celestina said:
" . . . people who self-identify with a certain culture that the discriminator views is inferior to his/her own . . ."
Grem0517 replied:
“Isn’t it more relevant that the discriminator identifies them with that culture?”
That’s a good question. Whether the discriminator identifies the person with a certain culture or the person self-identifies with a certain culture, I think what’s more important is that the discriminator VIEWS THE PERSON AS INFERIOR to him/her and ACTS on that notion either in a social, economic, or a political realm.
Hibbons said:
“The quote was in regard to covert racism. Again, doesn’t some sort of intent have to be included in the definition? I the person uttering the statements is unaware that they are offensive is it necessarily racism, or just ignorance? In the naming example, how do you determine whether it is racism or simple an indication of familiarity?”
Well, this is where covert racism gets tricky. It could be ignorance or it could be ignorant and racist. In the example I provided, it’s ignorant and racist when the supervisor ASSUMES a familiarity with the minority worker, whom s/he really does not know that well, while maintaining a level of professional distance with the other white workers. It could be in the way the supervisor looks at the minority when he addresses him as “Bob.” It could be in the way that s/he holds his/her body either in a defensive or standoffish way while addressing the minority by his first name. Or, it could be in the intonation pattern and nuance of disrespect in the supervisor’s pronunciation of the minority’s name. Unfortunately I can’t adequately simulate the body language or intonation and tone patterns on this message board. However, the assumption on the supervisor’s part could be that the minority’s culture is laidback so he wouldn’t mind being addressed by his first name, or that the minority is not deserving of the same professional respect that the supervisor reserves for the other white workers under him/her. The minority may not feel comfortable raising his discomfort with the supervisor for fear of alienating the supervisor and/or losing his job. There is always the risk that the supervisor does not realize his/her actions are offensive, and after the minority addresses his concerns with him/her, the supervisor may still feel that his/her behavior is not offensive and continue to call the minority by his first name. This is covert racism because it is disrepect wrapped up in the facade of politeness. I thought of this example because historically in the South and probably other places in America white employers or just whites in general would address black employees or just blacks in general–it didn’t matter how old they were–by their first names, but blacks were required to address all whites adults with some kind of title, for example Mr. Smith or Mrs. Smith, or for children Miss Anne or Mr. Bill.
The example is ignorance on the supervisor’s part if the supervisor’s intonation and tone as s/he pronounces the the minority’s name is respectful, but there’s still the assumption of a level of familiarity that is not there. And again the supervisor is still maintaining a formal, professional distance with the other workers. The minority may feel that the supervisor’s intentions are good, but that s/he does not understand that his/her assumption of familiarity is offensive to him, and he may sit down with the supervisor and inform him/her of that. The supervisor can then revise his/her behavior and either start addressing all the workers by their first names or start addressing the minority as Mr. Green. I think that as far as ignorance goes, sometimes people repeat the same patterns of behavior they may have viewed their parents or other relatives engage in without realizing it AND without understanding that those behaviors are offensive to others. Once they are informed that their behavior is offensive, then they can act to modify it.
I hope this makes sense. I could bore you with many more examples, but I don’t have the time, and I don’t think folks want to hear them anyway.