Prejudice And Discrimination In Minorities

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Discrimination is a common factor in minorities due to been seen as inferior or been seen as a fear factor. During a flight, the airline company, ExpressJet, due to refusing to serve alcohol, suspended a Muslim flight attendant in accordance to her Islamic faith. Prior to her suspension, the flight attendant, Charee Stanley, had been doing her job without having to serve alcohol. Charee Stanley had been working for ExpressJet for three years and approximately two years ago converted to Islamic faith and learned that it prohibit consuming it as well as serving it. Stanley’s supervisor advised Stanley to find an arrangement with other attendants to deliver passenger requests of alcohol. The arrangement was working great and without incident until…show more content…
A prejudice is a negative attitude held toward members of a group and discrimination is behaving differently towards the member of a group. Both of these two concepts going hand and hand and prejudice usually leads to discrimination. Although, modern racism has merely become more subtle and carefully avoid expressions of prejudices; however these people contain negative attitude towards minorities. Prejudices is an attitude is usually comes from parents called observational learning or events that have shape a person life such as 9/11. A threat to social identity is what may provoke responses that foster prejudices and discrimination. Social identity refers to the pride individuals get from their group membership such as ethnic groups, religion and so…show more content…
The hypothesis presented by the experiment is that if an employer has negative information such misconduct or attitude about a Muslim applicant then a subtle bias or discrimination may be observed. The independent variables used were the applicants name, negative information was given, and Managerial Expertise. Each independent variable had two levels, which were a Muslim name vs. an American European name, as well as negative information was given vs. negative information not given to employer, and finally high expertise vs. low expertise. The dependent variable was whether a subtle bias was detected. The operational definition used was the employer was asked to answer personnel decision such as salary, future job opportunities, and hiring the applicant. There were a total of 149 participants, 67 managers and 82 undergraduate students. The managers were 50 males and 17 females, were recruited through personal contacts, and each participated in the study voluntarily. The managers’ ethnic backgrounds were European Americans, Asian American, and South Americans. The undergraduates, 34 males and 48 females, were from an introductory psychology course where they receive credit for their participation. The undergraduates’ ethnic was diverse including African
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