Racism vs Prejudice
What’s the Difference Between Racism and Prejudice?
Racism and prejudice are terms whose meanings get confused ever so often. While both have negative connotations, racism and prejudice are different.
Racism is a form of prejudice whereby members of a particular group experience negative emotional reactions, negative stereotypes associated with them, and racial discrimination. In extreme racist acts, these individuals may even be subjected to violence.
Prejudice is an irrational or negative attitude towards a person or group of people solely based on their supposed characteristics or stereotypes ahead of any experience with them. Further, prejudiced feelings or preconceptions about a person or group usually come with no supporting factual or rational evidence.
While prejudice doesn't always evoke feelings of hate, it is still damaging. It can also include affective reactions, such as anger, contempt, repulsion, or pity. Unlike racism, prejudice is more broad and encompasses racism, discrimination, and bias.
As defined earlier, racism is a form of prejudice.
What is Racism?
As the name suggests, racism is race-related, usually stemming from the ideas or irrational theory that one racial group is superior to another racial or ethnic group(s). Some experts argue that definitions of racism aren't universally accepted - with different groups having their unique perceptive.
Yet, one cannot argue the key components associated with this prejudicial practice. Today, racism is typically associated with feelings of racial superiority, an ethnic group’s control over valued resources, or the power of an ethnic group to impose its beliefs and values on others.
According to the Human Rights Commission, racism can be individualized or institutional; reflecting the context of racial superiority, supremacy, and power. Racism creates systems, policies, actions, and attitudes that lead to inequitable opportunities and outcomes for people based solely on their race.
While calling someone a racial slur is still racism (an example of overt racism), racism can also go far beyond thought or actionable prejudice. In the workplace, for instance, racism can happen when a leader or employees from a non-marginalized group use their power to discriminate, and limit rights, and access to people/individuals from marginalized racial groups.
Further, racism can incorporate policies, ideologies, or laws - both of which create barriers for particular race(s) from experiencing justice, dignity, and equity. This can be through covert racism, like gaslighting, tone deafness, or simply not being engaged.
However, racism can also be overt in the form of harassment, abuse, humiliation, violence, and even intimidation. Similarly, racism can be as direct as being called a racial slur or passive-aggressively denied service; even when you aren't told your race is the factor in your face!
Racism in Context: Examples
The aftermath of the U.S. Supreme Court’s decision to end Affirmative Action in Higher Education has encouraged a lineup of other cases to be filed. Based on the reversal of Affirmative Action, a Florida court ordered the Fearless Fund to suspend its Strivers Grant Contest, which provides $20,000 grants to majority black-owned businesses.
The basis of this judgment was that the fund was racist as it excluded other racial groups - the same rationale used to reverse Affirmative Action. Nonetheless, to say Affirmative Action and the Fearless Fund are racist is to ignore America’s deeply unfortunate racial history and the exclusion of other races (other than White) in education and financial areas.
Affirmative Action was passed as an Executive Order in 1961 by President John F. Kennedy in response to the Civil Rights Movement. The term Affirmative Action referred to measures designed to achieve non-discrimination - experienced not only by Black people but also by other racial minorities and women in America.
During this time, education opportunities and access to financial help and credit were limited for minorities. Reforms, like Affirmative Action, help to bridge this gap. With years of oppression and exclusion, racial minorities continue to experience limited opportunities and access. Therefore, such policies and programs (like the Fearless Fund) only existed to further support this gap.
📖It’s important to study the historical context as racism evolves over time and can affect different racialized communities. A good example is the racist experiences of Asians in America:
The aftermath of the Pearl Harbor Bombings during the height of WWII led to systemic and institutionalized racism toward Japanese Americans and Japanese Canadians - forcing over 100,000 people into internment camps between 1942 and 1945.
Fast forward to over 6 decades later, Asian Americans experienced racism during the COVID-19 pandemic - at both systemic (e.g. remarks by politicians about Asians causing COVID-19) and individual levels (through various incidents of violence across America towards Asian Americans).
What is Prejudice?
Prejudice refers to conscious or unconscious stereotypes, prejudgments, or beliefs one may hold about a particular group. With prejudice, an individual forms beliefs; sometimes, even acting on them before interacting with any member of the particular community - or having a deeper understanding of them.
Unlike racism, prejudice isn't limited to race. It addresses a broader look and can be based on race, age, sex or gender, culture, or disabilities, to mention a few. Further, unlike racism, prejudice can be exhibited by individuals who do not necessarily hold power within a group.
Examples of Types of Prejudice:
Racial prejudices: Negative feelings, stereotypes, attitudes, or beliefs towards a people due to their ethnic or racial makeup - minorities are usually the target.
Gender prejudice or sexism: Stereotypes or attitudes held based on someone’s gender or perceived gender. Gender prejudices can usually result in one gender being treated unequally.
Religious prejudice: Holding negative views or attitudes towards an individual due to their religion or “lack of” (atheists). A good example is how Muslims are collectively viewed as terrorists in the West.
Ageism: Prejudice against an individual due to their age - typically, being “too old” or “too young”.
Classism: Holding prejudicial views or attitudes towards individuals from a lower socioeconomic status. These views can easily manifest into discrimination; impacting access to essential social services, like education, employment, and healthcare.
Homophobia and transphobia: Prejudiced views against members of the LGBTQ community based on their sexuality and gender identity. Transphobia targets transgender people.
Xenophobia: Prejudice held against foreigners - in particular refugees or immigrants from low-income countries. Xenophobia and racism may have similarities. However, xenophobia focuses more on nationality, culture, and origin - although race does contribute. A good example is the rising indifference against African (Black) and Middle Eastern (Arab) immigrants in Europe. Prejudice can even combine more than one type at a time. For instance, Muslims, particularly of Arab descent, are viewed as terrorists. This irrational belief combines both racial and religious prejudices.
Prejudice in Context: Examples
Prejudice still does have negative effects. For instance, researchers have also reported on the connection between prejudice, discrimination, and poor health. People are usually treated unequally based on prejudiced views about them. This results in poor health delivery and a lack of diversity and inclusion in healthcare.
For instance, a white gynecologist may trivialize a Black woman’s complaint of pain due to the belief that Black people feel less pain. Similarly, members of the LGBTQ+ community have increasingly delayed or avoided medical treatment in recent years. This is due to increased discrimination stemming from prejudiced views about them.
Nonetheless, prejudice doesn't just touch up on isolated events. Prejudiced views can very well manifest into discriminative practices and biases - often exhibited through disparities in statistics.
Prejudice vs. Discrimination
It’s also worth noting that while discrimination can stem from prejudice, prejudice, and discrimination are two different concepts. Discrimination is an act while prejudice is feelings, thoughts, and attitudes.
One does not necessarily act on their prejudiced views - although it is rare for a prejudiced person not to act on their beliefs. Further, discrimination can be individual or institutional - through policies and systems. On the other hand, prejudice remains within a person, be it in thoughts or feelings.
The Impact of Prejudice and Racism in the Workplace
Prejudice doesn't just affect the victim - it affects everyone. When someone holds prejudicial views towards a certain group, they view every member of said group to be the same. This also means that they fail to look at people from these groups from an individual perspective - with their unique qualities.
This can further affect how people behave and interact when they come from different groups. At the very least, this can prevent an individual who is prejudiced from learning more about people who are different from them. In a workplace setting, for example, this can hinder true diversity and inclusion efforts.
As indicated earlier, such attitudes have contributed to significant gaps in the employment world. Holding prejudiced views can also contribute to unconscious bias at work - one of the main effects being minorities being passed on for growth opportunities.
💡DID YOU KNOW:
Black Americans experience the highest unemployment rate (double the national rate) amongst any other racial or ethnic group. Yet, as the second-largest minority group in the U.S., Black people make up only 12.1% of the total population. Several factors contribute to these high rates, including racial discrimination and education gaps.
The Pew Research Center reports that Black workers generally earn less than other U.S. workers (an average of US$878 against $1,059 for other races). This is the same case even among workers with a bachelor's or advanced degree. As Black people have been excluded or disadvantaged in the economy and workplaces, this has led to lower incomes. The income for Black workers has resulted in their households lagging compared to Americans of other races for decades.
Similarly, while Black workers do access some industry jobs, they are still significantly excluded in STEM fields. A Pew Research Center survey found that Black people still experience barriers stemming from unwelcoming professional environments, and a lack of mentorship and representation for younger people in the field.
A sizable number of minorities report to have experienced racial or ethnic-based discrimination at work. About 4 in 10 Black workers (41%), 25% of Asians, and 20% of Hispanics report experiencing discrimination or unfair treatment in hiring, pay, or promotion due to their race or ethnicity.
More than half (64%) of Black workers say that racial bias and discrimination play a major role in hiring and performance evaluations; creating a significant barrier to progression and advancement at the workplace.
🛑Case Study: How Companies Are Fighting Racism and Prejudice
At the height of the Back Lives Matter (BLM) movement in the wake of police brutality against Black people, many companies committed to helping tackle racial inequality. From PepsiCo, Apple, and Paypal to Verizon and Uber, dozens of companies committed to this change.
Pepsi
Pepsi committed to the following:
Expand its Black managers by 30% by 2025 - adding over 250 Black associates to managerial positions.
Increase recruitment at Historically Black Colleges and Universities (HBCUs)
Establish scholarship programs for black students
Mandate company-wide unconscious bias training
Double its spending with Black-owned suppliers
Create more jobs for Black creators at its marketing agencies
Invest $50 million over the next 5 years to strengthen local Black-owned businesses
Invest an incremental $40 million over the next 5 years to create opportunity and advance economic empowerment for Black Americans, including social program grants, mentorships, management training, and financing black businesses and nonprofits.
Ginkgo Bioworks
Ginkgo Bioworks committed to the following:
Committed US$1 million towards building a more equitable company, technology, and society Funding recruitment, training, and inclusion within Ginkgo
Supporting and sponsoring organizations that promote the inclusion of marginalized communities in biotechnology
With only a 2% Black or African American employee population, the company is committed to improving diversity within its own ranks
3 Ways to Mitigate Racism and Prejudice at Work
Fortunately, prejudice can be unlearned with the right tools. The first step to eliminating prejudicial views and attitudes is by first accepting and being aware of your biases and prejudices.
With proper knowledge and learning, anyone can alter and improve their views and beliefs. In the workplace, companies and leaders have a cross-section of solutions to help create and foster a prejudice and discrimination-free environment.
Encourage Learning From One Another
Whether through talks, workshops, or seminars, the number one step to eliminating biases and understanding one another. Learning about each other at an individual level can bridge the differences and inaccurate views we have about one another.
It also goes a long way to learn about each other’s experiences be it through sharing experiences, lunch and learns, or even a visit to a cultural/historical museum. Be mindful of the ethical implications, however. Discussions are only fruitful when people are comfortable and open to them.
Thus, don’t force minority employees to share their experiences or put them on the spot. Similarly, it's worth remembering that we can circumvent our biases and prejudices through difficult conversations and even learning about our unsavory history - which may involve members of our social groups.
Integrate a D&I Strategy
A vast number of employees want companies to focus on increasing DEI at the workplace. About 78% of Black workers, 72% of Asian workers, and 65% of Hispanic workers think DEI at the workplace is a good thing. A clear and actionable DEI strategy for your company can transform the overall experience. Implementing the right DEI strategy is good for your company.
According to research by McKinsey and Company reported the following:
Diverse organizations are 36% more likely to outperform less diverse companies
Gender-diverse executive teams are 25% more likely to achieve higher goals than their less diverse counterparts
Other studies suggest:
Companies with diverse leadership teams exhibit 19% more innovation than those without
Diverse and inclusive organizations enjoy higher retention and lower turnover rates.
True diversity and inclusion in the workplace build more trust, satisfaction, loyalty, and psychological safety
Diversity and inclusion in the workplace are good for your business’s bottom line
Training and Workshops
Understandably, not every company will have the capacity or know-how to integrate DEI into their company strategy. Fortunately, you can hire DEI consultants and experts to help in this area (like us 💯). These individuals possess the right qualifications, skills, and experiences to guide you in creating a diverse, inclusive, and equitable workplace.
Investing in training and workshops for leaders and employees is also a great way to bridge differences and educate the team on the effects of prejudice. The training and workshops can also help teams unlearn prejudices. For leaders, these training sessions can also equip them on how to create more cohesive and welcoming teams.
✅Training and Workshop examples include:
