Global Social Challenges HSB4U PDF

Global Social Challenges HSB4U  D1. Global Inequalities: demonstrate an understanding of how various social structures Overall and conditions support or limit global inequalities; Curriculum D2. Globalization: assess the impact of...

Global Social Challenges HSB4U  D1. Global Inequalities: demonstrate an understanding of how various social structures Overall and conditions support or limit global inequalities; Curriculum D2. Globalization: assess the impact of globalization on individuals and groups; Expectations D3. Exploitation: analyze the impact of unfair or unjust exploitation of people or resources, locally and globally. Social change Challenges What challenges, impedes, or hinders social change? Negative attitudes, bias, and stereotypes Prejudice is a strong discrimination and or negative feelings held by someone about another person or group. Negative attitudes and stereotypes may lead to harassment and discrimination and affect a person’s ability to both get and succeed in a job. Negative attitudes, bias, and stereotypes These types of attitudes can be expressed as "isms" (ageism, sexism, racism, etc.) and refer to a way of thinking about other persons based on negative stereotypes about race, age, sex, etc. When people are stereotyped, all people in the group are given the same characteristics, regardless of their individual differences.  ISMS "Isms" refer mainly to attitudes, while discrimination involves actions. An example is treating someone in an unequal way due to one of the grounds listed in the Code. While racism, sexism, etc. will not always lead to discrimination under the Code, they are often the cause of discrimination and harassment. Therefore, it is important from a human rights perspective to address acts of discrimination and also ageist, sexist, racist, etc. attitudes that exist in a workplace. Individual Discrimination Discrimination Paula Deen Made a racist comment during filming of one of her cooking shows in 2013 “Retailers including Wal-Mart and Target said they'll no longer sell Deen's products and publisher Ballantine scuttled plans for her upcoming cookbook even though it was the No. 1 seller on Amazon. Deen also parted company with her long-time New York agent, Barry Weiner, who had worked to turn Deen into a comfort-food queen since she was little more than a Savannah restaurant owner and self- publisher of cookbooks.” Sexism Examples Example: A workplace adopts a rule of not hiring women who wish to start a family. This would be direct discrimination based on sex and family status. Example Example: An older man applies for a job at a trendy women’s clothing store. The young woman who interviews him finds him pleasantly similar to her favourite grandfather and tells him this as a compliment. Later, the man is told that he does not have the right qualifications, and that the person hired had “more energy” and could relate better to the mainly female clients. This may be discrimination based on age and gender, even though it is clear the interviewer liked the man on a personal basis, and the person actually hired may have been more qualified for the job.  S.L. Wax responded to 100 advertisements for summer resorts in Ontario, and requested room reservations for the same dates. Wax He sent two sets of letters, one signed “Mr. Discrimination Greenberg,” and one signed “Mr. Lockwood,” at the same time Study (1948) Nearly all of the resorts contacted Mr. Lockwood and offered him a room About half contacted Mr. Greenberg Only one-third offered Mr. Greenberg Gordon W. Allport Commentary As a psychologist, he commented on how the business people identified Mr. Greenberg as Jewish and two-thirds rejected him as an “undesirable paying guest” This discrimination is called anti-Semitism In Canada, they repeated the experiment, but with “Mr. Smith” and “Mr. Little Bear” Only 20% of the resorts offered accommodations to Mr. Little Bear, suggesting a high level of discrimination against First Nations peoples  Subtle Discrimination being excluded from formal or informal networks, such as after-hours get-togethers or office parties being denied mentoring or developmental opportunities such as secondments and training that are available to other people differences in management practices, such as excessive monitoring and documentation or deviating from written policies or standard practices disproportionate blame for an incident being assigned less desirable jobs or duties. Subtle Discrimination treating normal differences of opinion as confrontational or insubordinate when racialized persons are involved characterizing normal communication from racialized persons as rude or aggressive penalizing a racialized person for failing to get along with someone else (such as a co-worker or manager), when one of the reasons for the tension is the co- worker or manager’s racially discriminatory attitudes or behaviour. Discrimination Discrimination refers to inappropriate treatment of people because of their actual or perceived group membership and may include both obvious and behind- the-scenes behaviors, including microaggressions, or indirect or subtle behaviors (e.g., comments) that reflect negative attitudes or beliefs about a non-majority group. Microaggressions A statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority.  Assuming someone isn't from your country: Asking, "Where are you really from?" implies they don't belong. Complimenting someone for being articulate: Examples of Saying, "You're so articulate for someone from your Microaggressions background" can be patronizing. Stereotyping based on gender: Telling a woman, "You must be good at cooking" reinforces traditional gender roles. Systemic Racism or Discrimination One of the more complex forms of discrimination is systemic or institutional discrimination. Systemic discrimination refers to policies or practices that appear to be neutral on their surface but that may have discriminatory effects on individuals based on one or more Code grounds. Systemic Discrimination Systemic discrimination can overlap with other kinds of discrimination, such as harassment, and may arise from stereotypes and biases. The definition of systemic discrimination used by the Ontario Human Rights Commission includes the following three elements: patterns of behaviour, policies or practices part of the social or administrative structures of an organization position of relative disadvantage created for persons identified by the Code.  Criteria People can experience systemic discrimination differently based on the intersection of various grounds of discrimination, such as gender, disability, place of origin, and so on. In the example above, a racialized or single woman with a disability would be at a triple disadvantage. The following three considerations can be used to identify and address systemic discrimination: numerical data policies, practices and decision-making processes organizational culture. Examples of Systemic Discrimination The high arrests of Indigenous peoples is an example of systematic discrimination, especially since they are regarded as suspicious and treated unfairly. Your Assignment- choose an “ISIM” Choose an “ism”- racism, sexism, ageism, ableism, classism Prepare a presentation that includes: Definition and examples of the chosen "ism." Historical and contemporary instances of this form of discrimination. How this "ism" hinders social change. Strategies to combat this form of discrimination and promote social change