Discrimination (11): Types of Discrimination

After this post about the reasons why discrimination is wrong, I thought it might be useful to add something about the differences between some types of discrimination and in the process link to some older and forgotten posts.

The most common type or at least the most commonly referenced type of discrimination is explicit discrimination: “whites only” signs, apartheid, miscegenation laws etc. When this type starts to become more and more unacceptable, hidden discrimination often takes over. Someone who wants to discriminate no longer does so explicitly – because that’s illegal or socially frowned upon – but instead adopts a policy or a law that doesn’t reference the target group, that remains facially neutral and that, when applied, accomplishes the intended discrimination. The most famous examples are the Jim Crow era literacy tests for voters. These tests effectively excluded blacks from the franchise although blacks weren’t explicitly targeted. Decades of educational discrimination made sure that very few blacks passed the tests.

Both these forms of discrimination are intentional, but some cases of discrimination are unintentional. People may not intentionally aim to impose disadvantages on other groups, but the structures of society, as they have been influenced by decades of previous – intentional – discrimination, make it very hard to avoid the imposition of systematic harm on some groups. The enduring effects of slavery in the U.S. are an example. Some would argue that this isn’t discrimination at all, since discrimination is typically defined on the basis of intentions and not purely in terms of consequences or outcomes.

Then there’s unconscious discrimination (see also here). People often have unconscious motives for their actions. And finally there’s statistical discrimination (see also here), which is discrimination that doesn’t arise from prejudice or bias, but occurs when people use aggregate group characteristics, such as group averages, to evaluate individual personal characteristics (for example, employers avoiding to hire African Americans because it’s statistically more likely for an African Americans to be an ex-convict).

More posts in this series are here.


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