This posting is inspired from a recent incident here at THD. I was told that our driver, a negro woman, resigned immediately, because one of the white women resident insulted her and call her the five letter derogatory word starting with an "N", because she was not happy with the transportation services rendered by our driver.
I was told of the name of the resident and the name of another resident who was a witnessed to the incident. I was also requested by another resident to investigate the event and perhaps meet with the resident and find out the real truth.
I refused to get involved with discrimination cases, since during my early years here in the US, I had been a victim of discrimination because of my color ( golden brown-Filipino). I had been mistaken as a bell boy, when I was checking in a 5 STAR hotel resort in San Diego. There were other events in my younger years that I felt discriminated because I am a filipino with a slight accent. Details of this discriminatory experiences are in my blogs. https://chateaudumer.blogspot.com/2023/11/i-experienced-discrimination-because-of.html
Discrimination in the US: Race, Sexual Orientation, Financial Status, and Gender
Discrimination in the United States remains a pressing issue, permeating various aspects of society and affecting individuals across different identities. This blog explores how discrimination manifests by race, sexual orientation, financial status, and gender, drawing on key facts and current discussions.
Discrimination by Race
Racial discrimination has deep roots in the United States, dating back to colonial times and evolving through historical events such as slavery, Jim Crow laws, and the Civil Rights Movement. Although landmark legislation like the Civil Rights Act of 1964 outlawed many forms of explicit discrimination, racial disparities persist in:
Education: Schools in predominantly Black and Latino neighborhoods often have less funding and resources than those in white-dominated areas.
Employment and Wages: Black and Hispanic workers earn less on average than their white peers and face higher unemployment rates.
Criminal Justice: People of color are disproportionately stopped, searched, arrested, and incarcerated compared to white individuals.
Healthcare: Racial minorities have poorer health outcomes due to disparities in access, treatment, and insurance coverage.
These patterns, sustained by systemic inequality, hinder upward mobility and reinforce stereotypes.
Discrimination by Sexual Orientation
Despite strides made by the LGBTQ+ movement—such as the legalization of same-sex marriage in 2015—discrimination against sexual minorities remains pervasive:
Employment: While the Supreme Court ruled in 2020 that workers cannot be fired for being LGBTQ+, many report workplace harassment or lack of advancement opportunities.
Healthcare: LGBTQ+ individuals often experience denial of care or insensitive treatment due to biases held by providers.
Social Spaces: Hate crimes and bullying against LGBTQ+ people, especially transgender individuals, occur at higher rates compared to heterosexual peers.
Legal Protections: Some states still lack comprehensive anti-discrimination laws for sexual orientation and gender identity, leaving many vulnerable to housing, public accommodation, and service discrimination.
Discrimination by Financial Status
Economic inequality both feeds and results from social discrimination:
Access to Education: Low-income families often lack access to high-quality schools and enrichment opportunities.
Employment: Individuals from poorer backgrounds may be bypassed for jobs based on perceived 'fit' or education, despite talent or drive.
Healthcare: Those of lower financial status struggle to afford insurance, care, and medication.
Housing: Class bias influences rental and mortgage decisions, sometimes overlapping with racial and ethnic biases.
Financial status can compound other forms of discrimination, with poverty amplifying barriers based on race, gender, or sexual orientation.
Discrimination by Gender
Gender discrimination in the US encompasses historic and present-day challenges:
Workplace Inequality: Women earn, on average, 82¢ for every $1 earned by men, with greater disparities for women of color. Leadership roles remain male-dominated.
Healthcare: Women's health concerns are sometimes dismissed or under-researched, especially reproductive and mental health issues.
Violence and Harassment: Women, transgender, and non-binary individuals are more likely to experience sexual harassment, assault, or domestic violence.
Representation and Stereotypes: Media, politics, and society often perpetuate restrictive gender roles, impacting opportunities and self-esteem.
Moving Forward
Discrimination is a multifaceted problem that often intersects—those who are minorities in more than one category tend to experience compounded prejudice. Addressing these issues requires:
Policy reforms (e.g., comprehensive anti-discrimination laws, police and judicial reform, pay equity laws)
Education efforts (reducing bias, teaching empathy, promoting diversity)
Community support (safe spaces, advocacy organizations, solidarity across different groups)
Change demands both grassroots activism and systemic overhaul. Progress has been made, but continued vigilance and action are needed to build a truly inclusive society.
Discrimination, in any form, is a barrier to individual fulfillment and societal progress. The fight for equality continues—one that benefits not just the marginalized, but the nation as a whole.
Wow!
8 comments:
David. Seems not that long ago at THD there was another issue blown up that had everyone buzzing. Seems management needs to do a much better job than they do. I think we can all agree on that. Glad I’m not there this time for this one.😏
That was me on that last comment. Mary Ann. Still in Miami 😘
I find this commentary very sad. Also, being a minority, I have experienced discrimination in its worst form. I always have hope that things get better. Perhaps I am naive.
I rode in the van earlier wth the young lady who drove. She and I had a very pleasant conversation. It is hard to believe that she would quit her job without cause.
As the husband of an African-American woman and the father of two African-American children I deplore discrimination. I would hope that the management would investigate this incident and do everything possible to assist the driver. Nat Brody
I am appalled that we have a resident here - possibly more than one - who would be so rude. Whatever minor discomfort the resident may have had it could not compare with the insult given. I agree that management should discuss this with the offender. Phyllis Morical
Hi David, I just read through your post as well as the comments and your responses. Here are my thoughts: It is difficult to know what really transpired in the van. Not only was I not there, but I cannot possibly have known the accompanying circumstances. What we do know is that the driver was unhappy and that she resigned. I personally feel sad because Carol and I both liked her and found her to be a friendly person.
I also feel sad when any members of our staff leave us, whatever the reason may be. We appreciate each and every one of them and value their contributions to our community.John Larimore
I just got a call from another resident that the five letter word Starting with "N" was not used , However , profanity was exchanged with a three letter word starting with "A". This is the second time I heard of this, so I think the A word and Not in the N word was used.
David: I hesitate to get involved in the so-called “racist” incident regarding Liza, a former driver for THD but my training as an anthropologist and social -scientist compels me to make some comment especially given the nature of your recent bog. I do think by choosing to investigate this you open up Panndora’s box and the task may be, with all due respect, beyond your expertise. There is an extensive literature on this subject that goes beyond what an average e person would regard as “race.” R ace is above all a social construct not an objective reality. Racists are individuals in a GROUP who believe that some phenotype-like skin shade or facial structure or corresponds with a certain type of behavior or culture. This becomes important only when someone is denied access to something they desire like a job, entrance to a club or facility, access to a team, etc. Thus the act that was allegedly committed was more or a personal insult than an act of racism. Of course, this doesn’t make name-calling a desirable or moral act.
On an academic level you can’t get close to ascertaining the facts of the Liza case without intensively interviewing all of the individuals who were involved and then you shill might not get the truth. I happen to know the accused and know she is not a racist; after all she is Jewish, well-educated, and has considerable first-hand knowledge of racial problems in America.
I also seriously doubt that Liza, the driver, would resign for just one incident (By the way, calling her a negro woman is almost as derogatory as calling her by the other “N” word). I do not know the other individuals involved only that they are aged, as are a of us at THD. I do understand that the situation in the car was quite heated and intense because the accused was left waiting for a long time. Maybe people misheard what was said. This is often the case in a heated environment.
These are just a few perspectives offered by a cultural anthropology professor who has done field work among Hispano villagers, Tewa Indians, Zapotec campesinos, and others where “race” and ethnicity are very charged issues. I could cite many instances of name-calling or ethnic slurs against me which one might interpret as “racist” if the instances were over simplified and superficially examined. Most of off these events were merely anecdotal and not societal racism, as are the instances you mention in your blog about yourself.
I appreciate your efforts in compiling a biography of me from internet data .There are a number of mistakes For example my granddaughter not my daughter lives in the Bay area in Lafayette not Walnut Creek. However, I do not wish to have my biography made available to residents of THD. There is no good reason for it at this point in my life for I am no longer a practicing academic. Sincerely, Joe Whitecotton
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