Not *Quite* Post-racial: The Status of Race in the United States, 2009 Edition
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Transcript of Not *Quite* Post-racial: The Status of Race in the United States, 2009 Edition
Andrew Grant-Thomas
Deputy Director Kirwan Institute for the Study of Race and Ethnicity
Research Assistance provided by Cheryl Staats
Portland State UniversityNovember 17, 2009
Today’s Conversation
The state of race in the U.S. today
Explicit Bias
Structural racialization
Implicit Bias
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Are we post-racial (yet)?
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Data: U.S. Census Bureau, 2007 American
Community Survey
Racial Equity Status Report. Prepared for the W.K. Kellogg foundation by the Kirwan Institute. September 2008.
5
Racial Equity Status Report. Prepared for the W.K. Kellogg foundation by the Kirwan Institute. September 2008.
Data: 2001 Survey of Income and Program Participation (SIPP)
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Proportion of students (by race) attending high poverty schools (schools with more than 75% of students eligible for free and reduced lunch) in the 2005-2006 school year
Racial Equity Status Report. Prepared for the W.K. Kellogg foundation by the Kirwan Institute. September 2008.
U.S. Department of Education, National Center for Education Statistics, Common Core of Data
(CCD), “Public Elementary/ Secondary School Universe Survey,” 2005–06
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Projected Life Expectancy at Birth, 1999, by Race, Gender and Hispanic Origin
Source: National Projections Program, Population Division, U.S. Census Bureau, Washington DC 20233.
77
84
81
87
73
82
68
75
75
80
0 10 20 30 40 50 60 70 80 90 100
Hispanic males
Hispanic females
Asian males
Asian females
American Indian males
American Indian females
Black males
Black females
White males
White females
Happiness
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36%
28%
34%
-10%
0%
10%
20%
30%
40%
50%
60%
White Black Hispanic
Data from Pew Research Report, “Are We Happy Yet?” February 13, 2006
Percentage Very Happy by Race, Ethnicity
Among the Best Paid Executives Younger than 40
9 http://money.cnn.com/galleries/2009/fortune/0910/gallery.highestpaid_40_under_40.fortune/index.html
What do all these people have in common?
10
Diversity in the U.S. Senate 1,913 people have served in the Senate (1789-present)
Only 20 have been ethnic minorities:
6 African Americans (1 currently serving)
5 Asian Americans (2 currently serving)
6 Hispanic Americans (1 currently serving)
3 Native American Indian
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http://www.senate.gov/artandhistory/history/common/briefing/minority_senators.htm
Possible Explanations of These Disparities
Is it culture?
“If they wanted to, they could pull themselves up by their bootstraps.”
Is it interpersonal racism?
“If only people would stop stereotyping and discriminating….”
Is it structural?
“Institutions can interact in ways that are discriminatory.”
Is it some or all of the above?
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13Compared to Whites, are Blacks
More ___ than Whites, tied with Whites, or less ___ than Whites?
More Less
Wealthy 5% 77%
Industrious 9% 46%
Violence-prone 45% 10%
Intelligent 3% 38%
Committed to strong families 15% 44%
Committed to intergroup tolerance 18% 38%
Compared to Whites, are HispanicsMore ___ than Whites, tied with Whites, or
less ___ than Whites?More Less
Wealthy 7% 78%
Industrious 22% 35%
Violence-prone 38% 15%
Intelligent 3% 42%
Committed to strong families 34% 25%
Committed to intergroup tolerance 22% 34%Data from 2000 GSS. Topical Report No. 32. National Opinion Research Center.
Do you agree with the following statement: Irish, Italians, Jewish and many other minorities overcame prejudice and worked their way up. Blacks should do the same without special favors.
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44%
28%
13%
9%5%
1%0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Agree strongly
Agree somewhat
Neither agree nor disagree
Disagree somewhat
Disagree strongly
Don't know
N = 1,325
Data: 2008 General Social Survey (U.S.). From Polling the Nations
Opportunity is racialized and spatialized.
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Structural Racialization
How race works today: There are still practices, cultural norms and institutional arrangements that help create & maintain (disparate) racialized outcomes
Structural racialization addresses inter-institutionalarrangements and interactions.
It refers to the ways in which the joint operation of institutions produce racialized outcomes.
In this analysis, outcomes matter more than intent.
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Place and Life Outcomes
Employment
Housing
Childcare
EffectiveParticipation
HealthEducation
Transportation
We all live in opportunity structures.
The opportunities available to all people
are not the same.
We must consider how institutions interact with one another to produce racialized
outcomes.
Contrasting Low & High Opportunity Areas: Where would you want to live?
It’s more than just a matter of choice.
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Place Matters: Costs of Opportunity Isolation
o Individual/family costs
Living in “concentrated disadvantage” reduces student IQ by 4 points, roughly the equivalent to missing one year of school (Sampson 2007)
o Societal cost
Neighborhoods of concentrated poverty suppress property values by nearly 400 billion nationwide (Galster et al. 2007)
People of color are far more likely to live
in opportunity deprived neighborhoods and
communities.
Living in Low Opportunity…
… generates unhealthy levels of stress hormones in children, which impairs their neural development
… correlates with children having levels of lead in their blood 9 times above average; high levels of lead linked to ADD and irreversible loss of cognitive functioning
… links to higher levels of violent offending among juveniles
… is highly correlated with childhood aggression and social maladjustment
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Million Dollar Blocks
Prison Expenditure by Block
Brooklyn, NY
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Some people ride the “Up” escalator to reach
opportunity.
Others have to run up the “Down” escalator to get there.
Analyzing Opportunity in Portland
Education Economic IndicatorsHousing and
Neighborhood
Reading Proficiency Scores
Proximity to Employment
Homeownership Rate
Math Proficiency ScoresProximity to
Employment (change)Neighborhood Poverty
Rate
Free and Reduced LunchPopulation on Public
Assistance
Student-to-TeacherRatio
Unemployment Rate
Adult Educational Attainment
Average Commute to Work Time
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Distribution of Opportunity in Portland
Population by Race, 2000
Neighborhood Opportunity
AsianAfrican
AmericanHispanic White
Low & Very Low 37.0% 60.2% 59.5% 34.0%
Moderate 21.4% 16.8% 17.0% 21.4%
High & Very High 41.5% 22.9% 23.5% 44.7%
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Neighborhood Poverty by Race/Ethnicity and Income(Portland – Vancouver Metro Area)
Poor Middle Income Affluent
Black 17.9% 14.5% 12.0%
Hispanic 13.9% 12.3% 9.7%
Non-Hispanic White 11.7% 9.5% 7.6%
Asian 12.7% 10.2% 7.7%
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U.S. Census Bureau, 2000 Census. Diversity Data: http://diversitydata.sph.harvard.edu/Data/Profiles/Show.aspx?loc=993¬es=True&cat=2
Racialized outcomes do not always require racist actors.
26
The Spinning Girl
http://hight3ch.com/are-you-left-or-right-brained-
illusion/
OR
http://www.moillusions.com/2007/06/spin
ning-sihouette-optical-illusion.html
27
Awareness Test
28
http://www.youtube.com/watch?v=yrqrkihlw-s
29
Implicit Bias
People have multiple networks that may be activated without our awareness.
Depending on the situation, one network becomes dominant over the others
Even though we may fight them, implicit biases reside within us…
30
Our Unconscious Networks
What colors are the following lines of text?
31
Our Unconscious Networks
What colors are the following lines of text?
32
Our Unconscious Networks
What colors are the following lines of text?
33
Our Unconscious Networks
What colors are the following lines of text?
34
Implicit Bias – Unconscious Modeling
Implicit Association Test
http://thesituationist.wordpress.com/2007/08/19/
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Implicit bias against nonwhites is pervasive.
Distributions of Responses on Explicit
(Self-reported) and Implicit Measures
Groups
Compared
Explicit Implicit
Nonwhite Neutral White Nonwhite Neutral White
Blacks/Whites 12% 56% 32% 12% 19% 69%
Asians/Whites 16% 57% 27% 11% 26% 63%
Note: Percentages represent the percent biased in favor of group.
Source: 94 California Law Review (2006), p. 957
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What Would You Do?
37
Biases in Employment
Researchers sent out fictitious resumes in response
to help-wanted ads.
HR reps in the area indicated that they were eager to find qualified minority candidates and embraced diversity.
Each employer
received four
resumes –
38
Bertrand and Mullainathan (2004)
• 1) Highly qualified
• 2) AverageWhite-sounding name
(i.e., Emily, Greg, Jill, Todd)
• 3) Highly qualified
• 4) Average
Black-sounding name
(i.e., Jamaal, Lakisha,
Latoya, Tyrone)
Employment Bias - outcomes
Resumes with “white-sounding” names received 50% more call-backs than those with “black-sounding” names.
More shockingly, some average white applicants received call-backs rather than highly-skilled blacks.
39
Bertrand and Mullainathan (2004)
Biases Influencing Neighborhood Evaluations
Respondents saw videos of neighborhoods and their “residents” (portrayed by actors).
The neighborhoods in the videos were the same, but respondents were randomly assigned to see either:
(1) White residents,
(2) Black residents, or
(3) a mix of both White and Black residents.
“Respondents then evaluated the neighborhoods in terms of housing cost, property upkeep, safety, trajectory of housing values, and quality of the schools.”
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Krysan, Farley, and Couper (2008)
Neighborhood Videos
http://www.psc.isr.umich.edu/tmp/das/
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Krysan, Farley, and Couper (2008)
Neighborhood Evaluations - Results
“White respondents who saw a neighborhood with only Black residents evaluated it significantly more negatively than similar Whites who saw exactly the same neighborhood but with White residents.”
“When [Whites] are shown the same neighborhood but with White residents, they offer more positive evaluations.”
“Race of residents appears to code the neighborhood with regard to some of the most important characteristics people consider when thinking about where to live.”
“Race may indeed be a “proxy” for other neighborhood features; but our study reveals that it is a “proxy” constructed in respondents’ minds and shaped by their racial stereotypes.”
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Krysan, Farley, and Couper (2008)
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www.KirwanInstitute.org
KirwanInstituteon:
www.Transforming-Race.org
Senator Website Photo Credits
Boxer.senate.gov
Bunning.senate.gov
Carper.senate.gov
Conrad.senate.gov
Crapo.senate.gov
Lgraham.senate.gov
Gillibrand.senate.gov
Johanns.senate.gov
Leahy.senate.gov
Lugar.senate.gov
Merkley.senate.gov
Risch.senate.gov
Markudall.senate.gov
Voinovich.senate.gov
Sanders.senate.gov
Also: www.sxc.hu
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