Ethnic Prejudice and Discrimination in Europe

This article provides an introduction to research on European prejudice and discrimination. First, we list the distinctive characteristics of a European perspective and provide a short sketch of European immigration and ethnic groups. Europe has become a multicultural community. Nevertheless, public opinion and the continent's politics often do not reflect this empirical fact. Prejudice and discrimination directed at immigrants are a widespread phenomena across Europe. Several cross-European surveys support this conclusion, although theoretically driven surveys on prejudice and discrimination in Europe remain rare. Cross-European research studies classical and modern theories of prejudice and discrimination and attempts to uncover the psychological mechanisms that explain individual readiness to exclude ethnic groups. A brief sketch of recent European research is presented. This issue offers both important cross-national perspectives as well as needed comparisons with the more studied case of racial prejudice and discrimination in the United States.     

社会工作与民政工作之辨析

在计划经济条件下,民政工作对社会的稳定发挥着重要的作用。随着社会不断的发展,民政工作急需改革,规范民政工作、加强社会工作成为当务之急。就民政工作与社会工作的关系而言,二者既有联系,又有区别,不同的地方比相同的地方更多。因此,既不能简单地把两者等同起来,也不能绝对地将二者分离。在现阶段,民政部门仍然是政府部门中承担主要社会工作的管理部门和服务部门,民政工作主要以社会救助和政权建设为主,而社会工作则主要以社会扶助和社会服务为主。     

Job Skill and Black Male Wage Discrimination*

Objective. Debate over the causes of wage inequality have raised suggestions that, rather than discrimination, skill differences may be the reason for racial wage disparities. The purpose of this research is to examine what impact on‐the‐job skill differences have on wage inequality. Method. I regress the log wage onto race and a measure of skill. The Multi‐City Study of Urban Inequality Employer Survey is particularly useful in this analysis because it contains the employer's evaluation of the worker's relative skill against other workers. Result. When white and black men have the same employer's competitive performance rating, rather than decreasing racial wage differences, the differences actually increase. Conclusion. The wage gap is not a skills gap, but evidence of racial discrimination in the labor market.     

The Personal/Group Discrimination Discrepancy

This article extends Allport's (1954) analysis of targets of discrimination by examining why minority group members perceive more discrimination directed at their group than at themselves. Two studies were conducted to explain this personal/group discrimination discrepancy by focusing on the role of stereotypes, which allow people to process information faster. Women (Study 1) and African Americans (Study 2) made ratings of personaland group discrimination while a computer recorded the time it took them to respond. Both took less time to make ratings of group discrimination than personal discrimination. Moreover, the less time it took for them to respond to questions about group discrimination, the larger the discrepancy was between their ratings of personal and group discrimination. These results suggest that the personal/group discrimination discrepancy emerges when minority groupmembers are using a stereotype in which discrimination encountered by their group is believed to be high.     

The Moral Dilemmas of Positive Discrimination

Positive discrimination is a contentious topic both politically and in social policy terms. Reasoned debate about it has been hampered by a fundamental misunderstanding about what it is and what makes it peculiar, that took hold in the immediate post-Plowden era. This paper argues that what distinguishes positive discrimination from other practices with which it has been confused, such as selectivity and positive action, can only be understood in terms of basic canons of social or distributive justice. Having established the moral standing of positive discrimination, the paper goes on to examine arguments that attempt to “justify” it either in terms of justice itself or of utility, and to identify the circumstances in which its use might be “justified” in Britain. The questions that surround its proper use are identified as being in large measure moral dilemmas.     

The South Australian Prohibition of Discrimination Act and Racism

The effectiveness of the South Australian Prohibition of Discrimination Act is examined with respect to its effect on individual and institutional racism. It is concluded that the act only deals with individual racism and not the less overt aspects of institutional racism; for example the latter still exists in poor standards of health, housing, and education. For a significant improvement in race relations in Australia there needs to be a wider guarantee against discrimination to cover both individual and institutional racism. It is suggested that the Australian government's Bill of Rights and Racial Discrimination Bill be examined in this light.     

The Politics of Physical Differences: Disability and Discrimination

Although a "minority-group" model has emerged to challenge the traditional dominance of the "functional-limitations" paradigm for the study of disability, research on attitudes toward disabled people has not produced a theoretical orientation that reflects these developments. This paper proposes a new conceptual framework, based on the fundamental values of personal appearance and individual autonomy, for assessing the "aesthetic" and "existential" anxiety aroused by persons with disabilities. Investigations using this perspective might contribute to determining the attitudinal foundations of the competing models that are dividing research on disability.     

Strategies for Examining Racial Discrimination Patterns

This presentation reviews the limitations of the classical validation method for the examination of racial discrimination, and suggests alternate analytic strategies for the assessment of various patterns of discrimination.     

Discrimination in Social Work--An Historical Note

Correspondence to Dr. Bill Forsythe, Senior Lecturer in Social Work, 3rd Floor, Amory Building, University of Exeter, Exeter EX4 4RJ. Summary It is important to examine the historical tradition of anti-discriminatorytheory and practice in social work in the light of current emphasison this aspect. There were several traditions, one anti-discriminatory,one non-discriminatory and one selfconsciously discriminatoryin nineteenth-century charitable and philanthropic work in England.There was considerable tension between these traditions andthe matter was further confused in that some workers, like ThomasBarnardo, represented an anti-discriminatory stance and yetin some of their work they clearly discriminated on such groundsas religious belief. It is concluded, therefore, that anti-discriminatorypractice can plainly be located in the pioneer phase of socialwork, illustrated by reference to such figures as JosephineButler and Elisabeth Fry.     

Institutional Discrimination, Individual Racism, and Hurricane Katrina

Since Hurricane Katrina made landfall, there have been accusations of blatant racism in the government's response, on the one hand, and adamant denials that race played any role at all, on the other. We propose that both perspectives reflect oversimplifications of the processes involved, and the resulting debate may obscure a deeper understanding of the dynamics of the situation. Specifically, we discuss the potential roles of institutional discrimination, subtle contemporary biases, and racial mistrust. The operation of these processes is illustrated with events associated with Hurricane Katrina. In addition, drawing on these principles, we offer suggestions for present and future recovery efforts.