Blink by Gladwell

As explained in blink of an eye by Gladwell and Payne, unconscious(p) diversity is a type of secernment that is rattling hard to recognize. We generate on the whole heard about explicit discrimination, which smoke take two forms the separate level and the institutional level. At the individual level, people openly equal. This can be seen in the case of incline hiring when an employer tells a postulant I will not hire you because you be a female. At the institutional level, whiz of the most striking examples of discrimination occurs with the Nuremberg Laws in Nazi Ger many another(prenominal).These laws restricted the rights of German citizens that were Jews. People working in the Nazi institutions had to enforce these prejudiced laws even if they dis concord with them. By discriminating against Jews, they were only doing their handicraft and by-line orders. Implicit discrimination is to a greater extent subtle and we will looking at more particularly at the unconsc ious form of this kind of discrimination. As seen in Blink, The Power of Thinking Without Thinking by Malcolm Gladwell, unconscious discrimination can be positive or negative.The election of Warren Harding is exposit by Gladwell as an break, as he proceeded to explain that President Harding was choose base more on his looks and personality than his competencies and abilities to govern the country. Most historians agreed that he was one f the worst presidents in history. Malcom Gladwell thinks that at that place are positions about peoples appearance- their size or shape or color or sex- that can trigger a in truth similar set of omnipotent tie beams and Hardings election was obviously an example of this.Many people looked at him and byword how handsome and distinguished-looking he was and jumped to the conclusion that he had t be a man of courage, intelligence and integrity. They didnt dig below the surface. Gladwell stated that the Harding error is the dark side of rapid cognition. It is at the root of a secure deal of prejudice and discrimination. Unconscious or implicit association plays a big part in our behavior and belief as the Implicit Association Test (IAT) reveals.This essay is based on the fact that our minds make quicker connections between pairs that are already related than we do with paired ideas that are unfamiliar. I decided to take the Race IAI test to see what the result would be. Firstly I was asked what my attitude towards blacks and whitens was, and coming from a mixed background it was obvious for me to answer that they were equal. I took the test and at once had an uneasy feeling about it. When the conclusions came I had, as did more than eighty percent of those who had taken the test, pro-white association.The test rated me as having a moderate involuntary preference for whites. These results were astonishing to me and allowed me to understand better what unconscious discrimination was. In my brain the connection betwe en black and effectual was harder to make than white and good. If a person coming from a mixed background resembling myself, had difficulties associating African Americans with good, and hence could be bias, I began to wonder how other races viewed African Americans.Even though very revealing, this example is just a test, and doesnt wee-wee significant repercussions, but lets take a material life justice example. Amadou Diallo, a 23-year old African man was knife thrust and killed by four New York metropolis Police Department officers. They laid-off a total of 41 shots at this unarmed man. In this case, one could ask ones self if racial profiling was use and to what extent Diallos color compete against him. The family filed a lawsuit against the City Of New York and the officers and won 3 million dollars.The event sexual practiceed social psychological science researches notably one directed by Eberhard in 2004 which revealed that police officers are quicker to decide to sho ot an unarmed black person or else than an unarmed white one. All these findings set ethical chores as problems of justice. How could we have justice if even mixed people, non-white or African Americans are colored? How could we write the rules for a society if trained officers face unconscious discrimination issues? How can the rules be written so that the ethical problem that is unconscious discrimination would become a thing of the past?From very earlier ages, dark colors have been associated with bad, and light or brightness with good. It is something that is deep entrenched in our society and culture, so in order to mixed bag the mentalities and habits, children should, at a young age, be exposed to examples reinforcing or statement them that good and bad are not a matter of color. difference is instilled in our kids everyday lives just as seen in most cartoons or kids programs the good guy is often white and the bad guy is darker. What is fuze?The online glossary of t he American Psychological Association defines it as the advantage confabred by prior exposure to a word or situation. I believe that at an elementary level, kids should have some classes and videos teaching them that all human beings are equal and cannot be judged by their color. Just like the propaganda advertising can influence us to buy and like a new products, this race advertising would encourage kids to be less dark-skinned and to treat everyone with the same respect independently of their race or religion.This reason out takes from the affirmative action programs that helped thousands of women access jobs and levels of responsibilities never experienced before. I rattling believe that if at a young age, children are exposed to more diversity, this exposure would result in less unconscious discrimination later(prenominal) in their lives. Schools should have race and religious diversity and if we could succeed in mixing the population, children could learn to live together at a very young age. Now, lets consider the hiring process.Is an interviewer named washbowl more seeming to give an edge to a job candidate also named John? Recent academic research suggests that the answer is yes but how does this type of unconscious discrimination affect a companys ability to go bad a merit-based model. Auren Hoffman and psychologist Brett Pelham conducted a study at the University of Buffalo and found the following groundbreaking results In hiring, positive gut feelings can lead to decisions based on superficial similarities to the decision maker, including those that may not be legitimately considered, such as age, race, and national origin.Equally importantly, they can lead to decisions based on a host of other irrelevant factors, such as cop color. Hoffman concludes by stating that such decisions are bad business practices that can confer competitive disadvantage. T o remedy these injustices, I believe that pictures, names, and gender should be blanked from resumes, giving equal chances to everyone. Blind hiring could be a good solution to unconscious discrimination in the hiring process. Often the composition of an orchestra is a good example of gender discrimination.In most orchestras, brass instruments are played by men. In this specific example, during the music auditions, a screen could be put up so the players gender would be impossible to identify. These methods utilise would firstly, force integration and expose the problems of unconscious discrimination and bring it to a state of awareness. Secondly, these methods would mix the population and undoubtedly change certain discriminatory practices, such as can be seen where it has become normal instantly for women to have the right to vote, whereas before it was not possible.As we have discussed above, discrimination takes many different forms and even occurs without being a deliberate action on the part of the discriminatory party. Obviously the effects of discrimination a re general and in some cases can be very devastating. As I mentioned before though, although challenging, it is not impossible to address the issues presented through discrimination. Obviously there has to be the acknowledgement that it is occurring, and after this acknowledgment steps can be taken, some of which I have suggested, to alleviate or eradicate the problem altogether. Some rules can be implemented to lighten or take the problem.