holdings.