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Institutional Biases

Anthony Okeke

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Institutional Biases

Institutional bias is rampant racial behaviors extending beyond personal levels of

discrimination and racism, potentially affecting a huge number of people simultaneously.

Notably, men and women vary in various ways, which are reflected in commonplace

representations of these groups to some extent. How an individual channels or organizes their

ideas to think is their attitude. On the other hand, a stereotype is an idea that a certain group of

people behaving in a specific manner. Prejudice is a preset notion about other people. All these

factors facilitate institutional bias. Generalization of how some people should act and think are

widespread. The generalizations span varying communication, desires, and needs. This implies

that some of them are true!

According to observations conducted by researchers, gender stereotypes impact how

people recall, pay attention to and perceive details about themselves and others. Therefore, one

will better comprehend the impact of gender roles on implied attitudes. Moreover, on

communications about men and women by considering their motivational and cognitive

functions. Gender stereotyping impacts almost every organization in contemporary society. In

institutions —say schools —it is considered a breach of rights that can significantly impact a

student's academic achievement (Benson, 2020). Gender inequality has excelled in lowering

individuals' self-esteem, especially in male-dominated industries. Stereotypes are created to

make the masses believe that a specific set of people should behave in a specific way; thus, are

leading to institutional bias and affecting productivity.

Further, an institution's viewpoint can either be predetermined or established as the

institution grows. As such certain perspectives such as prejudice arise from several

characteristics, including gender, race, nationality, socioeconomic status, and so forth. As a

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result, certain individuals in an institution are treated differently. For instance, looking at the real

estate market in America, particularly housing, a prevalent racial bias exists. It is simpler for

white folk to get a nice, leafy suburb with white neighbors. Contrastingly, it will prove harder for

an African American to purchase or even rent the same unit in the same neighborhood simply

because of their race (Eberhardt, 2020).

Moreover, prejudice has made educational institutions unequal playing ground, limiting

cooperation as a crucial part of success. Also, a person may opt to speak hurting remarks about

an institution and reserve the positive ones to themselves. This is because they may have had a

poor experience in the past or probably due to their dislike of the institution. (Mejias & Jana,

2018) Further, culture, environment, and media may all positively or negatively impact an

individual’s opinion on a certain institution. A series of occurrences may be used to establish

how people feel about a certain institution via surveys and so forth.

In conclusion, how individual channels or organizes their ideas to think is their

attitude. On the other hand, a stereotype is an idea that a certain group acts in a specific manner.

Finally, prejudice is a preset notion about other people. All these factors facilitate institutional

bias. Since all these issues impact an institution somehow, education has aided in combating

their effects. These issues may be mitigated by providing a favorable and friendly climate for an

institution, expressing more encouragement and support in our daily lives, and, most importantly,

holding out on personal prejudice.

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References

Benson, T. A., Fiarman, S. E. (2020). Unconscious Bias in Schools: A Developmental Approach

to Exploring Race and Racism, Revised Edition. United States: Harvard Education Press.

Eberhardt, J. L. (2020). Biased: Uncovering the Hidden Prejudice That Shapes What We See,

Think, and Do. United Kingdom: Penguin Publishing Group.

Mejias, A. D., Jana, T. (2018). Erasing Institutional Bias: How to Create Systemic Change for

Organizational Inclusion. United States: Berrett-Koehler Publishers.