Indirect institutionalized discrimination
Indirect institutionalized discrimination refers to the unintentional denial of opportunities and unequal treatment experienced by individuals or groups due to the established policies and practices of social institutions, such as government, education, and the workplace. This form of discrimination is often subtle and challenging to identify, as it arises not from overt prejudice but from norms and policies that align with the majority group's standards. For instance, certain job requirements, such as arbitrary height or weight restrictions, may inadvertently exclude individuals from minority groups who do not meet these criteria, regardless of their qualifications or ability to perform the job. Additionally, practices like seniority requirements can hinder the advancement of minority employees who may have entered predominantly majority-held positions later. As a result, while structural barriers may have been reduced, indirect institutionalized discrimination continues to perpetuate inequities and limit opportunities for those who do not conform to established norms. Understanding this concept is crucial for recognizing how systemic issues can impact diverse groups in society.
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Indirect institutionalized discrimination
Sociologists who study intergroup relations use the term “indirect institutionalized discrimination” to refer to the unintended denial of opportunity and inequitable treatment of individuals or groups in society caused by the established policies and practices of social institutions, such as the government, the economy, and education. This subtle yet damaging form of discrimination can be difficult to detect. It is often the result of policies being defined according to norms of the majority group and not with the intended purpose of carrying out individual or societal prejudices. Individuals and groups are not targeted because of their minority status; rather they are adversely affected because of certain characteristics or circumstances that are not consistent with the adopted norms of the institution in question.
In employment, for example, jobs with arbitrary height or weight requirements modeled after White males exclude certain ethnic groups. Asian Americans and some Hispanic ethnic groups are on average shorter than White Americans. Subsequently, they fail to meet such entrance requirements and are denied the opportunity of employment regardless of their ability to perform the job. Seniority requirements for advancement in the workplace also limit opportunity when minority group members enter jobs that are predominantly held by members of the majority. Despite the alleviation of structural barriers that prevent minority access entirely, minority group members are often not given promotions as a result of their comparatively shorter length of employment.
Bibliography
Ahmed, Sara. On Being Included: Racism and Diversity in Institutional Life. Durham: Duke UP, 2012.
Friedman, Joel Wm. Employment Discrimination. 2nd ed. New York: Wolters, 2014.
Gregory, Raymond F. The Civil Rights Act and the Battle to End Workplace Discrimination: A 50 Year History. Lanham: Rowman, 2014.
Harris, Fredrick C., and Robert C. Lieberman, eds. Beyond Discrimination. New York: Sage Foundation, 2013.
Ward, James D., and Mario Antonio Rivera. Institutional Racism, Organizations & Public Policy. New York: Lang, 2014.
“What to Read, Listen To And Watch to Learn About Institutional Racism.” PBS, 5 June 2020, www.pbs.org/newshour/nation/what-to-read-listen-to-and-watch-to-learn-about-institutional-racism. Accessed 2 Dec. 2024.