Introduction
Imagine a young girl named Emily who dreams of becoming a scientist, working tirelessly towards her goal. However, when she applies for a prestigious internship, she is turned down because “girls aren’t cut out for science.” On the other side of town, Samir, a young man from a minority background, is pulled over by the police for the third time in a month, feeling the weight of racial profiling bearing down on him. These are just two examples of the different faces of discrimination that persist in our society.
Definition of overt discrimination
Overt discrimination is the blatant, obvious, and intentional act of treating someone unfairly based on their race, gender, age, or other protected characteristics.
Definition of Covert Discrimination
In contrast, covert discrimination is subtle, often unintentional, and rooted in unconscious biases, making it harder to identify and address.
Importance of understanding and addressing both forms of discrimination
Understanding the distinction between overt and covert discrimination is essential for fostering a more inclusive society. Only by recognizing and addressing both forms can we begin to dismantle systemic barriers and create equal opportunities for all.
Overt Discrimination examples: In Your Face Injustice
Workplace discrimination
Imagine John and Jane, two equally qualified candidates applying for the same job. Jane is not offered the position simply because she is a woman, while John gets the job with ease. This is an example of overt discrimination in the workplace. In fact, a survey by Pew Research Center found that 42% of women in the United States have experienced gender discrimination at work (Pew Research Center, 2017)
Racial profiling
Samir’s experience of being pulled over by the police is a classic example of racial profiling, which is when law enforcement unfairly targets individuals based on their race or ethnicity. According to the ACLU, Black drivers are more likely to be stopped by the police than white drivers (ACLU, 2020)
Gender inequality in sports
When Serena Williams, a renowned tennis player, earns less in prize money than her male counterparts despite her numerous accomplishments, it is a clear example of gender inequality in sports. A study by BBC Sport found that 30% of sports still pay male athletes more than their female counterparts (BBC Sport, 2018).
The role of laws and regulations in overt discrimination
Progress made in combating overt discrimination
Laws like the Civil Rights Act of 1964 in the United States have made significant strides in addressing overt discrimination by making it illegal to discriminate based on race, color, religion, sex, or national origin. Additionally, the Equal Pay Act of 1963 requires employers to pay men and women equally for the same work.
Remaining challenges
Despite the progress made, overt discrimination persists in many areas, such as the gender wage gap and racial disparities in the criminal justice system. Furthermore, enforcement of anti-discrimination laws can be inconsistent, and some forms of overt discrimination remain difficult to prove in court.
Covert Discrimination Examples: The Hidden Enemy
Microaggressions
Picture Lucy, a young Asian-American woman who often hears comments like, “You speak English so well!” or “Where are you really from?” These seemingly harmless remarks are examples of microaggressions – subtle, often unintentional discriminatory statements that reveal underlying biases. According to a study by Harvard University, 63% of people of color report experiencing racial microaggressions (Harvard University, 2014).
Unconscious bias in hiring practices
Imagine two candidates, Jack and Jamal, applying for the same job. Despite having identical qualifications, Jack is more likely to be called for an interview because of his “white-sounding” name. This is an example of unconscious bias in hiring practices. A study by the National Bureau of Economic Research found that applicants with white-sounding names are 50% more likely to receive callbacks than those with African-American-sounding names (Bertrand & Mullainathan, 2004)
Stereotypes in media representation
Think about your favorite movies and TV shows. How often do you see people of color, women, or LGBTQ+ individuals in leading roles or portrayed in a positive light? Covert discrimination is often perpetuated through stereotypes in media representation. For instance, a report by the Geena Davis Institute on Gender in Media found that male characters outnumber female characters by nearly 2 to 1 in family films (Geena Davis Institute, 2019).
The psychological impact of covert discrimination
The emotional toll on victims
Covert discrimination can have a significant emotional impact on its victims. Individuals who experience microaggressions or feel excluded because of their identity may develop feelings of self-doubt, anxiety, and depression. A study by the American Psychological Association found that perceived discrimination is linked to higher levels of stress and poorer mental health (Pascoe & Smart Richman, 2009)
Reinforcement of negative stereotypes
The subtle nature of covert discrimination can also reinforce negative stereotypes, further marginalizing affected groups. For example, when media perpetuates the stereotype that women are emotional and irrational, it can contribute to the gender bias in the workplace, with women being seen as less competent or capable than men. By normalizing and perpetuating these stereotypes, covert discrimination can create a vicious cycle that is difficult to break.
The Intersection of Overt and Covert Discrimination
How one form can fuel the other
Overt and covert discrimination often work together, with one form fueling the other, creating a cycle of disadvantage. For example, overt discrimination in the form of discriminatory laws can set the stage for covert discrimination, such as negative stereotypes and microaggressions. Conversely, covert discrimination can create an environment that normalizes overt discrimination, making it more difficult to address either form of injustice.
Case studies that illustrate the relationship between the two
The school-to-prison pipeline
The school-to-prison pipeline is a phenomenon where students, particularly those from marginalized backgrounds, are funneled out of public schools and into the juvenile and criminal justice systems. This pipeline is fueled by both overt and covert discrimination. Overt discrimination can be seen in zero-tolerance policies that disproportionately target students of color. According to the National Center for Education Statistics, Black students are more than twice as likely to be suspended as white students (NCES, 2018).
Covert discrimination also plays a role, as teachers and administrators may harbor unconscious biases that lead to the unequal treatment of students. For example, a study published in the Journal of Personality and Social Psychology found that teachers were more likely to view Black students as “troublemakers” (Okonofua & Eberhardt, 2015). This intersection of overt and covert discrimination creates a systemic barrier that perpetuates inequality in education and beyond.
The gender wage gap
The gender wage gap is the difference in earnings between men and women, with women generally earning less than men. Both overt and covert discrimination contribute to this persistent issue. Overt discrimination may involve employers paying women less than men for the same work, despite the Equal Pay Act of 1963. According to the Institute for Women’s Policy Research, women in the United States earn only 82 cents for every dollar earned by men (IWPR, 2020).
Covert discrimination also contributes to the gender wage gap through unconscious biases that affect hiring, promotion, and evaluation decisions. For example, women may be viewed as less competent or less committed to their careers due to gender stereotypes, resulting in fewer opportunities for advancement and lower wages. Additionally, the underrepresentation of women in high-paying, male-dominated fields can further exacerbate the gender wage gap. The complex interplay between overt and covert discrimination makes it challenging to address and dismantle the root causes of the gender wage gap.
Combatting Discrimination: A Collective Effort
The role of individuals in discrimination
Recognizing and addressing personal biases
Everyone has biases, but acknowledging and addressing them is crucial in the fight against discrimination. Self-reflection and tools like the Implicit Association Test (IAT) can help individuals identify their unconscious biases and work towards change (Project Implicit, 2011).
Empathy and allyship
Building empathy for others and standing up as an ally can make a difference. This includes actively listening to the experiences of marginalized individuals, educating oneself, and using one’s privilege to support and amplify the voices of those affected by discrimination.
The role of institutions in discrimination
Inclusive policies and practices
Institutions play a significant role in combating discrimination. By implementing inclusive policies, such as affirmative action and equal opportunity initiatives, institutions can create a more diverse and equitable environment.
Diversity and sensitivity training
Offering diversity and sensitivity training programs can help raise awareness of both overt and covert discrimination, promoting empathy and understanding among employees or members of an organization.
The role of society in discrimination
Education and awareness
Promoting education and awareness about discrimination is essential for fostering a more inclusive society. This can be achieved through public campaigns, educational programs, and media representation that challenges stereotypes and prejudices
Advocacy and activism
Individuals and organizations can engage in advocacy and activism to demand change and hold institutions accountable. Protests, petitions, and lobbying efforts can help raise awareness and pressure policymakers to address discrimination at all levels.
Conclusion
Discrimination takes on many forms, both overt and covert, and affects people from all walks of life. By understanding the differences and connections between these two types of discrimination, we can begin to address the systemic barriers that perpetuate inequality.
It is up to each of us to recognize our biases and take action to fight discrimination. By working together as individuals, institutions, and society as a whole, we can create a world where everyone is treated fairly and with respect, regardless of their background or identity.
By taking these steps to combat discrimination, we can envision a future where everyone has the opportunity to thrive, free from the constraints of prejudice and bias. Together, we can build a more inclusive and just society for all.
What is Overt Discrimination?
Overt discrimination is the blatant, obvious, and intentional act of treating someone unfairly based on their race, gender, age, or other protected characteristics.
What is Covert Discrimination?
Covert discrimination is subtle, often unintentional, and rooted in unconscious biases, making it harder to identify and address
References
Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. National Bureau of Economic Research. https://www.nber.org/papers/w9873
BBC Sport. (2018). Gender pay gap: Men still earn more than women at most sports. https://www.bbc.com/sport/42974465
Geena Davis Institute on Gender in Media. (2019). Gender Bias Without Borders. https://seejane.org/research-informs-empowers/gender-bias-without-borders/
Institute for Women’s Policy Research. (2020). The Gender Wage Gap: 2019 Earnings Differences by Race and Ethnicity. https://iwpr.org/publications/gender-wage-gap-2019/
National Center for Education Statistics. (2018). Status and Trends in the Education of Racial and Ethnic Groups. https://nces.ed.gov/programs/raceindicators/indicator_RDA.asp
Okonofua, J. A., & Eberhardt, J. L. (2015). Two Strikes: Race and the Disciplining of Young Students. Psychological Science, 26(5), 617–624. https://doi.org/10.1177/0956797615570365
Pascoe, E. A., & Smart Richman, L. (2009). Perceived Discrimination and Health: A Meta-Analytic Review. Psychological Bulletin, 135(4), 531–554. https://doi.org/10.1037/a0016059
Pew Research Center. (2017). Gender Discrimination Comes in Many Forms for Today’s Working Women. https://www.pewresearch.org/fact-tank/2017/12/14/gender-discrimination-comes-in-many-forms-for-todays-working-women/
Project Implicit. (2011). Implicit Association Test. https://implicit.harvard.edu/implicit/takeatest.html
American Civil Liberties Union (ACLU). (2020). Racial Profiling. https://www.aclu.org/issues/racial-justice/race-and-criminal-justice/racial-profiling
Harvard University. (2014). Racial Microaggressions. https://projects.iq.harvard.edu/files/mfd/files/racial_microaggressions.pdf
Covert vs Overt Discrimination
