WEBVTT 00:00:01.569 --> 00:00:04.061 - [Voiceover] Discrimination is differential treatment 00:00:04.061 --> 00:00:05.939 and harmful actions against minorities, 00:00:05.939 --> 00:00:08.926 the key word here being actions. 00:00:08.926 --> 00:00:09.994 And discrimination can be based 00:00:09.994 --> 00:00:13.846 on a ton of different factors including race, age, religion, 00:00:13.846 --> 00:00:15.723 and the list goes on and on. 00:00:15.723 --> 00:00:18.442 And discrimination can occur at the individual level, 00:00:18.442 --> 00:00:20.772 but it can also happen at an organizational 00:00:20.772 --> 00:00:22.487 or institutional level. 00:00:22.487 --> 00:00:25.256 So, first, let's take a look at an example 00:00:25.256 --> 00:00:28.120 of individual discrimination. 00:00:28.120 --> 00:00:29.811 So for individual discrimination you can say 00:00:29.811 --> 00:00:32.110 that this is a science professor, for example, 00:00:32.110 --> 00:00:33.329 and he does not like women 00:00:33.329 --> 00:00:36.266 so he will not let them in his class no matter what. 00:00:36.266 --> 00:00:39.128 And that's how he is. 00:00:39.128 --> 00:00:40.797 He says, "Hey, no women are allowed 00:00:40.797 --> 00:00:41.973 "to learn physics in my class." 00:00:41.973 --> 00:00:44.921 So because he is an individual person and he's acting 00:00:44.921 --> 00:00:48.184 against a certain type of people based on sex in this case, 00:00:48.184 --> 00:00:51.311 but it could have been on age, race, religion, whatever, 00:00:51.311 --> 00:00:52.755 that is individual discrimination. 00:00:52.755 --> 00:00:54.241 So he is taking action. 00:00:54.241 --> 00:00:56.366 It's him, one person. 00:00:56.366 --> 00:00:59.724 On the other hand, we have institutional discrimination. 00:00:59.724 --> 00:01:02.080 So institutional discrimination is really just 00:01:02.080 --> 00:01:03.995 an organization discriminating. 00:01:03.995 --> 00:01:05.373 It's not an individual anymore. 00:01:05.373 --> 00:01:08.329 So this can include governments, banks, schools, 00:01:08.329 --> 00:01:09.891 any sort of organization. 00:01:09.891 --> 00:01:12.839 So the example we'll look at is Brown v. Board of Education, 00:01:12.839 --> 00:01:16.171 and this was a landmark court case in 1954. 00:01:16.171 --> 00:01:18.691 And in this court case, it overturned the fact that 00:01:18.691 --> 00:01:20.904 there used to be separate but equal schools. 00:01:20.904 --> 00:01:22.588 So African-Americans and whites 00:01:22.588 --> 00:01:24.608 had to go to different schools. 00:01:24.608 --> 00:01:26.012 Well, this in fact wasn't the case 00:01:26.012 --> 00:01:27.487 and that's what Brown was saying. 00:01:27.487 --> 00:01:29.344 He was saying, "Hey, even though you're saying 00:01:29.344 --> 00:01:31.469 "there are these separate but equal schools, 00:01:31.469 --> 00:01:34.150 "that actually is not true. We're having much more 00:01:34.150 --> 00:01:36.952 "inferior service to you, and we also aren't 00:01:36.952 --> 00:01:40.563 "receiving the same education, and we're being mistreated." 00:01:40.563 --> 00:01:44.076 So that is what institutional discrimination is, 00:01:44.076 --> 00:01:46.637 and it can be done through a couple different ways. 00:01:46.637 --> 00:01:48.561 And a couple types that we'll talk about 00:01:48.561 --> 00:01:51.053 are intentional and unintentional. 00:01:51.053 --> 00:01:54.275 And this is a law so this intentional, our example. 00:01:54.275 --> 00:01:57.241 And let's look at a couple examples of how institutional 00:01:57.241 --> 00:02:00.526 and organizational policies can actually 00:02:00.526 --> 00:02:02.074 discriminate unintentionally. 00:02:02.074 --> 00:02:03.584 So, first, we'll look at something called 00:02:03.584 --> 00:02:06.718 side-effect discrimination, and side-effect discrimination 00:02:06.718 --> 00:02:08.598 is an interesting thing because it talks about 00:02:08.598 --> 00:02:12.104 how one institution or organization or sort of sector 00:02:12.104 --> 00:02:14.690 can influence another negatively. 00:02:14.690 --> 00:02:17.411 So there's many institutions if we think about it. 00:02:17.411 --> 00:02:19.396 There's economics. 00:02:19.396 --> 00:02:24.126 There's politics, government, law, business, medicine. 00:02:24.126 --> 00:02:27.197 We have all sorts, and they all are interdependent 00:02:27.197 --> 00:02:29.032 and related in some way. 00:02:29.032 --> 00:02:31.435 And that is what side-effect discrimination is saying. 00:02:31.435 --> 00:02:35.835 So if one area is sort of discriminating or doing something, 00:02:35.835 --> 00:02:37.136 it can affect another. 00:02:37.136 --> 00:02:38.428 So let's take a look at this example. 00:02:38.428 --> 00:02:40.073 So let's say in a small town it seems 00:02:40.073 --> 00:02:41.944 that an African-American man has never gotten 00:02:41.944 --> 00:02:43.451 a non-guilty verdict. 00:02:43.451 --> 00:02:46.551 So many minorities plead guilty to a lesser charge 00:02:46.551 --> 00:02:48.095 even though they may have been innocent, 00:02:48.095 --> 00:02:50.260 and they didn't think they could get off on a fair verdict 00:02:50.260 --> 00:02:52.593 in this city so they just took the lesser crime. 00:02:52.593 --> 00:02:53.520 Well, let's fast forward. 00:02:53.520 --> 00:02:55.528 They're trying to apply to a job now, 00:02:55.528 --> 00:02:57.665 and while applying to the job their criminal record 00:02:57.665 --> 00:03:00.831 comes up and the employer he has nothing. 00:03:00.831 --> 00:03:02.905 He just uses the information about the applicant's 00:03:02.905 --> 00:03:05.947 criminal record, and they don't intend to discriminate 00:03:05.947 --> 00:03:07.166 by any means. 00:03:07.166 --> 00:03:09.906 There's no ill will, but they end up doing so 00:03:09.906 --> 00:03:12.492 whether or not the individual was guilty or not, 00:03:12.492 --> 00:03:14.353 and this is side-effect discrimination. 00:03:14.353 --> 00:03:15.862 So it's unintentional. 00:03:15.862 --> 00:03:18.985 So by the criminal justice system having reached 00:03:18.985 --> 00:03:21.840 an unjust verdict, it wasn't fair at all, 00:03:21.840 --> 00:03:24.567 the potential employer is swayed in an unfair way. 00:03:24.567 --> 00:03:26.343 So that's side-effect discrimination, 00:03:26.343 --> 00:03:28.316 one institution affecting another. 00:03:28.316 --> 00:03:31.164 So a second way unintentional discrimination can occur 00:03:31.164 --> 00:03:35.116 is through something called past-in-present discrimination. 00:03:35.116 --> 00:03:38.332 And past-in-present discrimination talks about how things 00:03:38.332 --> 00:03:41.027 that were done in the past, even though they may no longer 00:03:41.027 --> 00:03:43.543 be allowed, they can have consequences 00:03:43.543 --> 00:03:44.943 for people in the present. 00:03:44.943 --> 00:03:47.258 An example would be Brown v. Board of Education. 00:03:47.258 --> 00:03:50.068 Before this verdict, African-Americans and white people 00:03:50.068 --> 00:03:52.076 had to attend different schools. 00:03:52.076 --> 00:03:54.468 So just after the decision, let's say that there's a girl 00:03:54.468 --> 00:03:56.232 and she wants to go to an integrated school now 00:03:56.232 --> 00:04:01.020 with white kids and black kids both in the same classroom 00:04:01.020 --> 00:04:04.343 but now she's clearly not, she doesn't feel welcome. 00:04:04.343 --> 00:04:05.749 She still feels mistreated, 00:04:05.749 --> 00:04:08.466 and it's still not going well for her 00:04:08.466 --> 00:04:10.588 so that's past-in-present discrimination. 00:04:10.588 --> 00:04:12.144 That's a negative attitude from the past 00:04:12.144 --> 00:04:14.803 coming forward to the present, and it causes a minority 00:04:14.803 --> 00:04:16.649 to be discriminated against unfairly.