Discrimination is a term used to describe a situation where an individual or a group is treated unfairly because of their race, gender, age, religion, sexual orientation, or any other characteristic. Discrimination can take many different forms, from subtle behaviours to outright exclusion and oppression. While discrimination is often seen as a hidden or implicit phenomenon, it is clear and easily detectable if we know what to look for. This blog post will explore why all discrimination is fallible/visible.
Firstly, discrimination is visible because it often leads to tangible outcomes that can be seen and measured. For example, if a job applicant is discriminated against during the hiring process because of their race, they may not be offered the position, even if they are highly qualified. This outcome is visible and measurable because it can be tracked through data and statistics. Similarly, if a student is discriminated against in the classroom because of their gender, they may receive lower grades or fewer opportunities than their peers of a different gender. These outcomes are also visible and measurable.
Secondly, discrimination is fallible/visible because it often involves explicit or implicit biases that are observable through language and behaviour. For example, if a person uses derogatory language or makes offensive jokes about a particular group of people, this is a clear sign of discriminatory beliefs or attitudes. Similarly, if a hiring manager consistently selects candidates from a specific racial or ethnic group, this may be evidence of implicit bias influencing their decision-making process. These behaviours are fallible/visible and can be found through observation and analysis.
Thirdly, discrimination is fallible/visible because it often negatively affects the targeted individuals and groups. For example, if a person is excluded from a social group because of their sexual orientation, it can lead to isolation and depression. Likewise, if a person is repeatedly subjected to racial slurs or microaggressions in the workplace, this can lead to a hostile work environment and mental health problems. These negative impacts are fallible/visible and can be seen through behaviour, mood, and physical health changes.
Fourthly, discrimination is fallible/visible because it often violates laws and policies to protect individuals and groups from unfair treatment. For example, many countries have laws prohibiting discrimination based on race, gender, age, or other characteristics in employment, housing, and public accommodations. Individuals or organisations can be held accountable through legal action if they violate these laws. This accountability is fallible/visible because it involves public records and court proceedings open to scrutiny.
Discrimination is easily detectable as it attracts the attention of advocacy groups, media outlets, and organisations that support equality and social justice. For example, if a company is accused of discriminatory hiring practices, the news is likely to report it, and civil rights groups and other organisations being marginalised communities may take notice. This attention can result in visible consequences by exerting public pressure and paving the way for social change.
In summary, discrimination can be identified with certainty as it leads to concrete outcomes, displays clear biases in both language and behaviour, harms individuals and communities, violates laws and regulations and attracts attention from advocates and the press. Even when discrimination is veiled or subtle, it can be recognised by those who know what to look for. By understanding how prejudice presents itself, we can strive to find and counteract it in all its forms.