Racial profiling has been a constant stumbling block faced by minority groups of different cultural backgrounds. These examples can occur from when these individuals are as young as toddlers starting out in grade school, all the way up until they’re applying for job positions after college. When minority groups are faced with these awful incidents, they can be emotionally lifelong and leave a bad conception toward those who are not oppressed. This also includes insecurities built toward cultural identity and even towards one’s culturally ethnic appearance that do not happen to appeal to the old European beauty standard. Minority groups are constantly suspected under authority in work environments, law enforcements and educational areas, which can negatively affect academic achievements and inability to promote themselves in American society.
The harsh reality of racial profiling is that it can began in a children’s classroom or any type of eduactional sphere. Despite the ‘Melting Pot’ that several American private and public schools have turned into since integration, many studies have shown that teachers seem to pay more attention to black students compared to the other students. An analytic report from 2016 reveals that, during the 2013-2014 semester school year, black students were almost four times more likely to be suspended from school than white students or any other race of students (US Department of Education’s). Disciplinary profiling can start as early as four years old for black students, particularly black boys. Further reports have included that both white and black teachers tend to pay more attention to young black males when observing classroom behavior and that a black students’ misbehavior is perceived as more intimidating and justifying of a more severe punishment than the same misbehavior among white students (Gale Opposing Viewpoints Online Collection). African American students and Hispanic students in general are more often disciplined for more subjective offenses on a monthly basis.
This wrongful decievement from teachers can threaten the structure of American society and bring in the significant implications of the “school-to-prison” pipeline. In the United States, the school-to-prison pipeline is the persistent funneling of disadvantaged and minority backgrounds to become incarcerated and ultimately depriving children of purposeful opportunities, accomplishments and future employment plans. This is the most evident when it comes to the careful examination of minority groups in comparison of their white peers. The variations of solutions that will dismantle the pipeline can stem from many aspects but it could never be a universal solution. Ultimately, disciplining students and keeping them in the classroom with minimal juvenile justice contact can be the most effective and ultimately decrease the involvement of the pipeline. This solution could also lead to increasing graduation rates and improving school safety overall. Yet, the refusal to deconstruct this system from school districts, will lead to more children being introduced to the criminal justice system.
Racial Profiling has also been traced in the strategic decisions of job prospects and employment. These biases are against certain traits such as culturally specific names appearing to impact the pursuing of employees. Though we all know a quality resume is key to an application process, a study published in Administrative Science Quarterly in 2016 found that, while ten percent of black applicants received interview invitations when their resumes contained racially identifying details. Twenty five percent of the same group of applicants landed interviews when no racial identifiers were included on their resumes (Racial Profiling). This conveys that in order to avoid any anticipated discrimination in job prospects, one must essentially conceal any racial cues in job applications, in order to raise the chances of obtaining the occupation. Minorities are practically compelled to conceal their entire cultural identity so they do not experience a possible disadvantage when applying for a career.
Examples of this can include adjusting their names, experience and typically modify their appearance on the resume so it sounds more ‘white’. These findings can cast light upon the role of racial concealment in labor markets and the extreme economic inequality in those markets. Some may argue that AI evaluation in hiring processes could possibly lighten the inconsistency, yet the constant use of AI would actually cause these discrepancies to increase even more. According to a 2018 MIT Media Lab study of facial recognition software used by law enforcement, misidentifications can lead not only to false arrests but also to the inability to secure employment, housing, or credit (Racial Profiling).
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