Alleviating Disparity in Perceptions of Discrimination in America – “Listening” and “Being Heard”
Saturday, October 31st, 2009
America is the great melting point, a haven for difference. Millions of people from around the world immigrate for a chance to experience the opportunities promised them in this country. Within this great American ideal is the reality of different social and psychological experiences for cultural or ethnic minority group members based on social, racial, and/ or ethnic status. Different lived experiences alert individuals to their group identity , creating a lens through which to see and judge their experiences (L. Arredondo, personal communication /class lecture, 11/16/2006); So that, while a person is American they are also European-American, also African-American, also Asian-American, Hispanic-American, etc. Through these different socio-cultural contexts, individuals and groups develop different models that influence their thoughts and actions within their own and other contexts (Y.C. Dutton, personal communication/class lecture, 11/16/2006). Models of diversity can be defined as shared understandings and practices of how groups come together (or should come together), relate to one another, and include and accommodate each other given the differences associated with group identity (Markus, et. al., 2002)
Members of various cultural and ethnic groups must assimilate to the styles and standards of the mainstream European-American culture (Phinney, 1989). However, the mainstream is not obligated to value any of the corresponding features of these sub-groups. In fact, marginal and superficial interest is often expected to be rewarded, despite the frequent misinterpretations or negative representations of the particular cultural or ethnic group. The central problem is how to recognize group difference without affirming and creating boundaries. Many Americans seek to alleviate this tension, of trying to be inclusive and acknowledging difference. However, group discussions in search of solutions often leave both parties upset, and feeling that little or nothing can be done to solve the problems of the inherent paradoxical nature of the prominent cultural model in the United States. The problem in these group discussions is that they frequently become a medium for both minority and majority members to release their frustrations with the system of discrimination in America on each other. In addition, many members participate in these discussions with the intention of making another understand them, but not the intention that, they too, will understand another. The problem with this is, those in power, and those who are not, usually have very different understandings of the way things work. In many cases, the listeners, those trying not to offend, are members of the dominant group and holders of the mainstream perspective.
Thus, in the example of America, the listener can be equated to a Caucasian male or female. Listeners belong to a social category of people whose sense of belonging in society is often taken for granted. Because their individual experience may not often alert them to group differences in the experience of society’s settings, and because they are presumably committed to the American ideal of treating everyone the same, they may not readily see, or acknowledge, the speakers different experience within the same environment. The idea that difference should be celebrated juxtaposed with the idea that this difference does not really matter is paradoxical. This perspective on difference can be viewed as an effort to resolve America’s tension around diversity with its strong position in favor of equality. The assumption here is that race, ethnicity, and culture are superficial qualities applied onto a person, and that it is possible to ignore them in seeking the ‘real person’.
An example of this is depicted in the film ‘Last Chance for Eden’ when the white male demands of the Latino male that he is “going to be real for [him]“. This tactic, however well meaning of the listener, undermines the dignity of the speaker – the person ‘being heard’. In order to ‘be real’[have his opinion heard and acknowledged] he must ‘relive his pain’ to allow someone else to recognize that discrimination continues to be a real force and to empathize with the speaker’s perspective. This cultural model of ’sameness’ (Plaut, 2002) has dominated relationships between groups in the United States. Using the sameness model, it can be easy for listeners to attribute a speaker’s mistrust to an inherent oversensitivity. In supporting this model, the listener inadvertently works against the inclusion they seek to provide the listener. Examples of this were repeatedly depicted in the film ‘Last Chance for Eden’, as many of the white participants were repeatedly misunderstood by the participants of color when they proclaimed that they did not see color or thought of everyone as the same regardless of their backgrounds. It was clear that a number of the minorities in the video viewed these statements as offensive or lacking a certain understanding of how diversity should be interpreted. In a student opinion survey conducted by Adelman (1997) a noticeable difference was found in the way majority and minority college students thought about diversity.
Majority students tended to focus on similarity and sameness, whereas minorities recognized differences between cultural and ethnic groups. In addition, while the European majority seemed to support a one-way assimilation or colorblind model of diversity (minorities should make adjustments to fit the majority culture), the minorities supported a mutual-accommodation model of diversity (the majority culture should change to accommodate minority perspectives). In this model of diversity, difference is recognized but not as a hindrance to performance or progress within a group or society. It recognizes that individuals come from different socio-cultural backgrounds and have legitimately different perspectives and beliefs. This difference is also found and transmitted in cultural products such as magazine advertisements (Plaut, 2002) Clearly, recognition of these alternate perspectives would be the best approach in forums addressing diversity (as well as among the general public). In addition, minority participants must allow room for the uncertainty and worry associated with the European majority’s transition to a new and unfamiliar model. The goal should be to help people understand the validity of alternate models. Attempting to force understanding only succeeds in arousing defensive feelings and rejection of the model. In the film ‘Last Chance for Eden’, this ‘understanding of uncertainty’ was only provided by the mediators, however, an emphasis should be made for all participants to do the same. Successful implementation of alternate models of diversity such as the inclusion/ accommodation model requires effort from all individuals, both majority and minority, to ensure that differences are viewed as contributive.
Works Cited
Adelman, C. “Diversity: Walk the Walk, and Drop the Talk.” Change, 1997, 29 (4), 34-45. Markus, H. R., Steele, C. M., & Steele, D. M. (2002). Colorblindness as a barrier to inclusion: Assimilation and nonimmigrant minorities. In R. Shweder, M. Minow, & H. R. Markus (Eds.),Engaging cultural differences: The multicultural challenge in liberal democracies (pp. 453-472). New York: Russell Sage Foundation.
Phinney, J., (1989). Stages of ethnic identity development in adolescents. Journal of Early Adolescence, 9, 34-39.
Plaut, V. (2002) Cultural Models of Diversity in America. In Engaging cultural differences: the multicultural challenge in liberal democracies (pp.365-395), Russell Sage Foundation, New York
Maria Beaudry is a freelance writer offering services in a variety of forms, including: academic writing, article writing, blogs, copywriting, e-books, editing, essays, ghostwriting, proofreading, and web content.