discrimination experienced essay

Essays About Discrimination: Top 5 Examples and 8 Prompts

You must know how to connect with your readers to write essays about discrimination effectively; read on for our top essay examples, including prompts that will help you write.

Discrimination comes in many forms and still happens to many individuals or groups today. It occurs when there’s a distinction or bias against someone because of their age, race, religion, gender, sexual orientation, or disability.

Discrimination can happen to anyone wherever and whenever they are. Unfortunately, it’s a problem that society is yet to solve entirely. Here are five in-depth examples of this theme’s subcategories to guide you in creating your essays about discrimination.

1. Essay On Discrimination For Students In Easy Words by Prateek

2. personal discrimination experience by naomi nakatani, 3. prejudice and discrimination by william anderson, 4. socioeconomic class discrimination in luca by krystal ibarra, 5. the new way of discrimination by writer bill, 1. my discrimination experience, 2. what can i do to stop discrimination, 3. discrimination in my community, 4. the cost of discrimination, 5. examples of discrimination, 6. discrimination in sports: segregating men and women, 7. how to stop my discrimination against others, 8. what should groups do to fight discrimination.

“In the current education system, the condition of education and its promotion of equality is very important. The education system should be a good place for each and every student. It must be on the basis of equal opportunities for each student in every country. It must be free of discrimination.”

Prateek starts his essay by telling the story of a student having difficulty getting admitted to a college because of high fees. He then poses the question of how the student will be able to get an education when he can’t have the opportunity to do so in the first place. He goes on to discuss UNESCO’s objectives against discrimination. 

Further in the essay, the author defines discrimination and cites instances when it happens. Prateek also compares past and present discrimination, ending the piece by saying it should stop and everyone deserves to be treated fairly.

“I thought that there is no discrimination before I actually had discrimination… I think we must treat everyone equally even though people speak different languages or have different colors of skin.”

In her short essay, Nakatani shares the experiences that made her feel discriminated against when she visited the US. She includes a fellow guest saying she and her mother can’t use the shared pool in a hotel they stay in because they are Japanese and getting cheated of her money when she bought from a small shop because she can’t speak English very well.

“Whether intentional or not, prejudice and discrimination ensure the continuance of inequality in the United States. Even subconsciously, we are furthering inequality through our actions and reactions to others… Because these forces are universally present in our daily lives, the way we use them or reject them will determine how they affect us.”

Anderson explains the direct relationship between prejudice and discrimination. He also gives examples of these occurrences in the past (blacks and whites segregation) and modern times (sexism, racism, etc.)

He delves into society’s fault for playing the “blame game” and choosing to ignore each other’s perspectives, leading to stereotypes. He also talks about affirmative action committees that serve to protect minorities.

“Something important to point out is that there is prejudice when it comes to people of lower class or economic standing, there are stereotypes that label them as untrustworthy, lazy, and even dangerous. This thought is fed by the just-world phenomenon, that of low economic status are uneducated, lazy, and are more likely to be substance abusers, and thus get what they deserve.”

Ibarra recounts how she discovered Pixar’s Luca and shares what she thought of the animation, focusing on how the film encapsulates socioeconomic discrimination in its settings. She then discusses the characters and their relationships with the protagonist. Finally, Ibarra notes how the movie alluded to flawed characters, such as having a smaller boat, mismatched or recycled kitchen furniture, and no shoes. 

The other cast even taunts Luca, saying he smells and gets his clothes from a dead person. These are typical things marginalized communities experience in real life. At the end of her essay, Ibarra points out how society is dogmatic against the lower class, thinking they are abusers. In Luca, the wealthy antagonist is shown to be violent and lazy.

“Even though the problem of discrimination has calmed down, it still happens… From these past experiences, we can realize that solutions to tough problems come in tough ways.”

The author introduces people who called out discrimination, such as Mahatma Gandhi, Dr. Martin Luther King Jr., and Barbara Henry – the only teacher who decided to teach Ruby Bridges, despite her skin color. 

He then moves on to mention the variations of present-day discrimination. He uses Donald Trump and the border he wants to build to keep the Hispanics out as an example. Finally, Bill ends the essay by telling the readers those who discriminate against others are bullies who want to get a reaction out of their victims. 

Do you get intimidated when you need to write an essay? Don’t be! If writing an essay makes you nervous, do it step by step. To start, write a simple 5 paragraph essay .

Prompts on Essays About Discrimination

Below are writing prompts that can inspire you on what to focus on when writing your discrimination essay:

Have you had to go through an aggressor who disliked you because you’re you? Write an essay about this incident, how it happened, what you felt during the episode, and what you did afterward. You can also include how it affected the way you interact with people. For example, did you try to tone down a part of yourself or change how you speak to avoid conflict?

List ways on how you can participate in lessening incidents of discrimination. Your list can include calling out biases, reporting to proper authorities, or spreading awareness of what discrimination is.

Is there an ongoing prejudice you observe in your school, subdivision, etc.? If other people in your community go through this unjust treatment, you can interview them and incorporate their thoughts on the matter.

Tackle what victims of discrimination have to go through daily. You can also talk about how it affected their life in the long run, such as having low self-esteem that limited their potential and opportunities and being frightened of getting involved with other individuals who may be bigots.

For this prompt, you can choose a subtopic to zero in on, like Workplace Discrimination, Disability Discrimination, and others. Then, add sample situations to demonstrate the unfairness better.

What are your thoughts on the different game rules for men and women? Do you believe these rules are just? Cite news incidents to make your essay more credible. For example, you can mention the incident where the Norwegian women’s beach handball team got fined for wearing tops and shorts instead of bikinis.

Since we learn to discriminate because of the society we grew up in, it’s only normal to be biased unintentionally. When you catch yourself having these partialities, what do you do? How do you train yourself not to discriminate against others?

Focus on an area of discrimination and suggest methods to lessen its instances. To give you an idea, you can concentrate on Workplace Discrimination, starting from its hiring process. You can propose that applicants are chosen based on their skills, so the company can implement a hiring procedure where applicants should go through written tests first before personal interviews.

If you instead want to focus on topics that include people from all walks of life, talk about diversity. Here’s an excellent guide on how to write an essay about diversity .

Maria Caballero is a freelance writer who has been writing since high school. She believes that to be a writer doesn't only refer to excellent syntax and semantics but also knowing how to weave words together to communicate to any reader effectively.

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Discrimination - Free Essay Samples And Topic Ideas

Discrimination, a pervasive social issue, entails unjust treatment based on an individual’s identity traits like race, gender, or ethnicity. Essays might explore the psychological, social, and systemic roots of discrimination, its various manifestations, and its detrimental effects on individuals and communities. Moreover, discussions might extend to anti-discrimination initiatives, legal frameworks, and the role of education in combating discriminatory attitudes. We have collected a large number of free essay examples about Discrimination you can find at Papersowl. You can use our samples for inspiration to write your own essay, research paper, or just to explore a new topic for yourself.

What is Discrimination?

Discrimination is well known in all societies. It is treating some people unequally that is treating people differently. Discrimination can be unlawful or legal. Legal discrimination is whereby you discriminate against a person for being who he or she is. However, if you treat a person in an unjust manner due to their race, religion, age, nationality ethical background or gender is said to be unlawful. In businesses, for instance, where an employer may decide to mistreat his or her […]

Fight against Discrimination

Discrimination is the treatment or making preference against or in favor of a person, on the grounds of category, color, group or race. People discriminated against are usually denied their full rights to either access or participate in activities. Discrimination can also be based on policies laid down to certain people from different activities or places, or can be against individuals with different ideas or opinions, like political or there can be laws set to bar some individuals from their […]

Aftershock: Beyond the Civil War Summary

Aftershock: Beyond the Civil War is a documentary aired on history channel on TV. The movie was directed by David Padrusch in the year 2006. The documentary is segmented into various series that describe the history of the time of the civil war in America. During that time, there was a deadly conflict between various races represented in America. The southern part of America was experiencing angry rebellion from the people. The Aftershock documentary is mainly focused on broadcasting the […]

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Discrimination of Races

Discrimination of races is something that is occuring in our society everyday. It still exists today because it started so long ago and once certain races had the hierarchy, some refuse to let go of the idea that they have more power just because they look a certain way and they choose to discriminate the minorities. Discrimination against a person's race occurs when an individual or group of individuals are treated unequally because of their true or perceived race. I […]

Stereotyping and Discrimination

Introduction The movie starts with all the animals living together and happily in the big city. Their peaceful lives are then disturbed by ferocious predators. The case goes to the swindler fox and a bunny cop, those who unintentionally solve many problems related to hidden cases of interspecies.Rhetorical Strategies Few of the negative observers interpret that movie does not openly or directly express the racism. Additionally, the writer named as Nico Lang also asserts that movie does not score much […]

Racial Inequality in America

The United States has been struggling with racial inequality for decades, and the media has been paying more attention to this issue. Race can impact the likelihood of graduating high school, attending college, or even maintaining a livable income as an adult (Back and Solomos, 2020). An individual's racial ethnicity is a factor when determining these outcomes and is worth noting. If you are skeptical of your race's role in the number of options you have, look no further than […]

Racism and Discrimination: the Influence of Past Sins

Discrimination against black people by white people in the United States had been regarded as a matter of course and justifiable for more than 300 years. Therefore, the problem is far more than whether the laws are prohibited or not, but whether people's mind and concepts are changed or not. The latter is something that everyone understands but is the most difficult to do. While looking at American history, the history of African Americans can be said to be soaked […]

Racism: Unmasking Microaggressions and Discrimination

Reading through the article provided a vivid reflection on how racism becomes a serious issue in the today society. There are various types of racism the article brings out manifested in micro aggression form. The varied opinions in my mind provide a clear picture of the information relayed in the article through the following analysis. Discrimination concerning race will major in my analysis. First, let me talk about the black guy abused in the Saudi Arabia that has sparked public […]

Is Racism Still a Current Issue in America

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. It is no secret that America has a racist past, with issues like hate crimes, police brutality, and slavery. However, the concern of racism is still apparent in American society today. Completely eliminating racism will be very hard. However, to start the process of eliminating this issue, we need to start by recognizing our own […]

Discrimination in Workplace

Discrimination in workplace is when an employee experiences harsh or unfair because of his or her race, skin color, National origin, gender, disability, religion, or age. Discrimination is one of the biggest problems a lot of people face in a workplace, people gets judged based off their appearance and who they are. There are different ways of discrimination that occurs often in a workplace. One way is denying his/her a job cause of their race and gender all employers have […]

Discrimination against Blacks in a Raisin in the Sun

Chicago's Southside, like many other towns, suffers considerably post World War II. Racism stretches across the nation and into the Youngers, an African-American family in the play A Raisin in the Sun, home. Lorraine Hansberry, playwright of A Raisin in the Sun, vividly shows people how racism and discrimination can make a family suffer. Since racism will never go away, people need to learn how racism negatively impacts others' lives. Hansberry's play A Raisin in the Sun demonstrates how racism […]

Appeal to Ethos, Logos and Pathos Racism

Abraham Lincoln once said, Achievement has no color."", but is that really true? In many cases of racism, people have been suppressed and kept from being able to contribute to the society. Racism is a blight and a hindrance to our development. Imagine the many things we could do if people could set aside differences and cooperate meaningfully. Sadly that is not the case. In reality, people are put down because of their heritage and genetics. By no means is […]

About Gender Discrimination in Sports

Gender discrimination in sports has been a controversial topic for a long time. Men and women have been given different opportunities in the sports community. In the beginning, men had more rights than women. Even though gender inequality exists in sports, the situation has improved. Today there are several famous female athletes, such as Simone Biles, Abby Wambach, and Ronda Rousey. These women have made an impact on the gender discrimination matter; however, most sports are still dominated by men. […]

Main Causes of Discrimination

To the extent verifiable records appear, no general public or country has been insusceptible to discrimination, either as a victim or victimizer. Most of the causes of that discrimination and racism is given by fear of difference, through ignorance, and because people strive to show that they are stronger. Contemporary types of segregation go back to when European colonizers infiltrated and changed recently disengaged social orders and people groups. The more outrageous types of biased practices incorporate slavery, genocide, and […]

Racial Discrimination Within the Workplace

Racial Discrimination Within the Workplace Racial discrimination has played a big part in the United States history without a doubt however, there is still an argument on whether or not racial discrimination still exist in the U.S. in particular the workplace. According to Pew Research Center, over 150 million American are employed and of those 150 million 12.6% of employees are African American but many still say that they have experienced racism within the workplace. Racial discrimination is not only […]

“The Lottery” by Shirley Jackson: a Reflection on Gender Discrimination

Shirley Jackson’s, “The Lottery” depicted the cruelty of old principles and how they have effects on its citizens, especially on its women. In the story, the men are the one who choose a slip of paper that determined the horrific faith of one of their fellow townspeople. The women in the town have no right to choose a slip until her family has chosen theirs first. The lower down on the list that a citizen is increase their chance of […]

Three Problems of the Criminal Justice System and how to Fix them

The criminal justice system has an important role in society to maintain order and to ensure that law is equal and fair; no matter age, ethnicity, race, sex, or social economical status. Unfortunately, this is not true within the current judicial system. Racial discrimination, youth incarceration, and health related infirmities result from incarceration (Simonson, 2017). Three Problems of the Criminal Justice System and How to Fix Them There are many problems that plague our current criminal justice system. The problems […]

Discrimination and Prejudice in Frankenstein

During our human history, prejudice and discrimination have existed. Prejudice refers to the irrational and inflexible attitudes that members of a particular group hold about members of another group (Sibley and Duckitt 248). Prejudices are either harmful or positive. Both forms of prejudice are usually preconceived by the people who hold them and are extremely difficult to alter (Stephan, Cookie and Stephan 33). The negative form of prejudices leads to discrimination- unjust behaviors that holders of negative prejudice direct against […]

Frida Kahlo’s Experience of Discrimination

In America, everyone will experience discrimination in their lifetime, it's not a matter of when, but why. Discrimination, although diminished from previous decades, still holds strong in our societies present day. Frida Kahlo is famous for her self portraits which depicted her culture and female experience, and the ways they suffered. One of the first photos shown to us in this module was a painting of Frida herself, standing on a broken piece of land. It highlighted clues to many […]

Discrimination of the LGBTQ Community

Since the beginning of the lesbian, gay, bisexual, transgender, and queer (LGBTQ) community, it has been one of the most discriminated against groups in the world as they are denied the basic rights that most people get to enjoy. Today, it is still legal to discriminate someone based on their sexual orientation or gender identity in thirty states. The following pages will inform readers on discrimination of the LGBTQ community by the general public, in schools, and in the workplace. […]

Depiction of Discrimination in to Kill a Mockingbird

"Our generation has had no Great war, no Great Depression. Out war is spiritual. Our depression is our lives" (Chuck Palahniuk). Discrimination was most common in the 1930's and was performed by prejudice people against others. In the novel, To Kill a Mockingbird, by Harper Lee, discrimination is one of the main conflicts in the story. Till this day, people still face discrimination and injustice. Throughout the novel, sexism, classism, and racism are prominent in the lives of the characters. […]

Madisonian Democracy

Madisonian Democracy was based on the idea that human are self interested. Factions would be form due to common interest. There would be fragmented power to avoid the tyranny of majority and minority power. The point of the Civil Rights Movement was to have minority fight against tyranny of the majority, and they wanting their basic rights. With their hard effort they were able to pass the Civil Rights Act. They did use Madisonian Democracy but it fail. This was […]

Discrimination against Women in the Workplace

Various studies report that inequality still persists despite women making great milestones in the place of work (Bach, 2018). A recent survey conducted by Social Institutions and Gender Index (2018) shows that women discrimination in the United States is much higher when compared to discrimination against women in Australia, Colombia, regions of Eastern Europe, and Western Europe (Bach, 2018). The report by Social Institutions and Gender Index also highlighted the existing gender compensation differences in US, as well as the […]

Gender Discrimination Lawsuit against Nike

Abstract This article sets to expand on the recent discrimination lawsuit that has been brought against the Nike Corporation. Former female employees in leadership roles have filed a complaint against Nike citing pay disparities and an unfavorable work environment. Claims of gender disparity and unfavorable work environment floods the Nike Corporation after alleged claims that the company discriminates against female employees. Findings suggests male employees are paid more than female employees of the company who hold the same position. Women […]

Society and Racial Discrimination

Racial Discrimination Our society has turned into a hatred and politics place throughout the years. Racial discrimination is into what America has grown up on. This issue has always existed because of fundamental part of America's history. From the KKK's aggressive campaign against immigrants, to the police violence against black people, racism and discrimination continue to be a big controversial problem. People need to take the responsibility of this culture to address racism and learn how to accept and embrace […]

Religious Discrimination Throughout Cultures and the Workplace

Religious discrimination refers to the treating of an individual unfairly because of his or her religious beliefs (Kerner). P. Smith (2017) defines religious discrimination as the adverse treatment of an individual who is either an employee or any other person considering the religious beliefs of the person rather than the merit of the employee. Additionally, religious discrimination can refer to the unjust, or the prejudicial treatment of a group of people or just an individual because of his or chosen […]

Gender Hierarchy of Power

There has been gender discrimination over the years in our societies by power. Most of the society has been structured in such a way the culture value one gender more than the other, and this is what has led to gender discrimination. In many societies, the gender hierarchy has brought unequal opportunities in power, and this has discriminated the female gender leading to the feminism in our societies. According to the Bechdel movies, it has explained the gender hierarchy in […]

Racial Discrimination in Justice System

Abstract It is essential to analyze the racial disparity in the criminal justice system because the criminal courts are important in society because, especially in making judgments, they are expected to bring equal opportunities for all people. It must ensure that, despite the political statuses and other backgrounds of the individuals, every person in the country follows the rule of law and order. When making important judgments, they should not have the bias of allowing any favor. The manner in […]

The Discrimination of Women in Society

The unequal treatment of individuals based on their gender is a deeply rooted problem in most societies, even our own. Discrimination of women in health, education, and politics has consequences for the development of their lives and their freedom of choice. A country’s culture directly impact how gender equality is exercised as a basic human right. The first step to finding suggestion and solutions for this global problem, is understanding what it is: “Gender equality is, first and foremost, a […]

The is Immigration Discrimination

Immigration has always been a problem, Native Americans used to call it 'white people'. Some scientists consider human came to America for the first time about 20,000 years ago over the Bering Straits ( The Statue of Liberty- Ellis Island Foundation). These people were the Native American ancestors, who would populate the landscape for thousands of years. Around the year 1000, a small number of Vikings arrived and five hundred years later, the great European migration began. Crossing the Atlantic […]

Related topic

Additional example essays.

• Gender Inequality in the Medical Field
• Gender Inequality in the Workplace
• War On Drugs and Mass Incarceration
• Social Problems Reflected in Zootopia
• The Gender Pay Gap and the Equality
• Gender Inequality in Education
• The Oppression And Privilege
• Socioautobiography Choices and Experiences Growing up
• A Class Divided
• Why College Should Not Be Free
• Shakespeare's Hamlet Character Analysis
• A Raisin in the Sun Theme

How To Write an Essay About Discrimination

Understanding the concept of discrimination.

Before you begin writing an essay about discrimination, it's crucial to understand its definition and the various forms it can take. Discrimination is the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, sex, or disability. Start your essay by defining discrimination and differentiating it from prejudice and bigotry. Explore the different types of discrimination, such as racial, gender, age, religious, and disability discrimination. Understanding these variations is important to provide a comprehensive view of the topic in your essay.

Developing a Focused Thesis Statement

A strong, focused thesis statement is essential for an effective essay on discrimination. This statement should present a specific angle or argument about discrimination. For example, you might choose to write about the impact of discrimination in the workplace, the role of systemic discrimination in society, or strategies to combat discrimination. Your thesis will guide the direction of your essay and ensure that your analysis is structured and coherent.

Gathering Supporting Evidence

An essay about discrimination should be supported by relevant facts, data, and examples. This might include statistical evidence, case studies, historical examples, or current events. For instance, if you are discussing racial discrimination, you might include recent incidents that have gained public attention or historical legislation that has contributed to systemic racism. Use this evidence to support your thesis and strengthen your arguments.

Analyzing Causes and Effects

Dedicate a section of your essay to analyzing the causes and effects of discrimination. Discuss various factors that lead to discriminatory practices, such as stereotypes, ignorance, and societal norms. Explore the impact of discrimination on individuals, communities, and society as a whole. For instance, consider how workplace discrimination can affect employee morale and productivity. This analysis will help readers understand the complexities of discrimination.

Proposing Solutions and Conclusions

Towards the end of your essay, discuss potential solutions to address discrimination. This could include policy changes, educational programs, or grassroots initiatives. Highlight initiatives that have been successful in combating discrimination and suggest areas where more work is needed. Conclude your essay by summarizing the key points discussed, restating the importance of addressing discrimination, and encouraging further research or action.

Final Review and Editing

After completing your essay, it's important to review and edit your work. Ensure that your arguments are clear and supported by evidence. Check for grammatical errors and ensure that your essay flows logically. It might also be helpful to get feedback from others, perhaps classmates or a teacher, who can provide a fresh perspective. A well-polished essay will communicate your ideas more effectively and demonstrate your understanding of discrimination and its impacts.

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618 Thought-provoking Discrimination Essay Ideas & Examples

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Discrimination essays are an essential part of historical and social sciences because of the influence of the practice on past and current humanity. In this article we will reveal the brief lookback to the history of discrimination and its causes, and provide a list of discrimination topics for essay, as well as paper examples on gender, disability, and racial inequality.

Past practices such as slavery were a result of discriminatory racist beliefs, and it took a long time for African Americans to be acknowledged as equal under law to other races.

Even then, the school of thought was not eradicated, and ethnic minorities as well as women would be oppressed by segregation and unequal opportunities until the emergence of the civil rights movement in the second half of the 20th century.

Even today, discriminatory practices arguably continue, and the debate around their existence draws considerable attention. You can use any of these topics to write an outstanding essay by following the guidelines below.

Discussions of slavery as a form of discrimination will usually be historic in nature, as they will discuss the practice as applied in the United States and other countries in the same region, but the notion offers discrimination essay topics for periods including modernity.

Before the Civil War, many people believed that black people were inferior to whites in some way, possibly due to the disparity between the advancement of African and European civilizations.

As such, even free black people would undergo harassment and risk being enslaved again if they did not leave for a territory that did not have the practice. The topic has been well researched, and so you can and should the wealth of information available to paint an accurate picture.

Even after the abolition of slavery, discriminatory views and practices persisted in many places. Examples included segregation practices where black people would be confined to ghettos and not allowed to visit various institutions.

The civil rights movement arose in the 1960s aimed to right that injustice, but eventually expanded to encompass more marginalized groups, such as women. Gender bias was prevalent at the time, with women being seen as housewives who could not work as well as men.

The success of the feminist message changed that perception and enabled women to choose their life freely. The various efforts and successes of the movement can provide you with ideas for an interesting work.

Ultimately, discrimination is being called out to this day, though many people hold the opinion that it has been mostly or completely eliminated in most advanced countries.

Nevertheless, many modern industries are affected by claims of faults such as gender discrimination, expressed as phenomena such as disproportionate hiring of males or a disparity in earnings between the sexes.

Other instances of modern discrimination are more concrete, such as the severe punishments for homosexuality practiced in some Muslim countries to this day. Humanity is still not entirely equal, and to progress towards that goal, we must identify and address issues.

Here are some additional tips that will improve the general quality of your essay:

• Surround your discrimination essay body with an introduction and a conclusion. The former describes the topic and provides the reader with a thesis that names the central idea of the essay. The latter sums up the essay and provides some closing words.
• Separate different sections of your paper with titles that identify their topics. This practice improves the essay’s structure and appearance, making it easier for the reader to navigate it, especially if you use well-designed discrimination essay titles.

Find excellent discrimination essay examples and other useful samples for your work on IvyPanda!

• A Personal Experience of Discrimination It was then that I experience ostracism and discrimination in the hands of the joyous Parisians. My friends had always praised the shopping district in Paris and I finally had a chance to witness the […]
• Causes of Discrimination in Society The main causes of discrimination are racial prejudices, gender, national and religious stereotypes, social categorization, and sexual orientation. Racial profiling is one of the vivid examples of racial discrimination and racial prejudices.
• BMW Group’s Pricing Strategy and Discrimination Therefore, the company makes use of this strategy to leverage its products in the market. This strategy is commonly used before the launch of a new product.
• The Challenges of Racism Influential for the Life of Frederick Douglass and Barack Obama However, Douglass became an influential anti-slavery and human rights activist because in the early childhood he learnt the power of education to fight inequality with the help of his literary and public speaking skills to […]
• Essay on Social Class Inequality & Discrimination In this paper, I analyze three articles on social class and inequality to find out whether the authors’ views agree with mine on the negative attitudes towards the poor by the middle class and the […]
• Bipolar Disorder in the Muslim and Discrimination of People With This Mental Illness However, the largest proportion of Muslims believes that there is a significant association of mental illnesses like bipolar disorder and evil spirits.
• Racism and Discrimination as Social Constructs This is because the concept of race has a negative connotation in the society. For example in some societies, especially the western society; the concept of race implies un-fair treatment and discrimination of a particular […]
• “Sexism in English: Embodiment and Language” In this essay, as well as in all of her essays from the collection titled “Sexism and Language,” Alleen Pace Nilsen holds the view that the feminine eponyms identify a woman with her body, while […]
• Age Discrimination at the Workplace The first step to preventing age discrimination in a company is for the management to understand the meaning of age discrimination and its effects on the company.
• Was Ernest Hemingway a Misogynist? A Sexism Hemingway does not hide the uselessness of Wilson in the eyes of Margot; she only uses him as a toy, and even after they have sex Hemingway still questions it.
• Discrimination in School Based on the data in this case, describe the behaviour of the students in this class The children’s behaviour displays racial discrimination owing to their treatment of the new coloured student in class.
• Discussion of Language Discrimination Moreover, while Kina preferred to be silent in front of lawyers and solicitors, Daisy Li could speak up on the matter even with her “broken” English.
• Classism as a Complex Issue of Discrimination Classism is not an issue that affects just a small sector of the population. To facilitate justice in society, the issue of classism needs to be studied.
• Maya Angelou: Racism and Segregation in “I Know Why the Caged Bird Sings” An example is that, as she fails to recite her poem in church, she notes that her dress is probably a handout from a white woman.
• Discrimination at the Workplace: Legislations Regarding Discrimination In addition, the law was also instrumental in the establishment of the EEOC, a body charged with the responsibility of implementing this particular law, along with other laws that seeks to protect employees against discrimination […]
• Prejudice and Discrimination Among Students The goal of this study is to investigate the peculiarities of prejudicial and discriminatory treatment among students and explain their correlation with anxiety and depression.
• Discrimination as Part of Society Thus, the authors focus on the analytical analysis of any phenomenon of discrimination: the study of social, historical, political, and other aspects that have an impact on the growth of oppression of certain groups.
• Racial Discrimination in “A Raisin in the Sun” Racial discrimination is the main theme of the book, strongly reflecting the situation that prevailed during the 1950s in the United States, a time when the story’s Younger family lived in Chicago’s South Side ghetto.
• Racial Discrimination Effects in Coming of Age in Mississippi by Anne Moody The vivid description of events from the beginning gives the reader a clear picture of a girl who was born in problems and in spite of her intelligence she always became a victim of circumstances.
• AIDS Discrimination in “Philadelphia” (1993) by Jonathan Demme “Philadelphia” is the film that appeared on the screens at the end of the 20th century. He is a lawyer, who copes with his duties easily and is known as one of the best professionals.
• Gender Discrimination in the Workplace Essay This essay will document gender bias and gender discrimination in the context of social and physical and the social confines of the work place that is experienced at work in the context of United States […]
• Anti-discrimination Legislation Under the provisions of the sexual discrimination Act, a person who displays any behavior that is deemed to be sexually harassing in a nature will be held responsible for their behavior.
• Discrimination Causes, Effects and Types As shown in the above definition, discrimination is unjust because it involves classifying a given group of people based on characteristics that make them look unfit to be part of the rest of the group.
• Sarah Baartman: A Victim of Discrimination The life of Sara Baartman continues to attract the attention of people who are interested in the history of colonialism and slavery. This is one of the details that attract the attention of the viewer.
• Racism and Motherhood Themes in Grimke’s “Rachel” In addition, her mother kept the cause of the deaths of Rachel’s father and brother secret. In essence, the play Rachel is educative and addresses some of the challenges people face in society.
• Accent Discrimination and the Harmful Effects The learners of English as a second language have been greatly affected because of the discrimination faced from other individuals because of the difference in pronunciation.
• Controversy of Gender and Race Discrimination Gender and race issues should be well tackled, for instance, in some of the societies men are believed to be superior to women and hold all the important positions in the society.
• Contrast Between Tituba and John Indian and Countering Racism The declaration suggests that Conde believed the story of Tituba’s maltreatment needed to be told to expose the truth she had been denied due to her skin color and gender.
• Prejudice and Discrimination What I can say about myself is that being in a group while studying the nature of bias and discrimination was a useful experience.
• Racial Discrimination at the Workplace The main change that is discussed in this essay is the introduction of legislation that will see the creation of a special authority that is aimed at guaranteeing the freedom of all workers at the […]
• Cause and Effect of Racial Discrimination Irrespective of massive efforts to emphasize the role of diversity and equality in society, it is still impossible to state that the United States is free from racial discrimination.
• Sociology: Prejudice and Discrimination in India The Dalits and the Adivasis and other classes of Indian Society are pursuing the erasure of the age old caste system with the new Indian socialist revolution.
• Root Causes and Solutions to Racism Media is meant to eradicate racism and maintain unity among people but the case is different in some situations. Also, it is vital to make children understand nothing is amusing in the use of stereotypes […]
• Ableism: Bias Against People With Disabilities People concerned with rights advocacy ought to ensure a facilitated awareness of the distressing impacts of ableism through the inclusion of the subject in private and public discussions.
• Religious Discrimination in the Workplace It is necessary for the organization’s management to make decisions that are rational and logical so as to ensure that some members of a group do not feel excluded just because they do not belong […]
• The Anatomy of Scientific Racism: Racialist Responses to Black Athletic Achievement Miller is of the view that it is the white scholars that are responsible for impeding the success of black athletes and performers.
• Discrimination in Education and Unfair Admission The significance of equality in education is due to the natural development of society and the transition to a civilized order, where any manifestations of bias for various reasons are unacceptable.
• Is Troy Maxson (Wilson’s Fences) a Victim of Racism? As a black American, Troy’s childhood experiences have been passed on to his children, making him a victim of an oppressive culture. Therefore, this makes Troy a victim of racism and culture, contributing to his […]
• Misogyny and Sexism in Policing A solution to solving sexism and misogyny in policing is increasing the number of female police officers and educating on gender bias.
• Racism and Intolerance: The 1921 Tulsa Race Massacre The 1921 Tulsa Race Massacre: Crafting a Legacy by Messer elaborates on the legacy of the event and its repercussions and offers a profound analysis of the issue, which strengthened my focus of the research.
• The Issue of Discrimination Within American Ethnicity by Aguirre and Turner The white ethnics managed to blend with the overall population and advance the educational and occupational aspects by adhering to culture, speech, value, and other features of the Anglo-Saxon core.
• Prejudice and Discrimination in Policing For instance, racial profiling often results in misjudging the level of danger of encounter based on the race of the perpetrator.
• Discrimination Against Women and Protecting Laws In response to the great discrimination of women, international women conferences have played a significant role in assisting in formulation and enacting of appropriate discrimination laws to curtail gender bias.
• Prejudice and Discrimination in Diverse Organizations Prejudice, discrimination and stereotyping are common in an organization and each one of them has its effects which directly or indirectly influence an organization.
• Gender-Based Discrimination in the Workplace In order to give a good account of the effects of gender-based discrimination against women, this paper examines the space of women in the automotive engineering industry.
• Discrimination at Workplaces The current increase in the temporary, part-time wage work and other forms of employment that is not covered by labor laws and policies in Canada has contributed a lot to cases of discrimination and other […]
• Immigration and Discrimination in the Workplace The ability to see a big picture and the need to appreciate the contribution of immigrants to U.S.economy will reduce the incidences of discrimination in the workplace.
• Wearing Headscarves and Workplace Discrimination Johnson’s unwillingness to compromise and adjust to the plaintiff’s needs aggravates the case. Johnson’s preoccupation with the employee’s safety and appeased the fear of losing patrons due to Ms.
• The Discrimination Disparity Continuum. Bill Macumber Though these guidelines are available and are supposed to be the guide for the justice system, there have been cases when there have been a miscarriage of justice, which has led to the conviction of […]
• Sexism in Walt Disney Animation Studios’ Works Most of the works show the oppression of women’s rights and women in general, which is confirmed by the absence of a mother’s archetype.
• The Problem of Racism in Brazilian Football Skidmore describes it as the relationships that could result into conflict and consciousness and determination of the people’s status in a community or a particular group. In football, racism damages pride of the players and […]
• Anthem by Ayn Rand: Discrimination Theme In the book, the theme of liberty is presented as the opposite of discrimination, and there is a category representing liberty in this book.
• Sexism in the English Language Issue The degree of sexism in the attitude of the speaker while using English is also indicative of the cultural differences in attitude towards sexism in language.
• Discrimination against Immigrants Immigrants face different types of discrimination in the course of their stay in the U. The most common types of discrimination that the immigrants in the U.
• Segregation and Discrimination in My Left Foot This is because Christy Brown is given the chance to stay with his family, and in due course, he shows how talented he is by making use of the only part of his body that […]
• Discrimination in Sarah Baartman’s Life Besides her treatment as an object of racial inferiority and medical research, Bartman’s experience manifested the intersection of various forms of discrimination, such as, gender, race, nationality, and class discrimination. Bartman’s experience was a manifestation […]
• The Unethical Practice of Racism in a Doctor’s Case The involvement of Barrett in the protest is both unethical for the university’s image and immoral for the community. However, the school would likely face tougher court fines and a direct order to reinstate Barrett’s […]
• Racism: De Brahm’s Map and the Casta Paintings However, De Brahm’s map is one of the most striking pieces of evidence of the conquest of space and the entrenchment of the idea of land and people as titular property.
• Racism and Inequality in Society The idea of race as a social construct is examined in the first episode of the documentary series “The Power of an Illusion”.
• Anti-Racism: Marginalization and Exclusion in Healthcare This essay examines the course’s impact and the concepts of marginalization and exclusion in healthcare. Marginalization is a concept that has profoundly influenced the understanding of race and racism in healthcare.
• Workplace Discrimination: Types and Regulations In the 1970s and the 1990s, disability rights evolved with the introduction of the Rehabilitation Act and the Americans with Disabilities Act.
• The Issue of Racism in the United States The entire history of the United States is permeated with the evolution of the ideas of racism. Turning to history, we can see that the U.S.moved from slavery to using the Black population to solve […]
• History of Racial Discrimination in Haiti and America The choice of topic, racial discrimination in Haiti and America, was influenced by beliefs, values, and assumptions emphasizing the importance of equality and justice for all races.
• Racism and History of Discrimination As a result, advocacy should be aimed at creating new models in criminal justice that will ensure the protection of all minority groups and due process.
• Racial Discrimination and Color Blindness Of the three ideologies, racial harmony is considered the most appropriate for coping with problems of racism and racial injustice due to various reasons.
• Race, Racism, and Dangers of Race Thinking While it is true that some forms of race thinking can be used to justify and perpetuate racism, it is not necessarily the case that all forms of race thinking are inherently racist. Race thinking […]
• LGBTQ+ (Queer) Military Discrimination in Healthcare Furthermore, the subject is relevant to the field of psychology as the current phenomenon examines discrimination in healthcare both from the psychological outcomes experienced by veterans as well as the perception of LGBTQ+ patients through […]
• Racial Discrimination in American Literature In this way, the author denies the difference between people of color and whites and, therefore, the concept of racism in general.
• Discrimination at Work and Persistent Poverty While discrimination remains contributing to persistent poverty, organizations may benefit from blind hiring, an inclusive and accepting culture, and visible leadership to ensure efficient diversity management on a long-term basis. In conclusion, discrimination remains a […]
• Racism in the US: Settler Imperialism They prove that colonial imperialism is a structure, not a contextual phenomenon and that, as such, it propagates the marginalization of native people.
• Why Empathy in Racism Should Be Avoided Empathy is the capacity to comprehend and experience the emotions and ideas of others. Moreover, empathic emotions are essential to social and interpersonal life since they allow individuals to adapt their cognitive processes to their […]
• Discrimination Against African-American Patients The study results are inconsistent due to the selected approach and limited sample size. The study focused on the personal experiences of a small local group of African-American patients, primarily elderly females, not allowing for […]
• Racial Discrimination in High Education This peer-reviewed scholar article was found in the JSTOR database through entering key words “race affirmative action” and marking the publication period between 2017 and 2022.
• Discrimination Against Survivors of Canada’s Indian Residential Schools According to Schwetizer, such institutions were characterized by poor conditions, heavy workloads, and the oppression of cultural attributes, through the use of which the government expected to adapt the aboriginal people to society’s standards.
• Social Sciences: Racism Through Different Lenses A thorough analysis of diversity adds value to social interactions by informing human behavior through a deeper understanding of racism and its impacts on society. Using the humanities lens leads to a better understanding of […]
• Successful Bias Lawsuits: Texas Company in Employment Discrimination Case The allegation was filed by the Department of Labor’s office in 2020, after the evidence indicated a shortfall of black and Asian employees at the company.
• Racial Discrimination in Dormitory Discrimination is considered to be behavior that restricts the rights and freedoms of the individual. Therefore, it is essential to investigate discrimination in dormitories and propose solutions to this problem, such as disseminating knowledge about […]
• Racism and Its Impact on Populations and Society The ignorance of many individuals about other people’s cultures and ethnicities is one of the causes of racism. One can examine the various components of society and how they relate to the issue of racism […]
• Eliminating Discrimination: Poems From “Counting Descent” by Clint Smith The poems illustrated how the world is passed, what the ocean said to the black boy, and what the cicada said to the black boy.
• Institutionalized Racism and Individualistic Racism Excellent examples of individualistic racism include the belief in white supremacy, racial jokes, employment discrimination, and personal prejudices against black people. Overall, institutionalized and individualistic racism is a perversive issue that affects racial relations in […]
• Community Engagement with Racism To enhance the population’s degree of involvement in racism, the study calls for collaboration; this can be seen as a community effort to foster a sense of teamwork.
• LGBT Discrimination Research Prospects: An Analysis The aim of this assignment is to summarize the research that has been done on LGBT discrimination, particularly in the workplace and during the recruiting process.
• Discrimination Against the Elderly Population in the Medical Field The first week I was preoccupied, being my first time interacting with the older patients and also the fact that it was my first week and I was just getting used to the environment.
• The Pricing Policy of Price Discrimination The equilibrium price of a commodity from the point of view of a free market is formed at the intersection of supply and demand, which fluctuates depending on many factors.
• Racism Detection with Implicit Association Test Racial bias is deeply rooted in human society and propelled by norms and stereotypic ideologies that lead to implicit bias and the unfair treatment of minority groups.
• The Age Discrimination in Employment Act The law ADEA, which stands for The Age Discrimination in Employment Act, exhausts assumptions or beliefs that age affects a person’s ability to work.
• Identity and Belonging: Racism and Ethnicity In the documentary Afro Germany – Being Black and German, several individuals share their stories of feeling mistreated and excluded because of their skin color.
• Policies to Eliminate Racial Disparities and Discrimination The solution to exclusion is to build social inclusion in the classroom and within the school by encouraging peer acceptance, cross-group friendships, and built-in prevention.
• Living With HIV: Stigma and Discrimination The mental health and emotional well-being of the population living with this virus are affected due to the humiliation and judgment they face from their fellows around them.
• Causes, Facilitators, and Solutions to Racism These theories suggest that racism serves a particular function in society, occurs due to the interactions of individuals from dominant groups, and results from a human culture of prejudice and discrimination.
• Racial Discrimination and Justice in Education An example is the complaint of the parents of one of the black students that, during the passage of civilizations, the Greeks, Romans, and Incas were discussed in the lessons, but nothing was said about […]
• Empathy and Racism in Stockett’s The Help and Li’s To Kill a Mockingbird To start with, the first approach to racism and promoting empathy is to confront prevalent discrimination and racism, which was often shown in The Help. Another solution to racism and the possibility of promoting empathy […]
• Education in Canada and Discrimination In general, the immersion in the history of the residential school system on the basis of related articles, videos, and music has left a highly oppressive feeling.
• Discrimination in the US Healthcare Sector More than 70% of those who buy insurance plans via the exchanges are also estimated to be entitled to tax credits, which will further lower their rates in addition to the lower premiums.
• Racism in the Healthcare Sector In 2020, the cases and instances of racism in healthcare rose by 16% from 2018; there were notable instances of racism in various spheres of health. 9% of blacks have been protected from discrimination and […]
• The Airline Industry: Sex Discrimination Although some females and males are fighting these stereotypes, there has been a culture in the airline industry to give females the flight attendant jobs and males the piloting jobs. Similarly, the roles of male […]
• Individual and Structural Discrimination Toward LGBT (Queer) Military Personnel Consequently, LGBT military personnel are potentially even more vulnerable to mental health issues due to the combined stress of being LGBT and being in the military.
• Racism in Healthcare and Education The mission should emphasize that it promotes diversity and equality of all students and seeks to eliminate racial bias. It is necessary to modify the mission to include the concept of inclusiveness and equality.
• Equal Opportunity and Discrimination Thus, if a female individual feels denied a job opportunity due to the employer’s attitude to her possible pregnancy, she can apply to the Equal employment opportunity commission and ask for an investigation. EO serves […]
• Institutional Racism in the Workplace Despite countless efforts to offer African-Americans the same rights and opportunities as Whites, the situation cannot be resolved due to the emergence of new factors and challenges.
• Racism in Education in the United States Such racial disparities in the educational workforce confirm the problem of structural racism and barrier to implementing diversity in higher medical education. Structural racism has a long history and continues to affect the growth of […]
• Individuals With Disabilities: Prejudice and Discrimination I researched that people with persistent medical or physical disorders, such as cerebral palsy or multiple sclerosis, who have speech, articulation, or communication impairments, for example, are sometimes seen as having an intellectual deficiency. Corey […]
• Rhetoric in Obama’s 2008 Speech on Racism When the audience became excited, it was Obama’s responsibility to convey his message in a more accessible form. To conclude, Obama’s speech in 2008 facilitated his election as the first African American President in history.
• How to Talk to Children About Racism The text begins by referring to recent events that were related to race-based discrimination and hatred, such as the murder of George Floyd and the protests dedicated to the matter.
• Care for Real: Racism and Food Insecurity Care for Real relies on the generosity of residents, donation campaigns, and business owners to collect and deliver these supplies. The research article discusses some of the factors that contribute to the creation of racism […]
• Racism Towards Just and Holistic Health Therefore, the critical content of the event was to determine the steps covered so far in the fight for racial equality in the provision of care and what can be done to improve the status […]
• Workplace Discrimination: Impact of Family-Friendly Policies There is a reduction in the number of compulsory working hours, allowing employees more time to spend with their families and children.
• Discrimination Culture in Saudi Oil and Gas Sector The purpose of this paper is to inspect the interrelationship between the organizational culture and discrimination in the O&G sector in Saudi Arabia.
• LGBTQ+ Families: Discrimination and Challenges The family model directly affects the social status of family members and the well-being of children. LGBTQ+ families’ wealth level is lower than that of families in the neighborhood due to labor discrimination.
• Public Discrimination Based on the Status of Vaccination from COVID-19 It should be noted that COVID-19 is not a rare or exotic disease, but the rapid spread of this infection from the Chinese city of Wuhan led to the dramatic assignment of pandemic status to […]
• LGBTQ Members: Discrimination and Stigmatization What remains unclear from the reading is the notion that before the 1990s, people from the middle class expressed abiding and strong desires to be acknowledged as “the other sex”.
• Systemic Racism and Discrimination Thus, exploring the concept of race from a sociological perspective emphasizes the initial aspect of inequality in the foundation of the concept and provides valuable insight into the reasons of racial discrimination in modern society.
• The Racism Problem and Its Relevance The images demonstrate how deeply racism is rooted in our society and the role the media plays in spreading and combating racism.
• Gender Discrimination in Public Administration The subject of the dispute and the statement of claim was the vacancy of a traffic controller, which was initially offered to Johnson, but then, as part of the program, the place was given to […]
• How to Overcome Poverty and Discrimination As such, to give a chance to the “defeated” children and save their lives, as Alexie puts it, society itself must change the rules so that everyone can have access to this ticket to success. […]
• Aspects of Socio-Economic Sides of Racism And the answer is given in Dorothy Brown’s article for CNN “Whites who escape the attention of the police benefit because of slavery’s long reach”.. This shows that the problem of racism is actual in […]
• Sexism and Internal Discrimination at Google The recommendation in the case is that the organization should provide justice to all the employees who are victims of discrimination and sexual harassment, irrespective of the perpetrator.
• Tackling Racism in the Workplace It means that reporting racism to HR does not have the expected positive effect on workplace relations, and employees may not feel secure to notify HR about the incidences of racism.
• Issue of Racism Around the World One of the instances of racism around the world is the manifestations of violence against indigenous women, which threatens the safety of this vulnerable group and should be mitigated.
• Discrimination in the United States The paper’s authors see systemic racism as a consequence of segregation in World War I migration, which resulted in distinct communities that were not understandable to white Americans.
• Causes of Discrimination Towards Immigrants Discrimination and intolerance against immigrants, and the implications of these inflammatory convictions and conduct, determine the sociocultural and economic destiny of welcoming nations and those who aspire to make these communities their new residence.
• The Racism Problem and How to Fight It Racism is one of the common problems of the modern world which might not allow several individuals to feel a valuable part of society due to their skin color, gender, or social status.
• Environmental Racism: The Water Crisis in Flint, Michigan The situation is a manifestation of environmental racism and classism since most of the city’s population is people of color and poor. Thus, the water crisis in Flint, Michigan, is a manifestation of environmental racism […]
• The “Racism and Discrimination” Documentary The documentary “Racism and Discrimination” is about an anti-racist teacher Jane Elliot who attempts to show the white people the feeling of discrimination. The central argument of the documentary is diversity training to seize the […]
• Abortion-Related Racial Discrimination in the US In spite of being a numerical minority, Black women in the U.S.resort to abortion services rather often compared to the White population.
• Canadian Society: Sexism and the Persistent Woman Question Equality of work, payments, and respect for women is on the agenda of this party, but they lack a modern look that refers to the problems of harassment and bullying in social networks.
• Social Problems Surrounding Racism, Prejudice and Discrimination This kind of discrimination makes the students lose their self-esteem and the traumas experienced affects the mental health of these students in the long term.
• Discussion of Gender Discrimination in Modern Society In the professional field, women are constantly in discriminatory positions of jeopardy due to their gender. However, women still need to compete in the work environment.
• Gender Roles, Expectations, and Discrimination Despite Isaac being the calmest boy in the school, he had a crush on Grace, a beautiful girl in the school who was from a wealthy family.
• The Problem of Racism in America One explanation of racism by feminist thinkers is that racism is a manifestation of the agency and power of people of a particular racial identity over others.
• Racism: “The Sum of Us” Article by McGhee The economic analysis and sociological findings in America have drawn a detailed picture of the cost of racism in America and how to overcome it together.
• Contemporary Sociological Theories and American Racism The central intention of this theory paper is to apply modern theoretical concepts from the humanities discipline of sociology to the topic of racism in the United States.
• Sex Workers: Discrimination and Criminalization The essay looks at the problem of discrimination against sex workers and the criminalization of sex work and highlights efforts that have been made towards decriminalization of the activity.
• A Cause-and-Effect Analysis of Racism and Discrimination As a result, it is vital to conduct a cause-and-effect analysis to determine the key immediate and hidden causes of racism to be able to address them in a proper manner.
• The Issue of Obesity in the Workplace: Discrimination and Its Prevention The critical detail is that the spread of the negative attitude to obesity in the workplace leads to the segregation of overweight people, stereotypical perceptions of their abilities, and prejudged attitudes toward them.
• Employment Discrimination Based on Religion In other words, although both elementary teachers had no formal title of a minister and limited religious training, the religious education and formation of students were the basic reason for the existence of the majority […]
• Discrimination Cases and Their Outcomes In the US, noticeable and influential cases tend to occur, and they remind the nation of the existing problem and reduce the effect of discrimination.
• Institutional Racism Through the Lenses of Housing Policy While not being allowed to buy property because of the racial covenants, the discriminated people had to house in other areas.
• Social Inequality and Discrimination Gender discrimination is when a person or a group of people is treated unfairly or unfairly because of their gender. Moreover, there is a classification of the thinking model in which a person exalts his […]
• Job Discrimination and Harassment Secondly, the strengths of the discrimination suit include the fact that he is the only white employee in his unit and one of the few men, suggesting a certain bias within the hiring department.
• Role of Racism in Contemporary US Public Opinion This source is useful because it defines racism, describes its forms, and presents the survey results about the prevalence of five types of racial bias.
• The Amazon Warehouse Employee Sexual Orientation Discrimination With the mismatch between the aspects of the work at the Amazon warehouse, the demand for the job, the ability to work successfully, and the wants and desires of the employees, it is worth noting […]
• The Mutation of Racism into New Subtle Forms The trend reflects the ability of racism to respond to the rising sensitivity of the people and the widespread rejection of prejudice.
• Racism: Healthcare Crisis and the Nurses Role The diminished admittance to mind is because of the impacts of fundamental bigotry, going from doubt of the medical care framework to coordinate racial segregation by medical care suppliers.
• Origins of Racial Discrimination Despite such limitations as statistical data being left out, I will use this article to support the historical evaluation of racism in the United States and add ineffective policing to the origins of racism.
• Language Discrimination in Modern Society It is necessary to let go of the fear of talking and writing on social networks in a language that is not native to you.
• Anti-discrimination Legislation and Supporting Case Law The response to this was the abolition of the quota system and the adoption in 1995 of the Act on Non-Discrimination of the Disabled and a package of additional regulations, in particular, on the education […]
• Beverly Greene Life and View of Racism The plot of the biography, identified and formed by the Ackerman Institute for the Family in the life of the heroine, consists of dynamics, personality development and its patterns.
• Historical Racism in South Africa and the US One of the major differences between the US and South Africa is the fact that in the case of the former, an African American minority was brought to the continent to serve the White majority.
• Gender Stereotypes and Sexual Discrimination In this Ted Talk, Sandberg also raises a question regarding the changes that are needed to alter the current disbalance in the number of men and women that achieve professional excellence.
• Capitalism and Racism in Past and Present Racism includes social and economic inequalities due to racial identity and is represented through dispossession, colonialism, and slavery in the past and lynching, criminalization, and incarceration in the present.
• Minstrels’ Influence on the Spread of Racism The negative caricatures and disturbing artifacts developed to portray Black people within the museum were crucial in raising awareness on the existence of racism.
• How Parents of Color Transcend Nightmare of Racism Even after President Abraham Lincoln outlawed enslavement and won the American Civil War in 1965, prejudice toward black people remained engrained in both the northern and southern cultural structures of the United States.
• Bias and Discrimination: Prejudice, Discrimination, and Stereotyping The bias may be automatic, ambiguous, and ambivalent depending on its characteristics and how it manifests in terms of people’s opinions on certain groups of individuals.
• A Problem of Racial Discrimination in the Modern World This minor case suggests the greater problem that is unjustly treating people in the context of the criminal justice system. In the book, Stevenson writes about groups of people who are vulnerable to being victimized […]
• Beverly Tatum’s Monolog About Injustice of Racism Furthermore, the author’s point is to define the state of discrimination in the country and the world nowadays and explore what steps need to be taken to develop identity.
• Discrimination: Trans World Airlines, Inc. vs. Hardison However, the court concluded that TWA made a reasonable effort at accommodating Hardison and granting him the request to work four days a week would detriment the function of his department due to them being […]
• Discrimination in the Bostock v. Clayton County Case The examination of the issue by relying on the example of Gerald Bostock was advantageous for establishing proper employment practices in this respect.
• Issue of Institutional Racism Systemic and structural racisms are a form of prejudice that is prevalent and deeply ingrained in structures, legislation, documented or unpublished guidelines, and entrenched customs and rituals.
• Discrimination: Chalmers v. Tulon Company of Richmond Chalmers, a devoted Christian, saw it her duty to share her Lord’s gospel, and thought it her duty to inform her coworkers of their “improper conduct” in the face of God.
• Discrimination: Peterson v. Wilmur Communications
• Racism in America Today: Problems of Today
• Evidence of Existence of Modern Racism
• Culture Play in Prejudices, Stereotyping, and Racism
• Latin-African Philosophical Wars on Racism in US
• Confronting Stereotypes, Racism and Microaggression
• Racial Discrimination in Dallas-Fort Worth Region
• Healthcare Call to Action: Racism in Medicine
• White Counselors Broaching Race and Racism Study
• US Federal Anti-Discrimination Laws Response
• British Colonial Racism for Aboriginal Australians
• Discrimination Against African American Nurses
• “Ocean Acidification Impairs Olfactory Discrimination…” by Munday
• American Culture and Its Racism Roots
• The Black People: Sexuality and Racial Discrimination
• Racial Discrimination Through the Cosmetics Industry
• Racism Evolution: Experience of African Diaspora
• The Problem of Explicit Racism
• Discrimination Against Hispanics in America
• Discrimination and Prejudice Comparison
• Racial Discrimination and Residential Segregation
• Significance of Perceived Racism:Ethnic Group Disparities in Health
• Religious Practices and Business Discrimination
• Discrimination in Canadian Society
• The Sexism Behind HB16 Bill
• Social Justice, Diversity and Workplace Discrimination
• Racism as Origin of Enslavement
• Colorblind Racism and Its Minimization
• Legacy of Racism Against African American Women and Men
• The Bill H.R.666 Anti-Racism in Public Health Act of 2021
• When Men Experience Sexism Article by Berlatsky
• Summary of the Issue About Racism
• Non-White Experience: Stereotyping and Discrimination
• How the Prison Industrial Complex Perpetuate Racism
• Social Change Project: Religious Discrimination in the Workplace
• Disability Discrimination and How to Deal With It
• Battling Racism in the Modern World
• Indian Youth Against Racism: Photo Analysis
• Racism: Do We Need More Stringent Laws?
• Free Speech vs. Anti-Discrimination Practices Conflict
• Problem of Racism in Schools Overview
• US Immigration Policy and Its Correlation to Structural Racism
• The Fashion Industry: Discrimination Case
• America: Racism, Terrorism, and Ethno-Culturalism
• The Pink Tax Issue: Economic Discrimination Against Women
• Discrimination and Substance Use Disorders among Latinos’ Article Review
• Racism in Healthcare and Its Implications
• Issue of Racism in Healthcare
• Workplace Discrimination Based on Attractiveness
• Solving Racial Discrimination in the US: The Best Strategies
• Popular Music at the Times of Racism and Segregation
• Religious Discrimination Against a Muslim Employee
• Temporary Aid Program: Racism in Child Welfare
• The Problem of Racism in the Police Force
• Discussion Board Post: Discrimination and Harassment
• The Discrimination of African Americans
• Western Scientific Approach as a Cause of Racism
• How Does Racism Affect Health?
• Investigating the Discrimination in the Workplace
• Citizen: An American Lyric and Systemic Racism
• The Reflection of Twain’s Views on Racism in Huck Finn
• Black as a Label: Racial Discrimination
• Urban Regime Theory in Anti-Black Discrimination
• Nike: Workplace Writing and Discrimination
• Environmental Discrimination in Canada
• The Tennessee Valley Authority (TVA) and Racial Discrimination
• Flint Water Crisis: Environmental Racism and Racial Capitalism
• Cancer Alley and Environmental Racism
• Housing Discrimination and Federal Laws Analysis
• Cancer Alley and Environmental Racism in the US
• American Healthcare in the Context of Racism
• Discrimination and Politics of Gender and Sexuality
• Discussion of COVID-19 and Discrimination
• Origins of Modern Racism and Ancient Slavery
• Discrimination of Employees With Physical and Cognitive Impairments in the Workplace
• Contribution of Racism to Economic Recession Due to COVID-19
• What Stories Can Teach Us About Racism
• Racism in Canadian Medical System
• Profit and Racism in the Prisons of the United States
• Everyday Sexism in Relation to Everyday Disablism
• Discrimination and Health of Immigrants in Canada
• Life History Interview: Discrimination as an African American
• Discrimination. Unequal or Unfair Treatment of Individuals
• Rio Tinto: Case Study About Racism and Discrimination
• Discrimination of Black Women During Pregnancy
• Racism: US v. The Amistad and Dred Scott v. Sandford
• Discrimination in the Workplace: How to Solve It
• Race and Color Discrimination Against US Employees
• Discrimination Against People of Color and Queer Community
• Critical Social Problems Research: Racism and Racial Domination
• Discrimination as an External Manifestation of Societal Ills
• Business and Corporate Law: Discrimination Case Analysis
• Harassment Law – Tennie Pierce Discrimination
• Criminal Justice: Racial Prejudice and Racial Discrimination
• The Age Discrimination in Employment Act (ADEA)
• Manifestations of Gender Discrimination in Insurance
• Discrimination Against Customers With Disabilities
• Work Place Discrimination
• The History of Racial Discrimination and Its Effects on the American Races
• Protections Against Employment Discrimination
• Discrimination Complaint on a Civil Litigation Processes
• Racial Discrimination in the US Criminal Justice System
• Policing in America: The Issue of Violence and Racism
• LGBTQ Rights: Sexual Minority Members Discrimination
• Institutional and Interpersonal Racism, White Privilege
• Racism and Sexism as a Threat
• The Aspects of Discrimination
• The Development of a Measure to Assess Symbolic Racism
• Syrian Conflict and Women Rights: Way to Equality or Another Discrimination
• Racism and Tokenism in Bon Appetit: Leadership and Ethical Perspective
• Ethnic Stratification, Prejudice & Discrimination
• From “Scientific” Racism to Local Histories of Lynching
• Equal Pay Act: Pay Discrimination
• Sexism Against Women in the Military
• Subjective Assumptions and Medicine: Racism
• Racism and Gender in Beyoncé’s Lemonade
• Anti-Discrimination Laws in the U.S.
• Discrimination Against Muslim in the USA
• Racism Experiences in the Workplace in the UK
• Race and Ethnicity, Other Minorities and Discrimination
• The History of Immigration to the United States and the Nature of Racism
• Gender and the Problem of Discrimination
• Discrimination and the Hiring Process
• Legal Process About Discrimination
• Race and Racism in the USA: The Origins and the Future
• The Life of Muslims in the USA and Discrimination
• Genetics of Sexual Orientation: Privacy, Discrimination, and Social Engineering
• Environmental Racism in the United States: Concept, Solution to the Problem
• Discrimination in Puerto Rico
• Protecting George Wallace’s Organized Racism
• How Can the World Unite to Fight Racism?
• Fighting Anti-Muslim Sentiments
• Female Workers Discrimination and Affirmative Action
• Ideological Support Arab Muslim Discrimination
• The Most Prominent Forms of Discrimination
• Discrimination of Women in IT Sphere
• Gender Discrimination in the Workplace and Better Management Skills
• Racism in America and Its Literature
• Race, Class and Gender. Racism on Practice
• Racism: Term Definition and History of Display of Racism Remarks
• Institutional Discrimination, Prejudice and Racism
• The Glass Ceiling Term: Discrimination in the Healthcare Sector
• Racism in Contemporary North America
• Racial Discrimination of Women in Modern Community
• Racial and Gender Discrimination in the Workplace and Housing
• History of Sexism: Features in the Legal System
• Racism Without Racists in Patriarchal Society
• Racism in Employment Practices
• Asians Discrimination in USA
• Discrimination in the United States of America
• Racism: Definition and Consequences
• The Problem of Racism in Canada
• The Discrimination Against Women in United Kingdom
• Exploring and Comparing Racism and Ethnocentrism
• Discrimination Against Black People
• Intraracial Discrimination: Grace Hsiang’s Article’s Analysis
• Ethics of Gender Identity Discrimination at Work
• Racism Cannot Be Unlearned Through Education
• Racism Among Students of Swinburne University
• Racism in Movies: Stereotypes and Prejudices
• Racism Concepts: Influence of Politics
• Racism: Resolving by Means of Education
• Sexual Discrimination in Astra Company
• Intersectionality Oppression and Discrimination in Latin America
• Sexism in Media: The Effect of Media on Adolescent Females
• Prejudice and Discrimination in Canada
• The Issues of Racial Discrimination in US
• Price Discrimination in Healthcare and Family Health Care Insurance
• Facing Racism: A Short Story
• Prejudice as the Root Cause of the Discrimination
• Sexual Discrimination Scandal: Astra-USA
• Astra Way: Sexual Discrimination Scandal
• Business Ethics: Discrimination Against Employees
• White Supremacy as an Extreme Racism Group
• The Impact of Catholic Views on Discrimination Against Women and Minorities in the Workplace
• Gender and Cultural Discrimination in Modern Society
• Holocaust: From Discrimination to Concentration Camps
• Muslim Discrimination in the UK After the July 7 Attacks
• American Racism: So Why Isn’t Obama White?
• Modern Racism in American Society
• Obama, the First US Black President: Is Racism Over?
• Analyzing Discrimination Against Jews
• Philosophy of Human Conduct: Institutional Racism
• Explaining Persistence of Discrimination and Privilege
• Literature on Latina Women and Sexism
• Racism and Civil Rights: Then and Now
• Employee Issues: Gender Discrimination, Sexual Harassment, Discrimination
• Primary School Teaching: Challenging Racism
• Racism and White Supremacism in the American Government
• Discrimination in Recruiting & Promotional Aspects: Tanglewood Company
• Disability Discrimination Laws: Workers’ Compensation
• Human Resource Management: US Age Discrimination Act
• “Red Lining” – A Type of Discrimination
• Social Construction of Race and Racism
• The Problem of Gender-Based Employment Discrimination
• Discrimination Against Gays in the Military
• Canada: Discrimination in British North America
• Racism Issues: Looking and Stereotype
• The Problem of Gender Discrimination
• Hurricane Katrine Exposed Racism in New Orleans
• Muslim Society, Life Meaning, and Discrimination
• Affirmative Action and Reverse Discrimination
• AIDS in a Different Culture Review: Cultural Differences, Prejudice, and Racism
• Anti-Racism Policy Statement in Australian Schools
• Racism, Minorities and Majorities Analysis
• Chicano Discrimination in Higher Education
• Racism and Ethnicity in Latin America
• Problem of Racism to Native Americans in Sport
• Veiled Sexism in the United Arab Emirates
• Racial Discrimination in Song ‘Strange Fruit’
• Racism Effects on the Premier League Players
• Discrimination in Maricopa County Sheriff’s Office
• Social Psychology: Racism in Jury Behaviour
• Racism in the United States of the 21st Century
• Michael Blechman: ‘Diversity’ Looks a Lot Like Old-Fashioned Discrimination
• The Limits of Price Discrimination
• A Conduct Parameter Model of Price Discrimination
• Appiah’s Ideas of Racism, Equality, and Justice
• Sexism, Racism, Ableism, Ageism, Classism
• Consumer Welfare and Price Discrimination
• Racism in Media: Positive and Negative Impact
• Poverty, Stratification and Gender Discrimination
• Racism: World Politicians Discussion
• Racism: Once Overt, but Now Covert
• Lawsuits on Religious Discrimination
• How Racism Makes Us Sick: Public Talk That Matters
• Institutions and Gender Discrimination Issues
• Environmental Racism and Indigenous Knowledge
• Racism Effects on Criminal Justice System
• Sexism: Gender, Class and Power
• Organizational Behavior: Group Size and Discrimination
• Stereotyping, Prejudice and Discrimination: Social Influence
• Rights, Equity and the State: Sexual Orientation and Discrimination
• Gender Discrimination on Birth Stage
• Scientific Racism: the Eugenics of Social Darwinism
• Racism in African American Studies and History
• Islam and Racism: Malcolm X’s Letter From Mecca
• Racism vs. “Love Thy Neighbor as Thyself”
• Racism in Lesbians, Gays, Bisexuals, Transgenders
• Immigrant Employment Issues and Discrimination
• Price Discrimination and Psychological Techniques
• Robert Senske vs Sybase Inc: Labor Discrimination Case
• Evian and Aquafina Waters: Stimulus Discrimination Concept
• Employment Discrimination and Law Amendment
• Bias and Discrimination in Early Childhood Care Centers
• Sexism and Presidential Elections in the USA
• Legal and Ethical Issues: Discrimination Remedy
• The Effects of Labor Market Discrimination
• Racism in Australian Football League Sporting Clubs
• Thomas Jefferson on Civil Rights, Slavery, Racism
• Discrimination in Admission Policies Criteria
• Heterosexism and Its Explanation
• Discrimination and Employee Performance Studies
• Racial Discrimination Forms Against Afro-Americas
• The Equal Opportunities Approach and Discrimination
• Pressing Issues in Femininity: Gender and Racism
• Positive Discrimination of Women in Hiring and Promotion
• Racial Discrimination in Employment
• Fair Treatment and Discrimination in the Workplace
• Racial Bias and Discrimination in Law Enforcement
• White Privilege and Racism in American Society
• Racism, Privilege and Stereotyping Concepts
• Gender Discrimination and Shared Responsibility
• Kansas State University Community’s Racism Issues
• Australian Anti-Discrimination Acts and Their Provision
• Racism Against Roma and Afro-American People
• Sexism and Male Nurses
• Gender, Size Discrimination and Fatphobia
• Impact of Racism as a Social Determinant of Health
• Racism in the United States: Before and After World War II
• Race-Norming and Discrimination Issues
• Baldwin’s and Coates’ Anti-Racism Communication
• The Problem of Racism and Injustice
• Racism as the Epitome of Moral Bankruptcy
• Sports: Discrimination, Match-Fixing and Doping
• Discrimination Against Women and Men of Different Races
• Employee Discrimination and Legal Protection
• Discrimination Against Refugees in a New Country
• Weight Discrimination and Beauty Prejudice in the HRM
• Hate Groups as Drivers of Discrimination
• Racism and Society: Different Perspectives
• Racism in Trump’s and Clinton’s Campaigns
• Obama’s Presidency and Racism in the USA
• Colin Powell and the Fight Against Structural Racism
• Workplace Discrimination and Legislation in the US
• Discrimination During the Recruitment Process
• Direct, Intentional, Institutional Discrimination
• Age Discrimination and Workplace Segregation
• Hate Crimes and Anti-Discrimination Laws
• Sexism and the Founding Fathers
• White Police’s Discrimination Against Black People
• Discrimination in Lending Practices
• Racial Discrimination in Employment in the US
• Racism in Media and Objective Coverage
• California Real Estate Discrimination
• Diversity and Discrimination in Hiring Process
• Workplace Discrimination Complaints
• Racism Elimination and Sociological Strategies
• Discrimination and Profiling in “Crash” Movie
• Employment Discrimination and Equal Opportunities
• Ableism in Education, Workplace and Community
• Gender Discrimination in History and Nowadays
• Social and Cultural Diversity and Racism
• Stereotyping and Discrimination in Advertising
• Does Unconscious Racism Exist by Lincoln Quillian
• Muslims in the US: Prejudice and Discrimination
• Sexual Orientation Discrimination Issue at the Workplace
• Racism and Discrimination in Religion Context
• Women’s Difference: Sex Discrimination
• Workplace Discrimination: Data Collection Methods
• US Teachers’ Rights, Dismissal, and Discrimination
• Sexual Orientation Discrimination at the Workplace
• Colorblindness as a Reason for Workplace Discrimination
• Discrimination in the USA: Cases and Policies
• Racism: Theoretical Perspectives and Research Methods
• Racism in the Setting the Rising Sun Postcard
• The Effects of Racism on Learners Academic Outcomes
• Darwin’s and Galton’s Scientific Racism
• Eli Lilly & Company’s Discrimination Class Action
• Does Racism and Discrimination Still Exist Today?
• The Voting Rights Act and Racial Discrimination
• English Literature Impact on Racism Among Africans
• Discrimination Complaint and the Litigation Process
• Price Discrimination Concept in Economics
• Jerrell Shofner’s Views on the Racial Discrimination
• Prejudice and Discrimination Reduction Prospects
• People with Disabilities: The Systemic Ableism
• The US Government and Discrimination With Muslims
• Asian American Communities and Racism in the USA
• Racial Discrimination and Its Effects on Employees
• Racism in the USA: Causes, Consequences and Solutions
• Discrimination of Women and Minorities in Firms
• Negative Aspects of Discrimination at the Workplace
• Sexism as Perceived by the Young Men
• Racial Discrimination in Social Institutions
• Effects of Discrimination in the Workplace
• King’s and Obama’s Views on Racism in America
• Lanning v. SEPTA: Employment Discrimination and Testing Practices
• Girls Discrimination in the Modern Educational System
• Racism Manifests in the Contemporary Society
• Racism in USA: Virginia Laws on Slavery
• Racism as a Reality of Modern American Society
• Homosexual Discrimination in Our Society: Causes and Effects
• Ethnicity and Issues of Racism in the United States
• Rodney King’s Case of Racial Discrimination
• Discrimination by Appearance in the USA
• Educational Attainment and Racial Discrimination
• Racial Discrimination Against Asian American Students
• Racism Issue and Solutions
• Addressing Discrimination at Workplace
• On Language Grounds: Discrimination of International Students
• Intersectionality and Gendered Racism
• International Students Discrimination in the USA
• Racism and Education in the United States
• Discrimination Due to Language Differences
• Racism in Michigan University
• Gender Discrimination in Russian Workplaces
• Racism and Sexism Ethical Problem
• Conflict and Racial Hostility
• “Going for the Look, but Risking Discrimination” by Steven Greenhouse
• Racism as a Case of Ignorance and Prejudice
• Racism and Segregation in American History
• Discrimination Definition and Characteristics
• Humanism, Racism, and Speciesism
• Discrimination Definition, Its Causes and Effects
• Racism in American Schools
• Racist America: Current Realities and Future Prospects
• Sexism in the English Language
• Racism: Impact on Minorities in American Society
• Discrimination in the Workplace: Denial of Promotion
• Asian-Americans Workplace Discrimination
• Self-Interest and Discrimination in Sociology
• Civil Movements: Discrimination and Its Consequences
• Racism Against Native Americans
• The Recruitment of Employees and Discrimination
• Gender Discrimination in the Workplace: Resolving Glass Ceiling Issue
• Obama’s First Election and Racism
• Adolf Hitler: From Patriotism to Racism
• Coca-Cola Discrimination Issues
• Discrimination and Affirmative Action
• Problems of Environmental Racism
• How Obama’s First Election Has Been Affected by Racism?
• Race Discrimination in the USA
• How Different Young Australians Experience Racism?
• Racial Discrimination in Organizations
• Understanding Race and Racism
• In Australia, Are Cultural Rights a Form of Racism?
• Racism, Stigma, and Eexism – Sociology
• African Americans: Race and Ethnic Discrimination
• Racism and Ethnicity in United States
• Ethnic Stratification, Prejudice, Discrimination: Hispanics
• Problems of Ethnic Discrimination in US
• ‘Animal Rights’ Activists and Racism
• Diversity and Discrimination in the Workplace: The Role in Activities of an Organization
• Price Discrimination Economics
• Sex Discrimination at Wal-Mart
• Religious and Racal Discrimination in Eboo Patel’s “Acts of Faith”
• The Racial Discrimination Among Employers
• The Discrimination Against Women Employees in the Telecommunication Industry
• Theories of Cultural Diversity: Anthropological Theory and Discrimination
• Psychological Impact: Stereotyping, Prejudice and Racism
• Discrimination and Affirmative Action: New Haven Firefighter’s Case
• Multicultural Psychology: Cultural Identity and Racism
• Employing Individuals to Fill in Vacancies in the Company
• How Fake News Use Satire as a Medium to Address Issues on Racism?
• Young Australians and Racism
• Price Discrimination and Monopolistic Competition
• Relationship Between Institutionalized Racism and Marxism
• Statelessness and Discrimination
• Discrimination Against Black Women
• Democratic Racism in Canada
• Social Construction of “Race” and “Racism” and Its Relationship to Democratic Racism in Canada
• Ethnicity: Oppression and Racism
• The Impact of Prejudice and Discrimination
• Black or White Racism
• Age discrimination in Employment
• Discrimination in the Labor Market
• Racism in Family Therapy by Laszloffy and Hardy
• The Roma Problems and the Causes of Racism
• Racial Discrimination in the US
• The ‘Peopling’ Process of Australia Since 1788 With Influence of Racism
• Is Racism and Anti-Semitism Still a Problem in the United States?
• Discrimination at Places of Work
• Poverty, Homelessness and Discrimination in Australia: The Case of the Aboriginal
• Globalization and Racism
• Clinton Homosexual Discrimination Policy
• Current Day Racism vs. Traditional Day Racism
• Discrimination and Fight for Equality
• Discrimination, Social Exclusion and Violence among the LGBT Community
• Steven Greenhouse: Muslims Report Rising Discrimination at Work
• Does Competition Eliminate Discrimination?
• Are HIV/AIDS Carriers Suffering From Discrimination?
• Does Ethnic Discrimination Vary Across Minority Groups?
• Can Competition Among Employers Reduce Governmental Discrimination?
• Does Gender Discrimination Contribute to India’s Population Imbalance?
• Are Racial Profiling and Police Discrimination an Issue?
• Does Health Predict the Reporting of Racial Discrimination or Do Reports of Discrimination Predict Health?
• Can Gender-Fair Language Reduce Gender Stereotyping and Discrimination?
• Does Market Liberalisation Reduce Gender Discrimination?
• Are Spatial Frequency Cues Used for Whisker-Based Active Discrimination?
• Does Political Competition Lessen Ethnic Discrimination?
• Can Social Contact Reduce Prejudice and Discrimination?
• Does Protecting Older Workers From Discrimination Make It Harder to Get Hired?
• Are the Processes Underlying Discrimination the Same for Women and Men?
• Does Racial Discrimination Exist Within the NBA?
• Can Social Media Lead to Labor Market Discrimination?
• Does Religious Discrimination Really Exist in Todays America?
• Did Fredy Villanueva Face Racial Discrimination?
• Does the Stimulus Type Influence Horses Performance in a Quantity Discrimination Task?
• Can the Government Deter Discrimination?
• Do Anti-discrimination Laws Alleviate Labor Market Duality?
• Can the One-Drop Rule Tell Us Anything About Racial Discrimination?
• Does Banning Price Discrimination Promote Entry and Increase Welfare?
• Have Anti-discrimination Housing Laws Worked?
• How Does Discrimination Affect People With Mental Illness?
• What Exactly Does Racial Discrimination Mean?
• Should the Racial Discrimination Act Be Reformed?
• What Are the Causes of Discrimination?
• Gender Inequality Research Topics
• Racial Profiling Essay Topics
• Gender Stereotypes Essay Titles
• Indigenous People Research Topics
• Oppression Research Topics
• Aliens Research Topics
• Prejudice Essay Topics
• Global Issues Essay Topics
• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2023, October 26). 618 Thought-provoking Discrimination Essay Ideas & Examples. https://ivypanda.com/essays/topic/discrimination-essay-examples/

"618 Thought-provoking Discrimination Essay Ideas & Examples." IvyPanda , 26 Oct. 2023, ivypanda.com/essays/topic/discrimination-essay-examples/.

IvyPanda . (2023) '618 Thought-provoking Discrimination Essay Ideas & Examples'. 26 October.

IvyPanda . 2023. "618 Thought-provoking Discrimination Essay Ideas & Examples." October 26, 2023. https://ivypanda.com/essays/topic/discrimination-essay-examples/.

1. IvyPanda . "618 Thought-provoking Discrimination Essay Ideas & Examples." October 26, 2023. https://ivypanda.com/essays/topic/discrimination-essay-examples/.

Bibliography

IvyPanda . "618 Thought-provoking Discrimination Essay Ideas & Examples." October 26, 2023. https://ivypanda.com/essays/topic/discrimination-essay-examples/.

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Hear Something, Say Something: Navigating The World Of Racial Awkwardness

Listen to this week's episode.

We've all been there — having fun relaxing with friends and family, when someone says something a little racially off. Sometimes it's subtle, like the friend who calls Thai food "exotic." Other times it's more overt, like that in-law who's always going on about "the illegals."

In any case, it can be hard to know how to respond. Even the most level-headed among us have faltered trying to navigate the fraught world of racial awkwardness.

So what exactly do you do? We delve into the issue on this week's episode of the Code Switch podcast, featuring writer Nicole Chung and Code Switch's Shereen Marisol Meraji, Gene Demby and Karen Grigsby Bates.

We also asked some folks to write about what runs through their minds during these tense moments, and how they've responded (or not). Their reactions ran the gamut from righteous indignation to total passivity, but in the wake of these uncomfortable comments, everyone seemed to walk away wishing they'd done something else.

Aaron E. Sanchez

It was the first time my dad visited me at college, and he had just dropped me off at my dorm. My suitemate walked in and sneered.

"Was that your dad?" he asked. "He looks sooo Mexican."

Aaron E. Sanchez is a Texas-based writer who focuses on issues of race, politics and popular culture from a Latino perspective. Courtesy of Aaron Sanchez hide caption

He kept laughing about it as he left my room.

I was caught off-guard. Instantly, I grew self-conscious, not because I was ashamed of my father, but because my respectability politics ran deep. My appearance was supposed to be impeccable and my manners unimpeachable to protect against stereotypes and slights. I felt exposed.

To be sure, when my dad walked into restaurants and stores, people almost always spoke to him in Spanish. He didn't mind. The fluidity of his bilingualism rarely failed him. He was unassuming. He wore his working-class past on his frame and in his actions. He enjoyed hard work and appreciated it in others. Yet others mistook him for something altogether different.

People regularly confused his humility for servility. He was mistaken for a landscape worker, a janitor, and once he sat next to a gentleman on a plane who kept referring to him as a "wetback." He was a poor Mexican-American kid who grew up in the Segundo Barrio of El Paso, Texas, for certain. But he was also an Air Force veteran who had served for 20 years. He was an electrical engineer, a proud father, an admirable storyteller, and a pretty decent fisherman.

I didn't respond to my suitemate. To him, my father was a funny caricature, a curio he could pick up, purchase and discard. And as much as it was hidden beneath my elite, liberal arts education, I was a novelty to him too, an even rarer one at that. Instead of a serape, I came wrapped in the trappings of middle-classness, a costume I was trying desperately to wear convincingly.

That night, I realized that no clothing or ill-fitting costume could cover us. Our bodies were incongruous to our surroundings. No matter how comfortable we were in our skins, our presence would make others uncomfortable.

Karen Good Marable

When the Q train pulled into the Cortelyou Road station, it was dark and I was tired. Another nine hours in New York City, working in the madness that is Midtown as a fact-checker at a fashion magazine. All day long, I researched and confirmed information relating to beauty, fashion and celebrity, and, at least once a day, suffered an editor who was openly annoyed that I'd discovered an error. Then, the crush of the rush-hour subway, and a dinner obligation I had to fulfill before heading home to my cat.

Karen Good Marable is a writer living in New York City. Her work has been featured in publications like The Undefeated and The New Yorker. Courtesy of Karen Good Marable hide caption

The train doors opened and I turned the corner to walk up the stairs. Coming down were two girls — free, white and in their 20s . They were dancing as they descended, complete with necks rolling, mouths pursed — a poor affectation of black girls — and rapping as they passed me:

Now I ain't sayin she a golddigger/But she ain't messin' with no broke niggas!

That last part — broke niggas — was actually less rap, more squeals that dissolved into giggles. These white girls were thrilled to say the word publicly — joyously, even — with the permission of Kanye West.

I stopped, turned around and stared at them. I envisioned kicking them both squarely in their backs. God didn't give me telekinetic powers for just this reason. I willed them to turn around and face me, but they did not dare. They bopped on down the stairs and onto the platform, not evening knowing the rest of the rhyme.

Listen: I'm a black woman from the South. I was born in the '70s and raised by parents — both educators — who marched for their civil rights. I never could get used to nigga being bandied about — not by the black kids and certainly not by white folks. I blamed the girls' parents for not taking over where common sense had clearly failed. Hell, even radio didn't play the nigga part.

I especially blamed Kanye West for not only making the damn song, but for having the nerve to make nigga a part of the damn hook.

Life in NYC is full of moments like this, where something happens and you wonder if you should speak up or stay silent (which can also feel like complicity). I am the type who will speak up . Boys (or men) cussing incessantly in my presence? Girls on the train cussing around my 70-year-old mama? C'mon, y'all. Do you see me? Do you hear yourselves? Please. Stop.

But on this day, I just didn't feel like running down the stairs to tap those girls on the shoulder and school them on what they damn well already knew. On this day, I just sighed a great sigh, walked up the stairs, past the turnstiles and into the night.

Robyn Henderson-Espinoza

When I was 5 or 6, my mother asked me a question: "Does anyone ever make fun of you for the color of your skin?"

This surprised me. I was born to a Mexican woman who had married an Anglo man, and I was fairly light-skinned compared to the earth-brown hue of my mother. When she asked me that question, I began to understand that I was different.

Robyn Henderson-Espinoza is a visiting assistant professor of ethics at the Pacific School of Religion in Berkeley, Calif. Courtesy of Robyn Henderson-Espinoza hide caption

Following my parents' divorce in the early 1980s, I spent a considerable amount of time with my father and my paternal grandparents. One day in May of 1989, I was sitting at my grandparents' dinner table in West Texas. I was 12. The adults were talking about the need for more laborers on my grandfather's farm, and my dad said this:

"Mexicans are lazy."

He called the undocumented workers he employed on his 40 acres "wetbacks." Again and again, I heard from him that Mexicans always had to be told what to do. He and friends would say this when I was within earshot. I felt uncomfortable. Why would my father say these things about people like me?

But I remained silent.

It haunts me that I didn't speak up. Not then. Not ever. I still hear his words, 10 years since he passed away, and wonder whether he thought I was a lazy Mexican, too. I wish I could have found the courage to tell him that Mexicans are some of the hardest-working people I know; that those brown bodies who worked on his property made his lifestyle possible.

As I grew in experience and understanding, I was able to find language that described what he was doing: stereotyping, undermining, demonizing. I found my voice in the academy and in the movement for black and brown lives.

Still, the silence haunts me.

Channing Kennedy

My 20s were defined in no small part by a friendship with a guy I never met. For years, over email and chat, we shared everything with each other, and we made great jokes. Those jokes — made for each other only — were a foundational part of our relationship and our identities. No matter what happened, we could make each other laugh.

Channing Kennedy is an Oakland-based writer, performer, media producer and racial equity trainer. Courtesy of Channing Kennedy hide caption

It helped, also, that we were slackers with spare time, but eventually we both found callings. I started working in the social justice sector, and he gained recognition in the field of indie comics. I was proud of my new job and approached it seriously, if not gracefully. Before I took the job, I was the type of white dude who'd make casually racist comments in front of people I considered friends. Now, I had laid a new foundation for myself and was ready to undo the harm I'd done pre-wokeness.

And I was proud of him, too, if cautious. The indie comics scene is full of bravely offensive work: the power fantasies of straight white men with grievances against their nonexistent censors, put on defiant display. But he was my friend, and he wouldn't fall for that.

One day he emailed me a rough script to get my feedback. At my desk, on a break from deleting racist, threatening Facebook comments directed at my co-workers, I opened it up for a change of pace.

I got none. His script was a top-tier, irredeemable power fantasy — sex trafficking, disability jokes, gendered violence, every scene's background packed with commentary-devoid, racist caricatures. It also had a pop culture gag on top, to guarantee clicks.

I asked him why he'd written it. He said it felt "important." I suggested he shelve it. He suggested that that would be a form of censorship. And I realized this: My dear friend had created a racist power fantasy about dismembering women, and he considered it bravely offensive.

I could have said that there was nothing brave about catering to the established tastes of other straight white comics dudes. I could have dropped any number of half-understood factoids about structural racism, the finishing move of the recently woke. I could have just said the jokes were weak.

Instead, I became cruel to him, with a dedication I'd previously reserved for myself.

Over months, I redirected every bit of our old creativity. I goaded him into arguments I knew would leave him shaken and unable to work. I positioned myself as a surrogate parent (so I could tell myself I was still a concerned ally) then laughed at him. I got him to escalate. And, privately, I told myself it was me who was under attack, the one with the grievance, and I cried about how my friend was betraying me.

I wanted to erase him (I realized years later) not because his script offended me, but because it made me laugh. It was full of the sense of humor we'd spent years on — not the jokes verbatim, but the pacing, structure, reveals, go-to gags. It had my DNA and it was funny. I thought I had become a monster-slayer, but this comic was a monster with my hands and mouth.

After years as the best of friends and as the bitterest of exes, we finally had a chance to meet in person. We were little more than acquaintances with sunk costs at that point, but we met anyway. Maybe we both wanted forgiveness, or an apology, or to see if we still had some jokes. Instead, I lectured him about electoral politics and race in a bar and never smiled.

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• v.54(Suppl 2); 2019 Dec

Gender discrimination in the United States: Experiences of women

Gillian k. steelfisher.

1 Department of Health Policy and Management, Harvard T.H. Chan School of Public Health, Boston Massachusetts

Mary G. Findling

Sara n. bleich, logan s. casey, robert j. blendon, john m. benson, justin m. sayde, carolyn miller.

2 Research, Evaluation, and Learning Unit, Robert Wood Johnson Foundation, Princeton New Jersey

Associated Data

To examine reported experiences of gender discrimination and harassment among US women.

Data Source and Study Design

Data come from a nationally representative, probability‐based telephone survey of 1596 women, conducted January‐April 2017.

We calculated the percentages of women reporting gender discrimination and harassment in several domains, including health care. We used logistic regression to examine variation in experiences among women by race/ethnicity and sexual orientation/gender identity.

Principal Findings

Sizable fractions of women experience discrimination and harassment, including discrimination in health care (18 percent), equal pay/promotions (41 percent), and higher education (20 percent). In adjusted models, Native American, black, and Latina women had higher odds than white women of reporting gender discrimination in several domains, including health care. Latinas’ odds of health care avoidance versus whites was (OR [95% CI]) 3.69 (1.59, 8.58), while blacks’ odds of discrimination in health care visits versus whites was 2.00 [1.06, 3.74]. Lesbian, gay, bisexual, transgender, and queer (LGBTQ) women had higher odds of reporting sexual harassment (2.16 [1.06, 4.40]) and violence (2.71 [1.43, 5.16]) against themselves or female family members than non‐LGBTQ women.

Conclusions

Results suggest that discrimination and harassment are widely experienced by women across multiple domains of their lives, particularly those who are a racial/ethnic minority or LGBTQ. Further policy and programmatic efforts beyond current legal protections for women are needed to meaningfully reduce these negative experiences, as they impact women's health care and their lives overall.

1. INTRODUCTION

The prominence of the #MeToo and #TimesUp movements have heightened public awareness of discrimination, sexual assault, and harassment against women in the United States. 1 While this is an important step in bringing visibility to these issues, these movements were popularized largely by anecdotal experiences of celebrities, with an emphasis on the impact for their careers. In order to identify appropriate policies that address discrimination for the larger public and to support related health outcomes, it is critical to examine and document experiences of discrimination among a broader swath of women and across a broader spectrum of life domains, including health. It is particularly important to examine the experience of women at risk for multiple types of discrimination, including racial/ethnic minority women and lesbian, gay, bisexual, transgender, and queer (LGBTQ) women.

Evidence about the negative health effects of gender discrimination is grounded in a strong body of literature, showing that the gender‐based discrimination and harassment that women experience in the workplace affect their physical and mental health, as well as their economic opportunities. 2 , 3 , 4 Such discrimination and harassment further contribute to gender inequalities in health. 5 , 6 Research has also shown there is gender‐based discrimination against women in health care interactions and gender bias in medicine, which can have negative health impacts. 7 , 8 , 9

Evidence about the health impact of gender discrimination is supported indirectly by literature documenting the relationship between racial/ethnic discrimination and negative health outcomes. 10 , 11 , 12 , 13 , 14 These studies suggest that the experience of discrimination—be it institutional (eg, health care) or interpersonal (eg, microaggressions)—increases the body's stress response over time, and that discrimination is linked to a range of poor health‐related behaviors, mental health outcomes, and physical health problems, including high blood pressure, heart disease, and mortality. 10 , 11 , 12 , 13 , 14 Experiencing gender discrimination may negatively impact women's health through parallel mechanisms, that is, through both psychological and physiological stress responses and health behaviors that lead to worse health outcomes. 15 , 16 Research in the field also suggests that women who are racial/ethnic minorities are disproportionately exposed to discrimination and are also more likely to experience health effects of discrimination. 17 , 18 , 19 , 20 Similarly, women who identify as LGBTQ are at higher risk for experiencing discrimination than their non‐LGBTQ counterparts. 20 , 21

While older studies document gender discrimination in discrete areas of women's lives (eg, the workplace), increasing evidence about the health risks of discrimination suggests an updated examination across a broader range of areas is warranted. 2 , 6 , 14 , 22 The purpose of this specific study is twofold: (a) to document the prevalence of gender discrimination against women across multiple institutional and interpersonal domains, including health care, education, employment, housing, political participation, police and the criminal justice system, slurs, microaggressions, harassment, and violence; and (b) to examine the variation in discrimination experiences of racial/ethnic minority women and LGBTQ women. This study brings a public health perspective to the complexity and pervasiveness of discrimination in the United States today alongside complementary articles in this issue of Health Services Research . It was conducted as part of a larger survey fielded in 2017 to understand nationally representative experiences of discrimination against several different groups in America today, including blacks, Latinos, Asians, Native Americans, women, and LGBTQ people.

2.1. Study design and sample

Data were obtained from a nationally representative, probability‐based telephone (cell and landline) survey of US adults, conducted from January 26 to April 9, 2017. The survey was jointly designed by Harvard TH Chan School of Public Health, the Robert Wood Johnson Foundation, and National Public Radio. SSRS administered the survey. Because Harvard researchers were not directly involved in data collection and de‐identified datasets were used for analysis, the study was determined to be “not human subjects research” by the Harvard TH Chan School of Public Health Office of Human Research Administration.

The full survey sample included 3453 US adults aged 18 years and older, and this paper examines the subsample of 1596 US women. The completion rate for this survey was 74 percent among respondents who answered initial demographic screening questions, with a 10 percent overall response rate, calculated based on the American Association for Public Opinion Research's (AAPOR) RR3 formula. 23 Because data from this study were drawn from a probability sample and used the best available sampling and weighting practices in polling methods (eg, 68 percent of interviews were conducted by cell phone, and 32 percent were conducted via landline), they are expected to provide accurate results consistent with surveys with higher response rates 24 , 25 and are therefore reliably generalizable to the broader population of US women, within a margin of error of ± 4.6 percentage points at the 95 percent confidence interval. See Benson, Ben‐Porath, and Casey (2019) for a further description of the survey methodology. 26

2.2. Survey instrument

Polling questions were developed using AAPOR best practices for survey research, after conducting a review of available survey questions on discrimination. 2 , 3 , 4 , 5 , 6 , 10 , 11 , 15 , 16 , 17 , 27 The questionnaire was reviewed by external experts for bias, balance, and comprehension, and it was pretested in the field before it was conducted among the full sample. 26 The poll asked about women's experiences of discrimination, including harassment. We conceptualized gender discrimination as differential or unfair treatment of individuals based on their self‐identification as a woman/female. We include discrimination that is “institutional,” meaning propagated by social institutions (based on laws, policies, institutions, and related behavior of individuals who work in or control these laws, policies, or institution) or “interpersonal,” meaning propagated by individuals (based on beliefs, words, and behavior). 11 , 27 , 28 We analyzed 17 questions from the survey, covering six interpersonal and six institutional areas of discrimination that women may face (question wording in Appendix S1 ). Institutional areas included employment, education, health care, housing, political participation, and police and courts. Interpersonal areas included gender‐based slurs, microaggressions, sexual harassment, being threatened or nonsexually harassed, and violence. We also examined two areas in which concerns about discrimination might prevent women from taking potentially needed action: seeking health or police services. We examined discrimination in domains previously demonstrated to be associated with health (eg, health care interactions), 8 , 9 as well as domains outside health services research (eg, police interactions), to capture a wide range of possible discriminatory experiences across women's lives. Questions were only asked among a random half sample of respondents in order to maximize the number of questions (and thus dimensions of discrimination considered) while limiting the survey length and time burden for any individual respondent. Questions were only asked of relevant subgroups (eg, questions about college only asked among women who had ever applied to or attended college). Questions about harassment, violence, and avoiding institutions for fear of discrimination were asked about yourself or family members because of the sensitive nature of the topic and prior literature demonstrating that vicariously experiencing stress (eg, through discrimination experienced by family members) can directly and adversely affect individuals. 29

2.3. Statistical analyses

We first calculated the prevalence of all women who reported that they had ever experienced gender discrimination in each of the domains. Second, we generated bivariate statistics to assess whether women in racial/ethnic minority groups or women in a sexual and/or gender minority (LGBTQ) were more likely to experience gender discrimination. For race/ethnicity, women self‐identified with one of the following mutually exclusive groups: white (reference group); Hispanic or Latina; black; Asian; American Indian, Alaska Native, or Native American; or Other. If respondents identified as Latina and another race, interviewers asked if they identified more with being Hispanic/Latina (coded as Latina) or more with the other race (coded as the other race). For sexual orientation and/or gender identity, women were classified as LGBTQ if they identified as lesbian, gay, bisexual, or queer, or if they identified as transgender or genderqueer/gender nonconforming. Women were classified as non‐LGBTQ if they self‐identified as heterosexual/straight and female gender, and did not identify as transgender or genderqueer/gender nonconforming. Using pairwise t tests of differences in proportions, we made uncontrolled comparisons of the percentage of women reporting discrimination between racial/ethnic minority and white women, as well as between LGBTQ and non‐LGBTQ women. Differences achieving statistical significance at P  < .05 are discussed in the results.

To give further consideration as to whether race/ethnicity or LGBTQ status is a driver of these associations, we then conducted logistic regression models to assess whether reporting discrimination remained significantly associated with race/ethnicity or sexual orientation/gender identity after controlling for the following possible confounders: age (18‐29, 30‐49, 50‐64, 65+); self‐reported household income (<$25 000, $25 000‐<$50 000, $50 000‐<$75 000, $75 000+), education (less than college degree or college graduate), and, for health care questions only, current health insurance status (uninsured, Medicaid insured, non‐Medicaid insured). Finally, we examined whether each sociodemographic variable was significantly associated with experiencing discrimination across domains in order to consider other possible drivers of gender discrimination.

To compensate for known biases in telephone surveys (eg, nonresponse bias) and variations in probability of selection within and across households, sample data were weighted by household size and composition, cell phone/landline use, and demographics (age, education, race/ethnicity, and Census region) to reflect the true population distribution of women in the country. Other techniques, including random‐digit dialing, replicate subsamples, and random selection of a respondent within a household, were used to ensure that the sample is representative. All analyses were conducted using STATA version 15.0 (StataCorp), and all tests accounted for the variance introduced by weighted data.

Socioeconomic and demographic characteristics of this nationally representative sample of women are displayed in Table ​ Table1. 1 . A majority were white (65 percent), 15 percent were Hispanic/Latina, 13 percent were black, 6 percent were Asian, and 1 percent were Native American. About nine in ten women (89 percent) identified as non‐LGBTQ, 7 percent identified as LGBTQ, and 4 percent refused to answer sexual orientation/gender identity questions.

Weighted characteristics of a nationally representative sample of women in the United States, overall and by race/ethnicity and sexual orientation/gender identity a

Sizeable fractions reported personally experiencing institutional discrimination across all domains of life examined. For example, about one in five women (18 percent) reported gender‐based discrimination when going to a doctor or health clinic, while more than four in 10 (41 percent) reported such discrimination in obtaining equal pay or being considered for promotions, and 31 percent reported discrimination in applying for jobs. Approximately one‐fifth experienced discrimination in applying to or while attending college (20 percent), and a similar fraction experienced discrimination trying to rent a room/apartment or buy a house (16 percent) or in interacting with the police (15 percent).

Sizable fractions of women reported experiencing interpersonal discrimination personally or within their family: 37 percent reported that they or female family members have experienced sexual harassment, and 29 percent said they or female family members have been threatened or nonsexually harassed. More than a fifth (21 percent) said they or family members experienced violence because they are women.

Concerns that they would experience discrimination also prevented some women from taking action to protect themselves: 9 percent reported that they have avoided the doctor or seeking health care for themselves or their family, and the same percentage (9 percent) reported that they have avoided calling the police or other authority figures, even when in need.

Looking at uncontrolled comparisons across racial/ethnic groups, black, Native American, and Hispanic/Latina women were more likely to report discrimination than white women in several domains (Table ​ (Table2). 2 ). In particular, Native American women were dramatically more likely to than white women to report sexual harassment (62 vs 42 percent, P  < .03), threats or nonsexual harassment (58 vs 31 percent, P  < .01), and gender‐based violence (58 vs 21 percent, P  < .01) against themselves or a female family member. They were also more likely to avoid health care because of concerns about gender‐based discrimination or poor treatment (27 vs 7 percent, P  < .02). Asian women, and in a few cases Hispanic/Latina women, were less likely to report discrimination than white women in some domains.

Differences in percent of women reporting gender discrimination, by race/ethnicity and sexual orientation/gender identity a

There were also differences between LGBTQ and non‐LGBTQ women's experiences of discrimination and harassment. LGBTQ women were more likely than non‐LGBTQ women to report gender discrimination when it comes to being paid equally or considered for promotions (61 vs 40 percent, P  < .01). When it comes to interpersonal discrimination against themselves or female family members, they were more likely to report sexual harassment (65 vs 36 percent, P  < .01), being threatened or nonsexually harassed (48 vs. 28 percent, P  < .01), and experiencing violence (42 vs 20 percent, P  < .01).

After we controlled for potential sociodemographic confounders in logistic regression models, many of the racial/ethnic and sexual orientation/gender identity differences persisted, and six emerged (see Tables ​ Tables3 3 and ​ and4 4 for detailed results). Notably, the odds of Native American women reporting discrimination were significantly higher than white women across nine domains, while the odds of Latina and black women were higher than whites in two and three domains, respectively. Notably, Asian women had lower odds than whites for reporting discrimination in seven domains, and all racial/ethnic minority women had lower odds of reporting sexual harassment compared to white women (Table ​ (Table4 4 ).

Odds of reporting personal experiences of gender discrimination across institutional domains among a nationally representative sample of US women

Abbreviations: CI, Confidence Interval; OR, Odds Ratio.

Odds of reporting interpersonal experiences of gender discrimination across domains among a nationally representative sample of US women

As in uncontrolled comparisons, adjusted models showed that LGBTQ women had higher odds of reporting gender discrimination in obtaining equal pay and promotions, sexual harassment, and violence compared to their non‐LGBTQ counterparts.

Several additional sociodemographic characteristics in the models were associated with discrimination. In both health care domains, uninsured women also had significantly higher odds of reporting gender discrimination than women with non‐Medicaid insurance. College‐educated women had significantly higher odds of reporting discrimination across both health care domains and all interpersonal domains compared to women without a college education. Women ages 18‐29 had significantly higher odds of reporting discrimination in most interpersonal domains compared to women 30 and over.

4. DISCUSSION

This study presents strong evidence that US women report widespread discrimination and harassment. This continuing evidence of reported systemic institutional and interpersonal discrimination against women suggests that additional policies and programs are needed to eliminate discrimination at the population level beyond legal protections already in place (eg, through the 19th amendment and Title IX ) and, subsequently, address negative health consequences associated with these experiences. Several findings are particularly relevant to consideration for those working to develop, implement, and evaluate policies addressing gender discrimination in the United States.

First, results confirm that many women experience interpersonal and institutional gender discrimination not only within the workplace, but also across a wide spectrum of other domains, including health care, higher education, housing, and the legal system. Our findings raise a host of concerns not only about gender discrimination within these individual domains, but also across them. While it is beyond the scope of our results to promote specific policies or practices to end gender discrimination in the United States, these results make clear that future work needs to consider the interrelated experiences of discrimination across multiple facets of women's lives.

Second, findings related to the experiences of gender discrimination within the health care arena suggest focused attention is needed here. It is alarming that one in five women report discrimination in their clinical experience and one in ten report avoiding care. It may be important to develop policies specific to the complexities of medical decision making, with recognition that gender inequalities in the underlying clinical evidence base may play a role in how decision making occurs in the clinical setting. 30 Further, given that both Latina and black women report higher odds of gender discrimination in health care, policies may need to account for the needs of these groups of women particularly. 9

Third, the evidence points to persistent experiences of gender discrimination and harassment against women in racial/ethnic minorities even outside health care. Our findings of discrimination and harassment among Native American women in particular were striking, as a majority reported personally experiencing gender discrimination in obtaining equal pay or promotions and that they or female family members had experienced both sexual and nonsexual harassment, as well as violence. These results are consistent with other findings of high incidence of violence, sexual violence, abuse, and assault against Native American women. They are especially troubling given further evidence that the high prevalence of historical and current trauma that Native American women experience has resulted in substantially worse health outcomes. 31 , 32 Findings are also consistent with prior evidence that Native American women avoid health care systems they do not perceive as culturally safe. 32 These findings raise important concerns about relevant gender discrimination policy for Native American women specifically, as well as broader considerations of policy support for women who are at risk of multiple and compounded types of discrimination based on their race/ethnicity and gender.

Fourth, we note that women who identified as LGBTQ were more likely to experience gender discrimination in work and more likely to experience (directly or through family) interpersonal discrimination including sexual harassment and violence. This adds to existing evidence that LGBTQ women experience high rates of sexual violence 33 and provides additional evidence about the experience of discrimination across multiple dimensions of their lives. Policies to guard against anti‐LGBTQ discrimination may need to consider the multiple and potentially compounded types of discrimination that LGBTQ women specifically face in these arenas.

Notably, our findings of greater reported interpersonal discrimination among college‐educated women are consistent with other literature showing positive associations between socioeconomic status and reported discrimination among racial/ethnic minorities. 27 , 34 However, it is unclear whether this relationship is driven by unequal exposures (eg, greater contact with institutions where women may experience discrimination/harassment) or differential reporting (eg, higher likelihood of recognizing and/or self‐reporting discrimination/harassment).

4.1. Limitations

Our results should be interpreted considering several limitations. First, although we assessed perspectives across a broad range of settings, we only examined a subset of types of discrimination and harassment that women may experience, and thus, we cannot speak to the full scope of discrimination. Second, we assessed whether women have or have not experienced any types of discrimination, without regard to timing or severity. This limits the ability to detect current levels experienced and instead focuses on lifetime experiences. However, lifetime experiences remain valid measures of discrimination, as discriminatory experiences may have long‐term effects on behavior or health. 3 , 11 , 12 , 13 , 14 Third, we note that many forms of discrimination, including sexual harassment and violence, are often under‐reported—particularly on surveys administered by an interviewer, such as in this study. 35 Prior research has also found that women are often reluctant to label offensive experiences as “harassment.” 22 To overcome the challenge of sensitive topic areas, we asked whether “you or someone in your family who is also female” had experienced gendered harassment or violence. Nonetheless, respondents may have not been comfortable answering these questions over the phone and also may have interpreted questions differently based on varying backgrounds and expectations. Women may also face multiple types of discrimination simultaneously based on intersecting parts of their social identities (eg, based on both gender and race). 17 It is not always possible for women to disentangle the reasons they face discrimination, so restricting analyses to only gender‐based discrimination may result in underreporting of discrimination by some respondents, and this may be different across women of different racial/ethnic or LGBTQ identities. Questions about discrimination based on race/ethnicity and LGBTQ identity are examined separately in other articles in this issue. Fourth, nonresponse bias is a concern in public opinion surveys, though evidence suggests that low response rates do not bias results if the survey sample is representative of the study population. 24 , 25 Recent research has shown that such surveys, when based on probability samples and weighted using US Census parameters, yield accurate estimates in most cases when compared with both objective measures and higher response surveys. 24 , 25 , 36 , 37 For instance, a recent study showed that across fourteen different demographic and personal characteristics, the average difference between government estimates from high‐response rate surveys and a Pew Research Center poll with a response rate similar to this poll was 3 percentage points. 24 However, it is still possible that some selection bias may remain that is related to the experiences being measured. Finally, we note that this survey was conducted before the viral October 2017 #MeToo movement, catalyzed by 80 women accusing film producer Harvey Weinstein of sexual harassment and abuse. 38 This movement may have increased the salience of issues and increased subsequent self‐reported sexual harassment, so results from this study may be considered lower bound estimates of self‐reported gender‐based sexual harassment. 1 , 39

Despite these limitations, this study design was strengthened by its probability sampling design and by the breadth of questions asked on gender discrimination across institutions and interpersonally. It allowed us to examine reported experiences of gender discrimination and harassment among women. Most of the limitations suggest that our findings may underreport the experiences of discrimination and harassment, and thus, our results can be considered a lower bound estimate of gender discrimination and harassment in the United States today. We may also underreport the added burden of discrimination against women who are racial/ethnic minorities or LGBTQ. In the end, our findings further support the need for policy and programmatic efforts beyond current legal protections for women to reduce gender discrimination and harassment in order to improve women's health and well‐being.

5. CONCLUSIONS

Far beyond isolated cases, women report experiencing widespread discrimination across many areas of their lives with public, private, or governmental institutions—including in health care, the workplace, and higher education, as well as in personal interactions through gender slurs, microaggressions, and harassment. Women's experiences of discrimination vary widely by racial/ethnic background, LGBTQ identity, and other sociodemographic factors, with Native American women experiencing particularly high rates of gender discrimination and harassment across multiple areas of their lives. Evidence here amplifies findings from other papers in this journal issue on the multidimensional nature of gender discrimination in the United States, which impact women's health care and their lives overall. Major institutional changes in policy and programs should address these issues on a larger scale to combat systematic gender discrimination in the United States in all its facets.

Supporting information

Acknowledgments.

Joint Acknowledgment/Disclosure Statement : This work was supported by Grant #73713 from the Robert Wood Johnson Foundation.

Dr. SteelFisher's husband has done work for Eli Lilly in the past five years and has minority ownership in a company that does work for Eli Lilly. Some readers may wish to know all healthcare‐related financial relationships of the authors.

SteelFisher GK, Findling MG, Bleich SN, et al. Gender discrimination in the United States: Experiences of women . Health Serv Res . 2019; 54 :1442–1453. 10.1111/1475-6773.13217 [ PMC free article ] [ PubMed ] [ CrossRef ] [ Google Scholar ]

Photo by Kham/Reuters

The last great stigma

Workers with mental illness experience discrimination that would be unthinkable for other health issues. can this change.

by Pernille Yilmam   + BIO

It is not difficult to find stories about the burdens and barriers faced by employees or job-seekers with mental illness. For example, it was recently reported that Scotland’s police denied a position to a promising trainee because of her use of antidepressants – in keeping with a rule that officers must be without antidepressant treatment for at least two years. In other cases, people have reported being fired from jobs at a university, a nursing home facility, a radio station, and a state agency following requests for medical leave due to postpartum depression, anxiety, depression and bipolar disorder, respectively. A US government commission maintains a select list of resolved lawsuits against companies that involved claims of mistreatment based on a worker’s mental health condition.

Often, the impact of negative attitudes toward mental illness is less overt than in these examples. More than a decade ago, a university professor named Suzanne published a book in which she openly discussed her life with bipolar disorder. The personal details that she revealed in the book, she told me, became a foundation for discriminatory treatment at her workplace. She said she experienced professional isolation in the hallways and meeting rooms: that colleagues stopped inviting her to collaborate with them, that she was shut down in department meetings and cut off from participating in decision-making committees. She attributes these developments to knowledge of her mental illness.

‘I experienced a very noticeable chill, averted eyes, actually being cut off when speaking in meetings,’ Suzanne recalled. ‘Lots of loaded language, of the “Well, SOME people just need to take their meds” variety, in meetings. This was the stage of my professional career where I started calling myself “the crazy lady in the corner”.’ At one point, when she had to take medical leave to address symptoms associated with her condition, a colleague opined that she was ‘lucky’ to have the option.

I n light of such stories, it’s not surprising that concerns about revealing mental health problems at work are commonplace. It’s estimated that 15 per cent of working-age adults have a mental health condition, and in a 2021 survey in the US, three-quarters of workers reported one or more symptoms of mental illness. One study surveying more than 800 people with major depressive disorder worldwide found that between 30 and 45 per cent reported experiencing discrimination in the workplace, with people in high-income countries reporting it at higher rates. A third of US employees polled by the American Psychiatric Association said they were worried about the consequences at work if they sought help for their mental health condition. In England, 61 per cent of survey respondents who were severely affected by mental illness said that ‘the fear of being stigmatised or discriminated against’ stopped them from applying for jobs and promotions. While there are signs that stigma related to mental illness has decreased over time (at least in some countries), stigma and discrimination continue to pose a problem in many workplaces.

Since the 1990s, a number of laws around the world have prohibited discrimination against employees with physical and mental disabilities. Among these are the Americans with Disabilities Act of 1990 in the US, the Disability Discrimination Act 1992 in Australia, and Article 13 of the Amsterdam Treaty of 1997 in the European Union. While these laws have done much to advance protections for people with disabilities, their impact on the treatment of people with mental illness – which constitutes a form of disability for many – has clearly had limits.

Mental illness-related discrimination persists as a multilayered problem characterised by fear, misconceptions and underenforced laws. The encouraging news is that scientists have been developing interventions to help reduce stigma and discrimination related to mental illness – approaches that should receive much more attention if advocates, employers and governments want to make workplaces fairer for all.

Job seekers reluctant to mention a mental illness history were more likely to be employed six months later

Discrimination against people with mental illness is often rooted in preconceived notions about what mental illness is and how it affects someone’s ability to work. These negative misconceptions are forms of mental illness stigma . Research has found that stigma is sometimes expressed by employers and colleagues as an issue of trust: eg, a belief that people with mental illness need more supervision, that they lack initiative, or that they are unable to deal with clients directly. Some might believe that people with mental illness are dangerous, or that they should hold only manual, lower-paying jobs. Research also suggests that many employers and coworkers believe people with mental illness should participate in the workforce, but are reluctant to work with them directly – which has been described as a type of ‘not in my backyard’ phenomenon.

Discriminatory behaviours have been investigated as well. In the US, researchers found that fictitious job applications that mentioned an applicant’s hospitalisation for mental illness led to fewer callbacks than applications noting a hospitalisation for a physical injury. Similar results were observed in Norway. In Germany, scientists found that job seekers who were more reluctant to mention their mental illness history in applications and interviews were more likely to be employed six months later. In addition to the potential impact on hiring, some people with mental illness have told researchers they believe they have been refused a promotion due to their condition.

In one revealing study , Matthew Ridley, an economist at Warwick University in the UK, had pairs of strangers collaborate on a virtual task. Before the task, each participant was shown characteristics of the person they had been matched with, which in some cases included mental illness. Ridley then asked if they wanted to be paired with someone else instead. The participants, he found, tended to be willing to give up some of their anticipated financial compensation to avoid working with a person who had significant depression or anxiety symptoms. When asked why, they indicated that they thought people with a mental illness would be less efficient in completing the task, would require more support, and would be less fun to work with. (For their part, among the participants who revealed to Ridley that they had a mental illness, a majority said they would pay to not have that fact revealed to their partner.)

In the end, participants were paired randomly and, when Ridley analysed the results, he found no differences in task success or enjoyment, regardless of whether someone worked with a person who had a mental illness. The findings capture how negative assumptions can come into play – and prove to be inaccurate – even in the context of a temporary collaboration.

T he perpetuation of mental illness stigma and discrimination comes at a cost not only to the affected individual, but also to companies and societies. The World Health Organization (WHO) estimates that mental illness costs the global economy $1 trillion annually. Among the reasons for these astronomical costs are the higher rates of sick days and unemployment among people with mental illness. The increased absences are partly due to lack of access to treatment; in 2021, it was estimated that only half of all US adults with mental illness had received mental health services in the past year. But a potential aggravating factor is that some employees with mental illness refrain from using their work-associated health insurance for treatment, out of fear that their employer will learn about their condition, resulting in their dismissal, or other forms of discrimination.

The denial of reasonable workplace accommodations could also make a person’s job more difficult and absences more likely. For a person who uses a wheelchair, an accommodation might be a ramp where there are stairs; for a person with a mental health condition, such as an anxiety disorder or ADHD, it could mean having a private office or noise-cancelling headphones to help with concentration problems, or flexibility in one’s work hours in order to attend healthcare appointments or accommodate heightened symptoms. It could also mean requesting leave for a mental health condition – up to 12 weeks in the US, similar to medical leave for physical injuries or for sickness. But some employees might avoid requesting the accommodations they are legally allowed to receive, simply because they suspect that doing so puts their job security and potential for advancement at risk.

The greater amount of absences among people with mental illness can make firings more likely. Losing a job can worsen mental illness, and people often stop applying for new jobs because they anticipate stigma and discrimination.

A list of the top 10 disabilities in US discrimination claims included depression, anxiety disorder and PTSD

Of course, one’s experience of work itself – a major cause of stress for many people – can also contribute to mental illness. One woman I spoke with, whom I’ll call Sara, shared that unsupportive and hostile work environments have made her anxiety even worse than it used to be. She believes that having to take time off work for her mental health led to her sudden termination from her previous job.

Under the Americans with Disabilities Act (ADA), US employers are legally prohibited from discriminating based on physical or mental disabilities at any point during hiring, firing or professional evaluation. The same is true in Australia, based on the Disability Discrimination Act. Other countries have passed antidiscrimination legislation since then too, including South Africa’s Mental Health Care Act 17 of 2002 and India’s Equality Bill, 2019.

Yet, as we’ve seen, decades after the implementation of the ADA, problems remain. Studies continue to document stigma and discrimination against workers with mental illness. In 2020, a list of the top 10 disabilities in US discrimination claims included depression, anxiety disorder and PTSD. In Australia, a commission concluded back in 2004 that the country’s antidiscrimination legislation had been less effective in helping people with mental illness than those with mobility and sensory disabilities. In the EU, where Article 13 of the Amsterdam Treaty created a binding agreement to illegalise discrimination based on disabilities, researchers and clinical professionals were quick to point out its vagueness and lack of defined scope. An EU-funded consensus paper from 2010 documented the continued problem of discrimination against employees and job-seekers with mental illness.

Reports such as these call into question whether even a major law like the ADA can adequately address discrimination related to employee mental illness. And they should prompt us to reconsider how best to combat the problem. One question we can ask is: what might limit the impact of such laws in curbing discrimination against people with mental illness, compared with discrimination against people with physical disabilities? Let’s consider three potential answers.

F irst, discriminatory behaviour is not always obvious, and sometimes it is not even intentional. Compared with an employee who uses a wheelchair, it might be easier to dismiss a socially anxious person’s need to work from home. Compared with someone who is getting treatment for cancer, it might be easier to question whether an employee newly diagnosed with bipolar disorder will ever return as a valuable employee after their medical leave. Compared with a trauma-induced concussion, it might be easier to wonder whether a hypersensitivity to noise, related to PTSD, is really legitimate. Mental illnesses and their effects on people’s daily lives are often less apparent to others than the effects of a physical disability.

Second, laws like the ADA work only if people open up about their disabilities. The physical disability community has in the past decades led a cultural shift from exclusion and shame toward inclusivity and empowerment. People with physical disabilities have community, speak up and exercise their rights. Although there are ongoing efforts by people with mental illness to raise awareness about their experiences, many individuals stay quiet due to shame about their own condition or fear of how others will respond.

Even employers who want to hire people with mental illness can be subject to misguided beliefs

Lastly, the public stigma against mental illness bleeds into what people are expected to be able to handle and achieve. While physical disability is commonly perceived as a challenge with movement, mental illness is perceived as a challenge with thinking. Physical disabilities are seen as being caused by accidents or other unfortunate circumstances, while mental illnesses are often incorrectly seen as a choice or an inherent character flaw. Other misconceptions are that mental illness generally is untreatable or renders people violent or unable to work. An employer might therefore deem a person with mental illness unable to meet their job responsibilities, even when this assumption is unfounded.

Antidiscrimination laws are important, but they do not eliminate the tolls of stigma and capitalism. Employers want to make money, and a mental illness can be seen as a financial liability. Even employers who say they want to hire people with mental illness can be subject to misguided beliefs. And even when companies do grant accommodations, they might be limited. Sara, who in addition to struggling with anxiety has long had difficulty with focusing in distracting environments, was recently diagnosed with ADHD. Together with her psychiatrist, she submitted a request to her large corporate employer to work from home on two weekdays of her choosing, which would enable her to better focus on computer tasks – something that for her is much more difficult in a distracting open-office environment. She told me that it took six months for the accommodation request to be processed; in the end, she was allowed to work from home only on Mondays.

If people can develop the compassion needed to understand why ramps should be installed for use by employees with wheelchairs, there must be a way to heighten compassion for those who would benefit from, for example, a less distracting work environment. But history suggests it won’t be enough to make discriminatory practices illegal. It will require a change in perceptions.

F or many employees or job candidates with a mental illness, the prospect of workplaces free of stigma and discrimination may seem unattainable. ‘I cannot say anything definite that helps [reduce discrimination],’ Suzanne tells me. ‘If you keep your head down and do your job, then good people will eventually accept that this person is still fulfilling their job.’ There are, however, scientifically supported strategies that could be used in efforts to reduce mental illness stigma – and, consequently, discrimination – in workplaces. To the frustration of many anti-stigma advocates, these strategies have not yet been widely implemented.

One basic stigma-reducing strategy is based on social contact. Research suggests that people who have regularly interacted with someone who has personal experience with mental illness (such as a family member, friend or colleague) are often less likely to stigmatise and discriminate, and may be more likely to engage in empathic conversations about mental illness with employees. A law like the ADA should in theory have facilitated more social contact: if it freed more employees to disclose their mental illness and ask for reasonable accommodations, their coworkers would have learned that someone can have a mental illness and still be smart and productive. But, again, many people still do not disclose their mental illness (for fear of discrimination or other reasons), and coworkers cannot learn from what is not disclosed.

Educating HR professionals about mental illness could help reduce discriminatory practices

Another promising method for improving attitudes and behaviour toward employees with mental illness is psychoeducation. Broadly speaking, psychoeducation, also known as mental health education or mental health literacy, is a method of teaching what mental health is, why people might develop mental illnesses, and how these illnesses can be prevented and treated. It can also include the sharing of actionable strategies for coping with symptoms and crises, both acutely and preventatively. Psychoeducation incorporates components of group therapy and cognitive behavioural therapy, and is frequently used by psychiatrists and therapists in clinical settings. It was originally developed to support patients with severe mental illnesses, such as schizophrenia or bipolar disorder, and their families.

Excitingly, psychoeducation can also be used to help change the way workers with mental illness are perceived. While it has been most studied among patient groups as a method to reduce symptom severity and increase healthy coping strategies, it has been employed in professional settings too. For example, a systematic review of studies indicated that psychoeducational training for managers can improve their ‘knowledge, attitudes and self-reported behaviour in supporting employees experiencing mental health problems’. One study reported that managers who received psychoeducational training felt more confident in talking with employees about mental illness and were more likely to reach out to an employee who had an extended absence due to mental illness or stress. Researchers have also suggested that educating human-resources professionals about mental illness could help reduce discriminatory practices. Recently, the implementation of psychoeducational programmes in six companies within high-stress industries (such as hospitality) was found to reduce ratings of stress among workers and mental illness stigmatisation among workers.

The results from these studies are encouraging. Because psychoeducation can be delivered virtually in group settings and can be led by non-experts who’ve received appropriate training, it is also a cost-effective, scalable method. (Full disclosure: last year, I founded a nonprofit that has started to offer psychoeducational services in schools and other organisations.) But, for now, this approach appears to be rarely deployed in workplaces outside of research studies.

T he psychoeducation programmes in these studies typically take place in weekly, one- to two-hour sessions, lasting from a few weeks to months, and they are most often led by mental health professionals. They tend to focus on teaching people about and facilitating conversations on the causes, types, presentation and treatments of mental illness. The programmes often spend a considerable amount of time debunking common myths about mental health, and provide exercises to enable participants to help themselves or others with a mental illness. These exercises might include cognitive-behavioural tools for ‘fact-checking’ thought patterns, problem-solving skills, daily mood journals, and breathing exercises. A major goal is to challenge ideas about mental illness that underlie stigma and discrimination.

In a 2022 policy brief on mental health at work, the WHO argued for greater efforts to improve mental health literacy and support employees with mental illness. Psychoeducational programmes could be a prime tool for pursuing these goals, a staple for companies that aim to comply with antidiscrimination law and improve employee wellbeing. If psychoeducation helps key stakeholders, such as employers and human-resources professionals, to treat employees and job candidates with greater understanding, that might also lead to fewer sick days, enhanced productivity and more employment among people with mental illness. Perhaps work itself will become a less prominent driver of stress.

Some companies currently provide offerings such as unlimited vacation days, meditation apps or yoga sessions as a way to show support for employees’ wellbeing. But these sorts of benefits likely do little to address stigma or discrimination in workplaces. Moreover, implicit in this strategy is the idea that mental illness is a problem that can and should be addressed by individual employees, without putting broader workplace conventions and beliefs into question.

‘In contrast to my mental illness, my concussion was immediately accommodated’

While a severe version of a state such as psychosis or mania can be devastating for the person experiencing it, most people who have a mental health condition are not dealing with crises from day to day. Yes, someone with mental illness might be more easily distracted, more sensitive to noise or less social, but that doesn’t mean that their symptoms will inevitably hamper their job performance. What does hamper performance is when companies neglect to provide reasonable accommodations, even when studies suggest that the benefits associated with providing such accommodations outweigh the costs.

Wouldn’t most companies be inclined to provide structural and logistical support for an employee who suddenly became paraplegic, or who suffered another disabling physical ailment? One former tech industry employee told me that she saw a marked difference in how her leave-taking was received depending on whether it was mental health-related or not. ‘A while after returning from my mental health leave,’ she says, ‘I got a concussion for which I needed partial leave. The symptoms I had were so similar to my PTSD but, in contrast to my mental illness, my concussion was immediately accommodated with a 90-day medical leave and temporary part-time work schedule without any stigma.’ Sara, too, noticed a stark difference when she needed medical leave and other task-related accommodations to recover from shoulder surgery, as opposed to accommodations related to her mental health.

The evidence of ongoing and unnecessary burdens on workers with mental illness calls for honest consideration of what previous antidiscrimination measures have and have not achieved. Employers and governments have yet to fulfil the promise of landmark antidiscrimination laws for the many millions of people who go to work with mental health conditions. Fortunately, there is hope that evidence-backed approaches such as psychoeducational programmes could – if more widely embraced – provide an effective tool for making workplaces fairer and more supportive.

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Discrimination Experiences Shape Most Asian Americans’ Lives

Stereotypes of asians in the u.s. as foreigners and a model minority drive discrimination, table of contents.

• Key findings from the survey
• Most Asian Americans have been treated as foreigners in some way, no matter where they were born
• Most Asian Americans have been subjected to ‘model minority’ stereotypes, but many haven’t heard of the term
• Experiences with other daily and race-based discrimination incidents
• In their own words: Key findings from qualitative research on Asian Americans and discrimination experiences
• Discrimination in interpersonal encounters with strangers
• Racial discrimination at security checkpoints
• Encounters with police because of race or ethnicity
• Racial discrimination in the workplace
• Quality of service in restaurants and stores
• Discrimination in neighborhoods
• Experiences with name mispronunciation
• Discrimination experiences of being treated as foreigners
• In their own words: How Asian Americans would react if their friend was told to ‘go back to their home country’
• Awareness of the term ‘model minority’
• Views of the term ‘model minority’
• How knowledge of Asian American history impacts awareness and views of the ‘model minority’ label
• Most Asian Americans have experienced ‘model minority’ stereotypes
• In their own words: Asian Americans’ experiences with the ‘model minority’ stereotype
• Asian adults who personally know an Asian person who has been threatened or attacked since COVID-19
• In their own words: Asian Americans’ experiences with discrimination during the COVID-19 pandemic
• Experiences with talking about racial discrimination while growing up
• Is enough attention being paid to anti-Asian racism in the U.S.?
• Acknowledgments
• Sample design
• Data collection
• Weighting and variance estimation
• Methodology: 2021 focus groups of Asian Americans
• Appendix: Supplemental tables

Pew Research Center conducted this analysis to understand Asian Americans’ experiences with discrimination in the United States and their views of anti-Asian racism in the country. This report is the latest in the Center’s in-depth analysis of public opinion among Asian Americans .

The data in this report comes from two main sources. The first is a nationally representative survey of 7,006 Asian adults exploring the experiences, attitudes and views of Asians living in the U.S. on several topics, including discrimination and racism in America, identity , affirmative action , global affairs , policy priorities and religious identities . The survey sampled U.S. adults who self-identify as Asian, either alone or in combination with other races or Hispanic ethnicity. It was offered in six languages: Chinese (Simplified and Traditional), English, Hindi, Korean, Tagalog and Vietnamese. Responses were collected from July 5, 2022, to Jan. 27, 2023, by Westat on behalf of Pew Research Center.

The Center recruited a large sample to examine the diversity of the U.S. Asian population, with oversamples of the Chinese, Filipino, Indian, Korean and Vietnamese populations. These are the five largest origin groups among Asian Americans. The survey also includes a large enough sample of self-identified Japanese adults, making findings about them reportable. In this report, the six largest ethnic groups include those who identify with one Asian ethnicity only, either alone or in combination with a non-Asian race or ethnicity. Together, these six groups constitute 81% of all U.S. Asian adults, according to a Pew Research Center analysis of the Census Bureau’s 2021 American Community Survey (ACS), and are the six groups whose attitudes and opinions are highlighted throughout the report.

Survey respondents were drawn from a national sample of residential mailing addresses, which included addresses from all 50 states and the District of Columbia. Specialized surname list frames maintained by the Marketing Systems Group were used to supplement the sample. Those eligible to complete the survey were offered the opportunity to do so online or by mail with a paper questionnaire. For more details, refer to the survey methodology . For questions used in this analysis, refer to the topline questionnaire .

Findings for less populous Asian origin groups in the U.S., those who are not among the six largest Asian origin groups, are grouped under the category “other” and are included in the overall Asian adult findings in the report. These ethnic origin groups each make up about 2% or less of the Asian population in the U.S., making it challenging to recruit nationally representative samples for each origin group. The group “other” includes those who identify with one Asian ethnicity only, either alone or in combination with a non-Asian race or Hispanic ethnicity. Findings for those who identify with two or more Asian ethnicities are not presented by themselves in this report but are included in the overall Asian adult findings.

The second data source for this report is focus groups . Survey results are complemented by findings from 66 pre-survey focus groups of Asian adults , conducted from Aug. 4 to Oct. 14, 2021, with 264 recruited participants from 18 Asian origin groups. Focus group discussions were conducted in 18 different languages and moderated by members of their origin groups. In the focus groups, participants discussed their experiences with discrimination in the United States, and some quotations are used in this report. Quotations are not necessarily representative of the majority opinion in any particular group living in the U.S. or of Asian Americans overall. Quotations may have been edited for grammar, spelling and clarity.

Pew Research Center is a subsidiary of The Pew Charitable Trusts, its primary funder. The Center’s Asian American portfolio was funded by The Pew Charitable Trusts, with generous support from The Asian American Foundation; Chan Zuckerberg Initiative DAF, an advised fund of the Silicon Valley Community Foundation; the Robert Wood Johnson Foundation; the Henry Luce Foundation; the Doris Duke Foundation; The Wallace H. Coulter Foundation; The Dirk and Charlene Kabcenell Foundation; The Long Family Foundation; Lu-Hebert Fund; Gee Family Foundation; Joseph Cotchett; the Julian Abdey and Sabrina Moyle Charitable Fund; and Nanci Nishimura.

We would also like to thank the Leaders Forum for its thought leadership and valuable assistance in helping make this survey possible.

The strategic communications campaign used to promote the research was made possible with generous support from the Doris Duke Foundation.

The terms Asians, Asians living in the United States, U.S. Asian population and Asian Americans are used interchangeably throughout this report to refer to U.S. adults who self-identify as Asian, either alone or in combination with other races or Hispanic identity.

Ethnicity and ethnic origin labels, such as Chinese and Chinese origin, are used interchangeably in this report for findings for ethnic origin groups, such as Chinese, Filipino, Indian, Japanese, Korean or Vietnamese. For this report, ethnicity is not nationality. For example, Chinese in this report are those self-identifying as of Chinese ethnicity, rather than necessarily being a current or former citizen of the People’s Republic of China. Ethnic origin groups in this report include those who identify as one Asian ethnicity only, either alone or in combination with a non-Asian race or ethnicity. Responses for Asian adults who identify with two or more Asian ethnic origin groups are included in the total but not shown separately.

Less populous Asian origin groups in this report are those who self-identify with ethnic origin groups that are not among the six largest Asian ones. They are grouped under the category “other” when displayed in charts. The term includes those who identify with only one Asian ethnicity, either alone or in combination with a non-Asian race or ethnicity. These ethnic origin groups each represent about 2% or less of the overall Asian population in the U.S. For example, those who identify as Burmese, Hmong or Pakistani are included in this category. Survey findings from these groups are unreportable on their own due to small sample sizes, but collectively they are reportable under this category.

Region and regional origin labels, such as East Asian and East Asian origin, are used interchangeably in this report for findings for regional origin groups, such as East Asian (which includes Chinese, Japanese, Korean or other East Asian origins), South Asian (which includes Bangladeshi, Indian, Nepali, Pakistani or other South Asian origins) or Southeast Asian (which includes Cambodian, Filipino, Hmong, Vietnamese or other Southeast Asian origins) adults. Regional Asian origin groups in this report include those who self-identify with an Asian ethnic origin group or multiple Asian ethnic origin groups that belong to one Asian region only. Responses for Asian adults who identify with ethnic origin groups that belong to two or more Asian regions are included in the total but not shown separately.

Immigrants in this report are people who were born outside the 50 U.S. states or the District of Columbia, Puerto Rico or other U.S. territories. Immigrant, foreign born and born abroad are used interchangeably to refer to this group.  

Naturalized citizens are immigrants who are lawful permanent residents who have fulfilled the length of stay and other requirements to become U.S. citizens and who have taken the oath of citizenship.

U.S. born refers to people born in the 50 U.S. states or the District of Columbia, Puerto Rico or other U.S. territories.

Among immigrants, there are two distinct immigrant generation groups in this report:

• First generation refers to people who were born outside the 50 U.S. states or the District of Columbia, Puerto Rico or other U.S. territories and immigrated to the U.S. when they were 18 or older . Throughout the report, the term first generation and the phrase immigrants who came to the U.S. as adults are used interchangeably.
• 1.5 generation refers to people who were born outside the 50 U.S. states or the District of Columbia, Puerto Rico or other U.S. territories and immigrated to the U.S. when they were younger than 18 years old . Throughout the report, the term 1.5 generation and the phrase immigrants who came to the U.S. as children are used interchangeably.

Among U.S. born, there are two distinct immigrant generation groups in this report:

• Second generation refers to people born in the 50 U.S. states or the District of Columbia, Puerto Rico or other U.S. territories with at least one foreign-born (immigrant) parent. Throughout the report, the term second generation and the phrase U.S.-born children of immigrant parents are used interchangeably.
• Third or higher generation refers to people born in the 50 U.S. states or the District of Columbia, Puerto Rico or other U.S. territories with both parents born in the 50 states, D.C., Puerto Rico or other U.S. territories.

Primary language is a composite measure based on self-described assessments of speaking and reading abilities. People who are origin language dominant are more proficient in the Asian origin language of their family or ancestors than in English (i.e., they speak and read their Asian origin language “very well” or “pretty well” but rate their ability to speak and read English lower). Bilingual refers to those who are proficient in both English and their Asian origin language. People who are English dominant are more proficient in English than in their Asian origin language.

Throughout this report, Democrats refers to respondents who identify politically with the Democratic Party or those who are independent or identify with some other party but lean toward the Democratic Party. Similarly, Republicans includes both those who identify politically with the Republican Party and those who are independent or identify with some other party but lean toward the Republican Party.

In this report, Asian adults who are single race include those who self-identify as Asian and no other non-Asian race or origin. Asian adults who are two or more races include those who self-identify as Asian and at least one other non-Asian race or origin (such as White, Black or African American, American Indian or Alaska Native, Native Hawaiian or other Pacific Islander, or some other non-Asian race or origin). Racial identity groups were constructed regardless of Hispanic self-identity.

The spike in incidents of anti-Asian discrimination during the COVID-19 pandemic sparked national conversations about race and racial discrimination concerning Asian Americans. 1 But discrimination against Asian Americans is not new. 2 From the 1882 Chinese Exclusion Act, to denial of the right to become naturalized U.S. citizens until the 1940s, to the incarceration of Japanese Americans during World War II, to backlash against Muslims, Sikhs and South Asians after the terrorist attacks of Sept. 11, 2001, most Asian Americans have faced discrimination and exclusion while being treated as foreigners throughout their long history in the United States.

At the same time, Asian Americans have often been upheld as a model for how other racial and ethnic minorities should behave – especially in comparison with Black Americans and Latinos. 3 Despite the socioeconomic diversity among U.S. Asians, they are commonly portrayed as educationally and economically successful, hardworking, deferential to authority, unemotional and lacking in creativity. 4 This “model minority” stereotype has placed Asian Americans at the center of debates about meritocracy , selective admissions to elite institutions and affirmative action .

Today, 57% of Asian adults see discrimination against Asians living in the U.S. as a major problem. And 63% say too little attention is paid to race and racial issues concerning Asian Americans, according to a new analysis of a multilingual, nationally representative survey of 7,006 Asian adults conducted from July 5, 2022, to Jan. 27, 2023.

For many Asian Americans, discrimination experiences are not just single events, but instead come in several often-overlapping forms. Overall, the survey showed that most Asian Americans experience discrimination in three broad ways: Those related to being treated as a foreigner (even if they were born in the U.S.); being seen as a model minority; and other discrimination incidents in day-to-day encounters or because of their race or ethnicity.

Jump to chapters on …

• Asian Americans’ experiences with discrimination in their daily lives
• Asian Americans and the “forever foreigner” stereotype
• Asian Americans and the “model minority” stereotype
• Asian Americans and discrimination during the COVID-19 pandemic
• Asian Americans’ views of anti-Asian discrimination in the U.S. today
• 78% of Asian adults have been treated as a foreigner in some way, even if they are U.S. born. This includes Asian adults who say that in day-to-day encounters with strangers in the U.S., someone has told them to go back to their home country, acted like they can’t speak English, criticized them for speaking a language other than English in public, or mispronounced their name. 5
• 63% of Asian adults have experienced incidents where people assume they are a model minority. This includes Asian Americans who say that in day-to-day encounters with strangers in the U.S., people have assumed that they are good at math and science or that they are not creative thinkers.
• 35% of South Asian adults say they have been held back at a security checkpoint for a secondary screening because of their race or ethnicity. This is higher than the shares among Southeast (15%) and East (14%) Asian adults. 6 Additionally, Asian American Muslims are more likely than some other major religious groups to say this has happened to them.
• 32% of Asian adults say they know another Asian person in the U.S. who has been threatened or attacked because of their race or ethnicity since the beginning of the COVID-19 pandemic . Across regional origin groups, about one-third of East (36%) and Southeast (33%) Asian adults say they know someone with this experience, as do 24% of South Asian adults.
• In many cases, Asian adults who grew up in the U.S. are more likely than those who immigrated as adults to say they have experienced discrimination incidents. For example, about half or more of U.S.-born Asian adults and immigrants who came to the U.S. as children (1.5 generation) say they have been called offensive names in daily interactions with strangers, compared with 20% of those who immigrated as adults (first generation). 7 This could be for a number of reasons, including recognizing discrimination more than other Asian adults, having more non-Asian friends, or being racialized in America during adolescence. 8
• 68% of Asian adults who grew up in the U.S. say they rarely or never talked with family about the challenges they might face because of their race or ethnicity when growing up. 9 Meanwhile, 31% say their family sometimes or often discussed it.

In sum, the survey asked Asian Americans if they have personally experienced 17 specific discrimination incidents in day-to-day encounters or because of their race or ethnicity. It also asked more broadly if they have ever experienced racial discrimination.

• About nine-in-ten Asian Americans have personally experienced at least one of the 17 discrimination incidents asked about in the survey. Across these incidents, Asian Americans are most likely to say that strangers mispronounced their name (68%) or assumed that they are good at math and science (58%). And about half of Asian adults say they have experienced four incidents or more.
• 58% of Asian adults say they have ever experienced racial discrimination or been treated unfairly because of their race or ethnicity. This includes 53% who say they experience racial discrimination from time to time and 5% who say they experience it regularly.

Read the Appendix for the list of the 17 discrimination incidents asked about in the survey. This is not an exhaustive list of all possible discrimination experiences. Some Asian adults who said “no” to all of these may still have experienced some form of discrimination not captured by the survey.

Many Asian Americans face the experience of being treated as a foreigner, no matter their birthplace, citizenship status or strength of their ties to the U.S.

About equal shares of U.S.-born and immigrant Asian adults say they have had experiences in which they are treated as foreigners:

• 70% of immigrants and 62% of U.S.-born Asian adults say people have mispronounced their name.
• 41% of immigrants and 34% of U.S.-born adults say people have acted as if they don’t speak English.
• 31% of immigrants and 35% of U.S.-born adults say someone has told them to go back to their home country.
• And among those who can speak their Asian origin language, 22% of immigrants and 19% of U.S.-born adults say someone has criticized them for speaking a non-English language in public.

These experiences persist even among Asian adults whose families have lived in the U.S. for multiple generations .

• 37% of second-generation Asian adults (the U.S.-born children of immigrant parents) say someone has told them to go back to their home country, compared with 26% of first-generation Asian adults (those who immigrated to the U.S. as adults).

Whether or not immigrants are naturalized U.S. citizens , many still experience being treated as a foreigner. And in some cases, higher shares of citizens than noncitizens say these incidents have happened to them:

• 34% of Asian immigrants who are naturalized U.S. citizens say someone has told them to go back to their home country, compared with 26% of Asian immigrants who have not obtained citizenship. 

(Explore more about the “forever foreigner” stereotype and Asian Americans in Chapter 2 .)

Another experience many Asian Americans encounter is being stereotyped as a model minority, no matter their background. This stereotype often does not align with the lived experiences and socioeconomic backgrounds of many Asians in the U.S. Research on the model minority myth has also pointed to its negative impact on attitudes and expectations made of other racial and ethnic groups. 10

• Immigrant generation: About three-quarters each of 1.5- and second-generation Asian adults say they have had at least one experience in which people have assumed they are good at math and science or not a creative thinker. Smaller shares of first-generation (56%) and third- or higher-generation (55%) Asian adults say the same.
• Education: 72% of Asians with a postgraduate degree say they have been subjected to at least one of the model minority stereotypes, compared with 54% of those with a high school degree or less.
• Income: 73% of Asian adults with a family income of $150,000 or more say this has happened to them, compared with 51% of Asian adults with a family income of less than $30,000.

Asian Americans’ awareness of the term ‘model minority’

Despite most Asian Americans saying they have been subjected to stereotypes associated with the idea of being a model minority, fewer than half (44%) say they have heard of the term. The groups who have experienced model minority stereotypes are also more likely to say they are familiar with the term:

• Experiences of the stereotype: Overall, Asian adults who have experienced at least one model minority stereotype are more likely to be familiar with the label, compared with those who have not faced either of these experiences (51% vs. 32%).
• Immigrant generation: About six-in-ten Asian adults who are 1.5 generation (60%) and second generation (62%) say they have heard of the term. By comparison, 40% of third- or higher-generation and 32% of first-generation Asian adults say the same.
• Education: 53% of Asian Americans with a postgraduate degree know the term “model minority,” compared with 30% of those with a high school degree or less.
• Income: 54% of Asian adults who make $150,000 or more say they are familiar with the term, compared with 29% of those who make less than $30,000.
• Age: 56% of Asian adults younger than 30 have heard the term “model minority.” About 37% of those 65 and older say the same.

Asian Americans’ views of the ‘model minority’ label

Among Asian adults who have heard of the term “model minority,” 42% say describing Asians as a model minority is a bad thing, while 28% say it is neither a good nor bad thing, 17% say it is a good thing and 12% are not sure.

Views among Asian adults who have heard of the model minority label vary across some demographic groups:

• Immigrant generation: 62% of second-generation Asian adults say the model minority label is a bad thing. By comparison, 43% of 1.5-generation and 26% of first-generation Asian adults say the same.
• Age: 66% of Asian adults under 30 view the model minority label negatively, while 8% view it positively. On the other hand, 36% of Asian adults 65 and older say the label is a good thing, while 17% say it is a bad thing.
• Party: 52% of Asian adults who identify with or lean toward the Democratic Party say describing Asians as a model minority is a bad thing, compared with 17% of Republicans and Republican leaners. Among Republicans, 31% say calling Asian Americans a model minority is a good thing, while only 12% of Democrats say the same.

(Explore more about the “model minority” stereotype and Asian Americans’ views of it in Chapter 3 .)

• 40% of Asian adults say they have received poorer service than other people at restaurants and stores. More than four-in-ten Asian adults who have a bachelor’s degree or more say they have had this experience, compared with about one-third with some college experience or less.
• 37% of Asian adults say in day-to-day encounters with strangers, they have been called offensive names. About six-in-ten U.S.-born Asian adults (57%) say this, compared with 30% of Asian immigrants.
• 11% of Asian adults say have been stopped, searched or questioned by the police because of their race or ethnicity. Responses differ by how others perceive their racial or ethnic identity. Asian adults who are perceived as non-Asian and non-White (which includes those who say they are perceived as “mixed race or multiracial” or “Arab or Middle Eastern,” among others) are more likely to say they have had this experience, compared with those who are perceived as Asian or Chinese. 11

In 2021, Pew Research Center conducted 66 focus groups of Asian Americans across 18 different Asian origin groups. In the focus groups, some participants shared their experiences with discrimination that elaborate on our survey findings.

• Many participants talked about their experiences being bullied, harassed or called slurs and other offensive names because of their race or ethnicity. (Read more about these experiences in Chapter 1 )
• Some participants – particularly those who are South Asian – talked about facing discriminatory backlash after the events of Sept. 11, 2001 . ( Chapter 1 )
• We also asked participants what they would do if their close friend was told that they don’t belong here and to go back to their “home country.” Participants offered a range of responses including offering emotional support, telling them to walk away, record and report the incident, and speak up or fight back. ( Chapter 2 )
• Participants also shared their perspectives on the model minority stereotype . Some shared how it reinforces harmful social pressures and treats Asians as monolithic. Others had more mixed feelings, and some had positive impressions of how the stereotype characterizes Asian Americans. ( Chapter 3 )
• Participants discussed their experiences of being discriminated against since the coronavirus outbreak in 2020 , including being shamed, harassed or attacked in public and private spaces. ( Chapter 4 )

From exclusion through World War II

Asian Americans have faced discrimination throughout their history in the United States. In the 1800s, Asians were brought to the U.S. as indentured laborers amid the emancipation of African slaves . While playing integral roles in projects like the Transcontinental Railroad , Asian immigrants faced emerging anti-Asian sentiments and exclusion , with beliefs that Asians were creating unjust labor competition and endangering mainstream American society. Congress passed laws to exclude Asian immigrants including the 1875 Page Law , the 1882 Chinese Exclusion Act and the 1917 Asiatic Barred Zone Act , among others.

In the 1920s, a series of Supreme Court cases reaffirmed previous laws that clarified that Asian immigrants, including South Asians , are not “free White persons” and therefore were excluded from becoming naturalized U.S. citizens. This period also saw legislation that outlawed interracial marriage, including the 1922 Cable Act which stipulated that if U.S.-born women married “aliens ineligible for citizenship,” they would lose their own citizenship. Additionally, beginning in 1913, some states restricted Asian immigrants as well as U.S.-born Asian Americans from the right to own and lease land . Many states upheld these laws until the 1950s, and Florida’s law was only repealed in 2018 .

Beginning in 1942, Japanese Americans were incarcerated during World War II, driven by the belief that they were spies and enemies . Throughout this period, Asians experienced discrimination in the labor market and other areas of life and were treated as foreign people who were not accepted as American.

From post-World War II to the present day

In the postwar period, immigration patterns changed. The 1965 Immigration and Nationality Act abolished quotas and allowed immigration from Asia to increase . The Vietnam War and other conflicts in Southeast Asia brought refugees from the region to the U.S. in higher numbers. And the 1990 Immigration Act raised immigration ceilings and allowed the flow of Asian immigrants in professional occupations to expand.

In this period, other stereotypes about Asian Americans began to emerge. Starting from the 1960s, Asian Americans were portrayed in popular media as overachievers, intellectually and financially successful, and a group that rarely complained or spoke up. Amid the Civil Rights Movement, images of Asian Americans as a successful or “model” minority , especially in comparison with other racial or ethnic groups, proliferated. Two high-profile examples of this include the 1966 New York Times Magazine article calling Japanese Americans a “success story” and the 1987 Time magazine cover story characterizing Asian Americans as “whiz kids.”

Global tensions regularly shaped the experiences of the U.S. Asian population. The fear of economic competition with Asian countries in the postwar period contributed to rising resentment toward Asian Americans and resulted in tragedies such as the murder of Vincent Chin . In the aftermath of Sept. 11 , Muslims, Sikhs, Arabs and South Asians in the U.S. became targets of racial profiling and hate crimes due to anti-Muslim sentiments. Most recently, the COVID-19 pandemic intensified anti-Asian sentiment , with many Asian Americans facing racist attacks, threats and bias across the country.

• For more on the spike in anti-Asian discrimination incidents following the coronavirus outbreak in 2020, refer to the U.S. Commission on Civil Rights, 2023, “ The Federal Response to Anti-Asian Racism in the United States ”; and the Center for the Study of Hate and Extremism at California State University San Bernadino, 2021, “ Report to the Nation: Anti-Asian Prejudice and Hate Crime .” ↩
• Refer to previous Pew Research Center surveys of English-speaking Asian adults on Asian Americans’ concerns about being threatened or attacked following the coronavirus outbreak and whether it impacted their daily routines . ↩
• Previous research has explored how describing Asian Americans as a model minority stereotypes them, as well as how it functions in the American racial context and assimilating minorities into mainstream U.S. society. For more, refer to Wu, E.D. 2013. “ The Color of Success: Asian Americans and the Origins of the Model Minority .” ↩
• For more information about model minority stereotypes, refer to Lu, J.G. 2023. “ A Creativity Stereotype Perspective on the Bamboo Ceiling: Low Perceived Creativity Explains the Underrepresentation of East Asian Leaders in the United States .” Journal of Applied Psychology . ↩
• While name mispronunciation may not always be experienced as discrimination, names are strong indicators of other aspects of identity, and having one’s name mispronounced can have profound interpersonal and institutional impacts. Additionally, a common experience among Asian Americans with “difficult-to-pronounce” names is adopting an “easy-to-pronounce” or Anglicized version of their name in response to social pressure. For more, refer to Laham, S.M., P. Koval and A.L. Alter, 2012 “ The Name-Pronunciation Effect: Why People like Mr. Smith More than Mr. Colquhoun ,” Journal of Experimental Social Psychology; and Zhao, X. and M. Biernat, 2017, “ ‘Welcome to the U.S.’ but ‘Change your Name’? Adopting Anglo Names and Discrimination ,” Journal of Experimental Social Psychology. ↩
• Regional Asian origin groups include those who self-identify with an Asian ethnic origin group or multiple Asian ethnic origin groups that belong to one Asian region only. East Asian adults include those who identify as Chinese, Japanese, Korean or some other East Asian origin. South Asian adults include those who identify as Bangladeshi, Indian, Nepali, Pakistani or some other South Asian origin. Southeast Asian adults include those who identify as Cambodian, Filipino, Hmong, Vietnamese or some other Southeast Asian origin. ↩
• In this report, Asian immigrants who are “first generation” – those who came to the U.S. when they were 18 or older – and “1.5 generation” – those who came to the U.S. when they were younger than 18 – are treated as two separate groups. This differs from other Pew Research Center analyses that categorize all immigrants, regardless of the age at which they came to the U.S., as “first generation.” The distinction between “first generation” and “1.5 generation” in this report follows previous research that explores how age and life stage for foreign born, and parental nativity for U.S. born, impact and complicate the meaning and measurement of generational labels. For more, refer to Rumbaut, R.G. 2004. “ Ages, Life Stages, and Generational Cohorts: Decomposing the Immigrant First and Second Generations in the United States .” International Migration Review. ↩
• Previous research suggests that birthplace, age at immigration, and length of residence in the U.S. are linked to perceptions of discrimination. Those who were born in the U.S., immigrated at a younger age, and have resided in the U.S. for longer periods are more likely to perceive discrimination than their counterparts. For more, refer to Brondolo, E., R. Rahim, S. Grimaldi, A. Ashraf, N. Bui and J. Schwartz, 2015, “ Place of Birth Effects on Self-Reported Discrimination: Variations by Type of Discrimination ,” International Journal of Intercultural Relations; and Wong, J. and K. Ramakrishnan, 2021, “ Anti-Asian Hate Incidents and the Broader Landscape of Racial Bias ,” AAPI Data. Additionally, according to the same Pew Research Center survey, U.S.-born Asian adults are less likely than Asian immigrants to say that all or most of their friends in the U.S. are Asian . ↩
• “Asian adults who grew up in the U.S.” are those who were born in the U.S. and those who were born abroad but immigrated to the U.S. before they were 18 (that is, those who are 1.5 generation and all U.S.-born adults). Because this question asks whether Asian adults talked with their families about the challenges they might face because of their race or ethnicity when growing up, analysis is limited only to those who grew up in the U.S. to provide a consistent base for the racial context in which the respondent grew up. ↩
• Some scholars argue that the model minority stereotype of Asian Americans is used as an instrument to discipline other racial and ethnic groups and to undermine their political demands. For more on this, see Wu, E.D., 2013, “ The Color of Success: Asian Americans and the Origins of the Model Minority ”; and Poon, O, D. Squire, C. Kodama, A. Byrd, J. Chan, L. Manzano, S. Furr, and D. Bishundat, 2016, “ A Critical Review of the Model Minority Myth in Selected Literature on Asian Americans and Pacific Islanders in Higher Education ,” Review of Educational Research. ↩
• In the same survey, we asked Asian adults how most people would describe them if, for example, they walked past them on the street – that is, how others perceive their racial or ethnic identity. About 60% of Asian adults say they are perceived as “Asian,” 12% say they are perceived as “Chinese,” 5% say they are perceived as “Hispanic or Latino,” 3% say they are perceived as “White,” and 18% say they are perceived as some other non-White and non-Asian race or ethnicity. Asian adults who say they are perceived as a non-White and non-Asian race or ethnicity include those who say most people would describe them as mixed race or multiracial, Arab or Middle Eastern, Native American or an Indigenous person, African American or Black, or some other race or ethnicity. Throughout this report, data for Asian adults who are perceived as White is not shown separately due to insufficient sample size. ↩

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Price Discrimination Experience, Essay Example

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I have experienced four main types of price discrimination in my life.

The first main one, as a college student, is the difference between instate and outstate tuition. That is, while outstate students are required to pay roughly 30% higher for classes, instate students receive a “discount” on their tuition.

The second type of price discrimination I have experienced at the doctor’s office. Because I hold a different type of insurance than others in the clinic, my insurance bills at a different rate. This includes fees relating to the doctor’s appointment, medical diagnostic tests, and medical procedures.

The third type of price discrimination I have experienced is differing prices for concert tickets. Although Ticketmaster typically charges “standard rates” for tickets ranging from concerts to sport events, individuals buy these tickets and then sell them for other prices (note: this may be illegal depending on respective state laws).

The fourth type of price discrimination I have experienced is use of “Group-on” coupons for use in restaurants and stores around town. While restaurants and retailers have their “listed price”, Group-on’s business model is based on giving individuals a lower price in order to access new food and products- retailers hope customers will come back again and again.

Although these four examples all deal with price discrimination, their underlying strategy is different. The typical description of price discrimination involves sellers that discriminate based on different price elasticity of demand. This is arguably at work in examples three and four: People may be willing to pay less for food of which they don’t know the quality; same with concert tickets based on demand. The first example is not necessarily based on different price elasticity (although that plays a role); the main reason is that states protect educational markets supported with public money. The second example involving health insurance does not necessarily deal with differing elasticity since consumers do not pay (nor do they likely know) the price of certain medical services.

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The Long History of Discrimination in Job Hiring Assessments

Applying for jobs can be a difficult and frustrating experience: you’re putting forward your qualifications to be judged by a prospective employer. We all want to be treated fairly. We want our qualifications to speak for themselves. But for job seekers who have been historically excluded or discriminated against because of their race, gender identity, or disability, there can be another question lurking in the background: Am I being judged, not for my ability to do the job, but for my identity?

Automated decision-making tools, including those using artificial intelligence, or AI, and algorithms, have been widely adopted in hiring. Today seven out of 10 employers use them. We have previously written about AI and some of the newer ways that it’s impacting hiring, including how it lacks transparency and can harbor serious flaws that lead to bias and discrimination. But these tools are just the latest frontier in a long history of employment tests that can discriminate and harm job seekers. For example, one of the landmark civil rights cases, Griggs v. Duke Power Co (1971) , was about a company’s use of bogus tests to block the promotion of Black workers .

How Artificial Intelligence Might Prevent You From Getting Hired

AI-based tools are used throughout hiring processes, increasing the odds of discrimination in the workplace.

Source: American Civil Liberties Union

When tests and tools that have a long history of problems are combined with new technologies like AI, risks of harm only increase, exacerbating harmful barriers to employment based on race, gender, disability, and other protected characteristics. While the harm of racial discrimination in employment tests has long been recognized and challenged, there has been less awareness about how these tests impact applicants who, in addition to facing racial discrimination, face discrimination based on their disabilities.

The use of personality assessments in hiring processes has become increasingly common. Yet these tests often ask general questions that may have little to do with the ability to do the job and capture traits that are directly linked with characteristics commonly associated with autism and mental health conditions such as depression and anxiety. This creates a high risk that qualified workers with these disabilities will be disadvantaged compared to other workers and may be unfairly and illegally screened out.

Know Your Rights | Know Your Digital Rights: Digital Discrimination in Hiring

Equal access to job opportunities is a core component of economic justice. Increasingly, employers are using automated tools in their hiring...

To push back, we filed a complaint to the Federal Trade Commission (FTC) against Aon, a major hiring technology vendor, alleging that Aon is deceptively marketing widely used online hiring tests as “bias-free” even though the tests discriminate against job seekers based on traits like their race or disability. The ACLU and co-counsel have also filed charges with the Equal Employment Opportunity Commission (EEOC) against both Aon and an employer that uses Aon’s assessments on behalf of a biracial (Black/white) autistic job applicant who was required to take Aon assessments as part of the employer’s hiring process.

Two Aon products, a “personality” assessment test and its automated video interviewing tool, which integrate algorithmic or AI-related features, are marketed to employers across industries as cost-effective, efficient, and less discriminatory than traditional methods of assessing workers and applicants. However, these products assess very general personality traits such as positivity, emotional awareness, liveliness, ambition, and drive that are not clearly job related or necessary for a specific job and can unfairly screen out people based on disabilities. The automated features of these tools exacerbate these fundamental problems, particularly as Aon incorporated artificial intelligence elements in its video interviewing tool that are also likely to discriminate based on disability, race, and other protected characteristics.

Cognitive ability assessments, another staple in hiring, must also be subject to scrutiny, as they have long been shown to disadvantage Black job candidates and other candidates of color and may also unfairly exclude individuals based on disability. These tests, touted to measure aspects of memory, as well as several others it markets, have racial disparities in performance.

For autistic and other neurodivergent job applicants and applicants of color, cognitive ability assessments pose a significant barrier to employment. Not only do they fail to accommodate diverse needs, but they also perpetuate discrimination based on race, disability, and other traits. Employers should not use assessments that carry a high risk of discrimination. Employers risk screening out people who could be successful employees, impacting diversity in the workplace, and could face legal liability, even where the assessments are designed and administered by third-party vendors. Employers have a legal obligation to thoroughly vet any assessments they use for compliance with anti-discrimination laws, and if they decide to use an assessment, they must provide meaningful notice so that disabled workers can make an informed choice whether to seek accommodations or alternative processes.

But vendors must also be accountable for the tools they market. Employers can hold vendors accountable by demanding that vendors truly design their products to be inclusive – including by incorporating the perspectives and experiences of people with disabilities and other protected groups into their design process — and conduct thorough auditing for discrimination based on race, disability and other protected characteristics. They can also demand transparency and decline to purchase their products if they fail to do so. And vendors can and should also be held legally accountable for their discriminatory products and deceptively marketing them. As the EEOC recently argued in a federal case about discrimination in an online hiring product, vendors can be held accountable under employment discrimination laws, and our FTC complaint should serve as notice to vendors that we will seek to hold them accountable under consumer protection laws as well.

As the hiring landscape continues to change and job applicants face new hiring tools, we must strive for a future where skills and potential, not bias, determines our opportunities. The ACLU stands ready to defend the rights of individuals wronged by discriminatory practices. Together, we can dismantle discriminatory barriers and build a more inclusive workforce for all.

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Held v. Montana

This Supreme Court ruling is a ‘get-out-of-jail’ card for racial discrimination

The Supreme Court’s conservative supermajority made it much easier last week to attack the political power of the nation’s growing communities of color . The high court’s attacking voting rights isn’t new. But the latest blow, in a 6-3 opinion written by Justice Samuel Alito in a South Carolina case, is especially breathtaking and cynical because it creates a sweeping partisanship safe harbor for states that want to gerrymander communities of color out of power. Racially gerrymandered map? No, not us. We were just discriminating against Democrats who just happen to be Black (or Latino or Asian).

Racially gerrymandered map? No, not us. We were just discriminating against Democrats who just happen to be Black.

The decision in Alexander v. South Carolina Conference of NAACP sharply reverses course on Chief Justice John Roberts’ court’s 2017 resolution of a race-vs.-politics puzzle that had dogged the Supreme Court for nearly three decades.

Under the court’s jurisprudence, the distinction mattered because while racial gerrymandering is unconstitutional , partisan gerrymandering isn’t. But trying to ascertain whether race or politics was behind lawmakers’ mapmaking decisions drove the justices bonkers. Retired Justice Stephen Breyer bemoaned last decade that the plethora of racial gerrymandering cases required the court to spend “the entire term reviewing 5,000-page records,” reviewing map drawers’ choices precinct by precinct.

In 2017, the court had a breakthrough and resolved the conundrum by simply declaring in Cooper v. Harris that — whether it was race or politics — motive was irrelevant if evidence showed that map drawers had targeted voters of color. Writing for a majority that notably included conservative Justice Clarence Thomas, Justice Elena Kagan explained that “the sorting of voters on the grounds of their race remains suspect even if race functions as a proxy for other (including political) characteristics.” In short, partisan gerrymandering might be allowed, but you can’t use race as the crude tool to get there.

Justice Alito’s opinion throws out the court’s 2017 consensus in favor of the position he took in dissent in Cooper, joined this time around by Justice Thomas, who had a change of heart.

Before Alexander, voters of color in racial gerrymandering cases had to show merely that race had predominated in map drawers’ decision-making. After Alexander, if states defend maps on the grounds that “it was just politics,” which they will do now in every case, Justice Alito’s opinion imposes an additional head-spinning hurdle. Voters of color must now also show that it would have been possible to pull off a state’s partisan gerrymander by targeting white voters.

This is likely to be a train wreck for communities of color.

By sanctioning a partisan “get-out-of-jail” card for racial discrimination, Justice Alito’s Alexander decision is both delusional and contemptuous

No place illustrates the challenge more than the South, where race and politics are intimately entangled. White Democrats, to the extent they exist in the region, are often inconveniently situated from the standpoint of a would-be gerrymanderer: They live in the same neighborhoods as white Republicans — sometimes in the same houses. By contrast, residential segregation and racially polarized voting mean that even if a map drawer’s motives are purely partisan, adjusting the Black (or nonwhite) percentage of a district is a singularly efficient way to shift the partisan balance of a district in predictable ways.

By deliberately ignoring the role that race continues to play in American politics, and by sanctioning a partisan “get-out-of-jail” card for racial discrimination, Justice Alito’s Alexander decision is both delusional and contemptuous. In many ways, it is reminiscent of the Supreme Court’s dishonest Jim Crow-era opinions upholding literacy tests and poll taxes on the grounds that they were “race neutral.” But, then as now, pretending not to see racial discrimination won’t make it go away.

For a court that professes to be so deeply concerned about the continuation of racialized politics, the South Carolina decision is likely only to help perpetuate it.

Picture an alternative universe, one where it isn’t so easy to gerrymander voters of color.

In that world, Republicans in places like coastal South Carolina would have no choice but to compete for Black votes. To be sure, the state’s Black voters currently overwhelmingly favor Democrats. But that is at least in part because Republicans have little reason to appeal to Black concerns and interests. In a world of gerrymandered districts, they don’t have to.

Compare that to vigorous competition by both major parties for votes across racial lines in Orange County, California, where a citizen-led commission drew congressional maps under rules that emphasized keeping communities together. Unable to rely on gerrymandered districts to win, both parties aggressively recruited candidates of color, opened outreach centers and knocked on doors. This is what the future of a multiracial American democracy could look like.

If the Roberts court is unable or unwilling to lead us there, then Congress must. In 2022, Congress came achingly close to passing the John R. Lewis Voting Rights Advancement Act and the Freedom to Vote Act , two transformative bills that would have renewed and strengthened voting rights laws, banned partisan gerrymandering and set a baseline for election practices in line with the needs of a diverse 21st-century America. Only the stubborn refusal of two Democratic senators to change filibuster rules stopped the bill from becoming law.

For the time being, with a deeply divided Congress, both bills remain stalled. But the opportunity to advance them will come again, perhaps as soon as the next Congress. And when it does, House Democratic leader Hakeem Jeffries and Senate Majority Leader Chuck Schumer have rightly said, passage of the two bills will be the top Day One priority of their caucuses.

History offers a sober warning about where the court might be headed. In 2009, the Supreme Court signaled that it was likely to strike down the formula used to determine which states were subject to preclearance under the Voting Rights Act, saying the formula was outdated and didn’t take into account contemporary circumstances. But despite the warning, bipartisan support at the time to update the formula and much larger Democratic majorities than today in both houses, Congress failed to act. Four years later, the Supreme Court did exactly what it had foreshadowed.

Next time around, Congress must be ready to act. The future of America’s emerging multiracial democracy depends on it.

Michael Li serves as senior counsel for the Brennan Center’s Democracy Program, where his work focuses on redistricting, voting rights and elections.

Three Black men sue American Airlines for racial discrimination after allegedly being pulled off plane over body odor complaint

Three Black men filed a federal lawsuit Wednesday against American Airlines, claiming they were racially discriminated against when they were allegedly pulled off a plane over a body odor complaint.

The men had boarded a New York City-bound flight in Phoenix on Jan. 5 when an American Airlines employee asked eight passengers, who were all Black men, to leave the plane, according to the lawsuit. Three of them are part of the lawsuit. 

The plaintiffs — Alvin Jackson, Emmanuel Jean Joseph and Xavier Veal — say they did not know each other and were not seated together, according to the lawsuit.

In an interview Wednesday with NBC News, Jackson and Jean-Joseph said they felt singled out for being Black and were humiliated by the episode.

“Being grouped and removed hits all these trigger points of things that I don’t think should happen to Black people anymore,” Jackson, 27, said.

Jean-Joseph said the men were made to look like criminals as they walked down the aisle of the plane. He said he has not flown since the incident and that he broke down as he relived it Wednesday, when the lawsuit was filed. 

“It still affects me,” he said. “When I do get on a plane again, it’s going to be something that haunts me.”

In a statement, American Airlines said it was investigating the incident and that the “claims do not reflect our core values or our purpose of caring for people.”

“We take all claims of discrimination very seriously and want our customers to have a positive experience when they choose to fly with us,” the company said.

All eight men reboarded the flight about an hour later, after complaining about discrimination and after the airline could not book them on a later flight, according to the lawsuit, which was filed in the Eastern District of New York.

The plaintiffs are seeking awards of compensatory damages to be determined in a jury trial.

“They suffered during the entire flight home, and the entire incident was traumatic, upsetting, scary, humiliating, and degrading,” the lawsuit said.

The lawsuit also alleges that American Airlines has a documented history of mistreating Black passengers, citing a 2017 NAACP travel advisory warning Black passengers that their safety could be compromised if they flew American Airlines, referencing a series of “troublesome conduct” by employees at the time. 

At the time, then-CEO Doug Parker said the company does not “tolerate discrimination of any kind” and said American Airlines had reached out to the NAACP to discuss concerns. 

Melissa Chan is a reporter for NBC News Digital with a focus on veterans’ issues, mental health in the military and gun violence.

Gender Discrimination Essay

500 words gender discrimination essay.

Gender discrimination is when there are unfair rights between male and female. It differs because of their gender roles which ultimately leads to unequal treatment in life. Gender discrimination has been around for many centuries. However, as we are evolving, it is time to do away with such notions of gender roles. Thus, gender discrimination essay will take us through it in detail.

Causes of Gender Discrimination

There are many causes of gender discrimination. The first one has to be illiteracy . When people do not educate themselves, they continue to live in the old times. Thus, they follow the old-age sexist traditions and norms.

Education can bring about a change in this mindset because educated people will less likely partake in gender discrimination. Further, poverty is also another reason which is interlinked in a way.

It is the root cause in many places because the economic dependence remains on the male counterparts mostly. Thus, women suffer a lot from it because of the same reason. They never get out of this and stay financially dependent on men.

Furthermore, the patriarchal setup in our society plays a big role. In this setup, the male dominates almost every aspect of life. Thus, they consider themselves to be superior to others.

This way, a lot of violence and injustice is meted out against females. Thus, when there is a gender considering themselves to be superior, it becomes difficult for everyone to avail equal opportunities.

Impact of Gender Discrimination

Gender discrimination has a deep impact on society as a whole. It does not just impact a specific section of the society but every part of it. First of all, it impacts children as they fall prey to gender stereotypes from a young age.

Further, it impacts young people because it impacts their behaviour, study choices, ambitions, attitudes and more. Thus, many girls do not participate in many sports and women experience physical violence more than men.

Next up, we have gender discrimination affecting adults because there is a gender pay gap between the working class. Men earn more for doing the same work as women. In addition, older women have more risk of becoming homeless than men.

It also impacts the aboriginal women because they have it a lot worse. It is more likely to happen that they can die from family violence, 11 times more than men. Even for men, it is not beneficial as it sets difficult standards for men to follow.

It draws a line on men being emotional. Thus, they can never showcase their emotions truly without being judged. Similarly, men do not parental leave in many places. Ultimately, all this results in more suicide in men. Thus, it impacts everyone.

Get the huge list of more than 500 Essay Topics and Ideas

Conclusion of Gender Discrimination Essay

Gender discrimination must be checked at every stage so that no person should be denied a chance to learn and grow. Thus, everyone, no matter male or female, must get a start in life in terms of educations and other opportunities. We must come together as a society to do this.

FAQ on Gender Discrimination Essay

Question 1: Who is affected by gender inequality?

Answer 1: Gender inequality affects everyone, which includes men as well. Stereotypes about how women and men, girls and boys should be, start from their childhood and follow us to adulthood. Thus, it does not affect just one but all.

Question 2: Give an example of gender discrimination.

Answer 2: There are many examples of gender discrimination. For instance, restriction on clothing. If a man wears shorts, no one will bat an eye. However, if a woman wears shorts, she will be seen in a bad light and be called names. Similar is the case for housework.

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Scorned umpire Ángel Hernández, who unsuccessfully sued MLB for racial discrimination, retires

FILE - San Diego Padres manager Andy Green, left, argues with home plate umpire Angel Hernandez before being ejected between the third and fourth innings of the team’s baseball game against the Pittsburgh Pirates, June 29, 2018, in San Diego. Longtime umpire Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately, announced Monday, May 27, 2024. (AP Photo/Gregory Bull, File)

FILE - Umpire Ángel Hernández looks on during the first inning of a baseball game between the New York Yankees and the Houston Astros, Aug. 4, 2023, in New York. Longtime umpire Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately, announced Monday, May 27, 2024. (AP Photo/Frank Franklin II, File)

FILE - Home plate umpire Angel Hernandez watches in the fourth inning of a baseball game between the Detroit Tigers and Cleveland Guardians, Sept. 30, 2023, in Detroit. Longtime umpire Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately, announced Monday, May 27, 2024. (AP Photo/Paul Sancya, File)

FILE - Atlanta Braves interim Manager Brian Snitker, left, reacts as he is ejected by umpire Angel Hernandez (55) during the tenth inning of a baseball game, July 19, 2016, in Cincinnati. Longtime umpire Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately, announced Monday, May 27, 2024. (AP Photo/Gary Landers, File)

FILE - New York Yankees manager Aaron Boone, center, argues a call with umpire Angel Hernandez, right, as Gleyber Torres, left, watches during the first inning of a baseball game against the Toronto Blue Jays, April 7, 2024, in New York. Longtime umpire Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately, announced Monday, May 27, 2024. (AP Photo/Frank Franklin II, File)

FILE - MLB umpire Angel Hernandez signals during a baseball game between the Arizona Diamondbacks and the Cincinnati Reds in Cincinnati, June 8, 2022. Longtime umpire Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately, announced Monday, May 27, 2024. (AP Photo/Aaron Doster, File)

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NEW YORK (AP) — Longtime umpire Ángel Hernández, who unsuccessfully sued Major League Baseball for racial discrimination, is retiring immediately.

During a career that lasted more than three decades, the 62-year-old Hernández was often derided by players, managers and fans for missed calls and quick ejections — some in high-profile situations.

Hernández issued a statement through MLB on Monday night saying he has decided he wants to spend more time with his family.

“Starting with my first major league game in 1991, I have had the very good experience of living out my childhood dream of umpiring in the major leagues. There is nothing better than working at a profession that you enjoy. I treasured the camaraderie of my colleagues and the friendships I have made along the way, including our locker room attendants in all the various cities,” Hernández said.

“Needless to say, there have been many positive changes in the game of baseball since I first entered the profession. This includes the expansion and promotion of minorities. I am proud that I was able to be an active participant in that goal while being a major league umpire.”

Last summer, Hernández lost for a second time in his racial discrimination lawsuit against MLB when a federal appeals court refused to reinstate his case. The 2nd Circuit U.S. Court of Appeals upheld a 2021 District Court decision that granted MLB a summary judgment.

Hernández sued in 2017. He alleged he was discriminated against because he had not been assigned to the World Series since 2005 and had been passed over for crew chief. He served as an interim crew chief from 2011-16.

“Hernández has failed to establish a statistically significant disparity between the promotion rates of white and minority umpires,” the 2nd Circuit said in an 11-page decision. “MLB has provided persuasive expert evidence demonstrating that, during the years at issue, the difference in crew chief promotion rates between white and minority umpires was not statistically significant. Hernández offers no explanation as to why MLB’s statistical evidence is unreliable.”

Yankees ace CC Sabathia blasted Hernández during the 2018 AL Division Series, when Hernández had three calls at first base overturned via replay in a four-inning span. Sabathia said the umpire is “absolutely terrible” and questioned why Hernández would be allowed to work postseason games.

Sabathia responded to the retirement news Monday night on X with a Looney Toons clip of Porky Pig saying “That’s all folks.”

Hernández was sidelined by a back injury last season until July 31. This year he was behind the plate eight times, including for his final game May 9 between the Cleveland Guardians and Chicago White Sox.

USA Today and ESPN, each citing an anonymous source, reported Hernández reached a settlement to leave MLB. USA Today reported the sides spent the last two weeks negotiating a financial settlement before coming to an agreement this past weekend.

Born in Cuba, Hernández was hired as a big league umpire in 1993. He worked two World Series (2002, 2005), three All-Star Games (1999, 2009, 2017) and eight League Championship Series, with his last LCS assignment coming in 2016.

In Game 3 of the 2018 AL Division Series between the New York Yankees and Boston Red Sox, Hernández had three calls at first base overturned on video replay reviews.

AP Baseball Writer Ronald Blum contributed to this report.

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