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“any group of people who, because of their physical or cultural characteristics, are singled out from the others in the society in which they live for differential and unequal treatment, and who therefore regard themselves as objects of collective discrimination.” (louis Wirth 1945)

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A minority is just a group of people, who are considered differently and treated differential than others

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Race is mainly based on your physical attributes or what you identify as based on what you look like.

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In the national geographic website, it is said that the colors of our skins are just dependent on where our ancestors lived. Technically, our species, homo-sapiens, are all of African decent. Therefore, proving that race is just a term derived from society,

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Racism automatically done by a person subconscious
refers to an individuals’ utilization of unconscious biases when making judgements about people from different racial land ethnic groups.  According to a number of observers, implicit racism is an automatic negative reactionto someone of a different race or ethnicity than one’s own.  Underlying and unconscious racist attitudes are brought forth when a person is face with race-related triggers, including preconceived phenotypic (relating to the observable characteristics of an individual resulting from the interaction of its genotype with the environment) differences or assumed cultural or environmental associations.

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prejudice:

Prejudice is an effective feeling towards a person or group member based solely on that person's group membership. It's not based on experience. It is prejudgment originating from outside experiences.Not specific to race.

racism:

prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior.

discrimination:
unequal treatment of persons or groups on the basis of their race or ethnicity
stereotypes:

assumptions based on ethnicity and skin color

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overt and often intentional, for it is practiced by individuals and institutions that openly embrace racial discrimination and hold prejudicial attitudes toward racially defined groups, which they assume to be scientifically identified through genetics.

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In your opinion, do people considered of the white race, have it easier? Do they also experience racism in modern society?

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Wow. I really did not think people could be capable of thinking such thoughts, so much disrespect. It is astounding the amount of hate white supremacists have towards gay, immigrants, black, solely because of a few things they disagree on. They are capable of running them over with a car, assuming death, wanted them wiped out. It is scary and absolutely horrible.

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Are the actions of white supremacists justified in the events that occurred in Charlottesville?

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Is implicit racism worse, equally as bad, or less in comparison to explicit racism? What kind of sociological effect does it have?

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It describes a shared culture, your background, language, religion, shared values and beliefs etc.

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Someone who can trace back their ancestry to at least one of the 33 countries in Latin america

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someones who's heritage includes Spanish speaking people

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blending or fusing of minority groups into the dominant society

Is it always good?
I don;t think it's always good. It is god in most cases, however with racism and or different political views, assimilation could cause more harm than good. They could loose their culture, socialize themselves into the broader society. Things like that

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Racism done without thinking about it, automatic reaction in the subconscious

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Lighter skinned immigrants and higher income 

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Lighter skinned immigrants and higher income 

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Lighter skinned immigrants, are more likely if not already  to receive higher salaries than darker skinned immigrants. The bias occurs in america showing preference for lighter skinned people. This affects the, what could be considered minority, of immigrants an unfair economical status, And this is solely based on their race. “being one shade lighter has about the same effect as having an additional year of education.”

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NASHVILLE, Jan. 27 (AP) - Light-skinned immigrants in the United States make more money on average than those with darker complexions, and the chief reason appears to be discrimination, a researcher says.

The scholar, Joni Hersch, a professor of law and economics at Vanderbilt University, looked at a government survey of 2,084 legal immigrants to the United States from around the world and found that those with the lightest skin earned an average of 8 percent to 15 percent more than similar immigrants with much darker skin.

"On average," Dr. Hersch said, "being one shade lighter has about the same effect as having an additional year of education."

The study also found that taller immigrants earned more than shorter ones, with an extra inch of height associated with a 1 percent increase in income.

Other researchers said the findings were consistent with other studies on color and pointed to a skin-tone prejudice that went beyond race.

Dr. Hersch took into consideration other factors that could affect wages, like English-language proficiency, education, occupation, race or country of origin, and found that skin tone still seemed to make a difference in earnings. That meant that if two similar immigrants from Bangladesh, for example, came to the United States at the same time, with the same occupation and ability to speak English, the lighter-skinned one would make more money on average.

"I thought that once we controlled for race and nationality, I expected the difference to go away," Dr. Hersch said, "but even with people from the same country, the same race, skin color really matters."

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Study of Immigrants Links Lighter Skin and Higher Income

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NASHVILLE, Jan. 27 (AP) - Light-skinned immigrants in the United States make more money on average than those with darker complexions, and the chief reason appears to be discrimination, a researcher says.

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Police officers are more likely to search brown or black cars without sufficient evidence solely because of their race. This could lead to unfair charges when it comes to traffic laws. Police officers assume that brown and black people are more likely to break the law.

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The Illinois branch of the American Civil Liberties Union petitioned the U.S. Department of Justice on Tuesday, asking the department to investigate the Illinois state police for what it calls "dramatic" discrimination in traffic stop practices.

Years of public data show that a practice called a "consent search," where officers ask to search a car despite having insufficient legal evidence for the search, disproportionately targets minority drivers.

"The discrimination is striking," said Harvey Grossman, legal director at ACLU Illinois, in a phone interview with Huffington Post Chicago. "There's nothing left to say other than that the Illinois State Police are using a different standard when they stop black and brown motorists."

For example, in 2009, Latino drivers were three times more likely to be subjected to a consent search than white drivers. But white drivers were more than 2.5 times more likely to have contraband found in their car during such a search than Latinos. Numbers were similar for black drivers, and for several years prior as well.

The implication of such numbers, according to a seminal 2004 treatise on traffic-stop bias, "is that a lower standard of proof was applied to searches of minorities than to searches of Caucasians."

As Grossman told HuffPost Chicago, the ACLU had originally filed suit against the state over the consent searches in the 1990s, but the courts said that there wasn't sufficient data to prove the case. As a result, then-state senator Barack Obama and others pushed through the Illinois Traffic Stop Statistical Study Act of 2003, which required officers to record the race of the drivers they stopped and searched.

Since then, racial data has been publicly available every year. It has shown that black drivers are anywhere from 1.8 to 3.2 times more likely than white drivers to be consent-searched. Latino drivers ranged from 2.9 to 4 times more likely to be searched than their white counterparts.

At first, law enforcement officials insisted that it was because those drivers were more likely to consent to searches, so the law was amended to track that data as well. It turns out that upwards of 95 percent of all drivers, of all races, consent to searches.

Then, the police argued that it was because drivers of color were more likely to have contraband in their car. Again, the data turned that myth on its head: white drivers were in fact more often found to have illegal items in their cars during searches.

"The needlessness [of consent searches] and the discriminatory behavior is evident in the fact that they're seizing less contraband," Grossman said.

Over the years, the ACLU has asked Governors Rod Blagojevich and Pat Quinn to take action on the issue, but both have been reluctant to deprive the ISP of a tool that it values to allow officers to follow up on hunches that don't have sufficient legal cause.

So the organization is now asking the Department of Justice to investigate. The ultimate goal, Grossman explained, is putting a permanent end to consent searches.

"There you are, you're pulled over to the side of the road, and suddenly your car's being searched. It's humiliating. It's a terrible experience to go through," he said.

It's an experience that few feel comfortable refusing -- despite having every right to, the coercive nature of facing up to a state trooper alone on a highway is largely responsible for the 95 percent consent rate, the ACLU argues. And it's one that minorities are vastly more likely to face.

The onus now lies with the Department of Justice, which will decide whether or not the data merits an investigation of the State Police.

Master Sergeant Isaiah Vega at the Illinois State Police's public information office responded to inquiries with a concise statement: "We have received a copy of the letter and are reviewing it," he wrote in an email. "We take matters of this nature very seriously."

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State Police Accused Of 'Striking' Racial Bias In Traffic Stops

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The Illinois branch of the American Civil Liberties Union petitioned the U.S. Department of Justice on Tuesday, asking the department to investigate the Illinois state police for what it calls "dramatic" discrimination in traffic stop practices.

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Minorities Who 'Whiten' Job Resumes Get More Interviews

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Minorities Who 'Whiten' Job Resumes Get More Interviews

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Minority job applicants are "whitening" their resumes by deleting references to their race with the hope of boosting their shot at jobs, and research shows the strategy is paying off.

In fact, companies are more than twice as likely to call minority applicants for interviews if they submit whitened resumes than candidates who reveal their race-and this discriminatory practice is just as strong for businesses that claim to value diversity as those that don't.

These research findings should provide a startling wakeup call for business executives: A bias against minorities runs rampant through the resume screening process at companies throughout the United States, says Katherine A. DeCelles, the James M. Collins Visiting Associate Professor of Business Administration at Harvard Business School.

"Discrimination still exists in the workplace," DeCelles says. "Organizations now have an opportunity to recognize this issue as a pinch point, so they can do something about it."

DeCelles co-authored a September 2016 article about the two-year study in Administrative Science Quarterly called Whitened Resumes: Race and Self-Presentation in the Labor Market with Sonia K. Kang, assistant professor of organizational behavior and human resource management at the University of Toronto Mississauga; András Tilcsik, assistant professor of strategic management at the University of Toronto; and Sora Jun, a doctoral candidate at Stanford University.

"Discrimination still exists in the workplace. Organizations now have an opportunity to recognize this issue as a pinch point, so they can do something about it."

In one study, the researchers created resumes for black and Asian applicants and sent them out for 1,600 entry-level jobs posted on job search websites in 16 metropolitan sections of the United States. Some of the resumes included information that clearly pointed out the applicants' minority status, while others were whitened, or scrubbed of racial clues. The researchers then created email accounts and phone numbers for the applicants and observed how many were invited for interviews.

'Whitened' resumes produce more job call-backs for African Americans

Employer callbacks for resumes that were whitened fared much better in the application pile than those that included ethnic information, even though the qualifications listed were identical. Twenty-five percent of black candidates received callbacks from their whitened resumes, while only 10 percent got calls when they left ethnic details intact. Among Asians, 21 percent got calls if they used whitened resumes, whereas only 11.5 percent heard back if they sent resumes with racial references.

'Pro-diversity' employers discriminate, too

What's worse for minority applicants: When an employer says it values diversity in its job posting by including words like "equal opportunity employer" or "minorities are strongly encouraged to apply," many minority applicants get the false impression that it's safe to reveal their race on their resumes-only to be rejected later.

In one study to test whether minorities whiten less often when they apply for jobs with employers that seem diversity-friendly, the researchers asked some participants to craft resumes for jobs that included pro-diversity statements and others to write resumes for jobs that didn't mention diversity.

They found minorities were half as likely to whiten their resumes when applying for jobs with employers who said they care about diversity. One black student explained in an interview that with each resume she sent out, she weighed whether to include her involvement in a black student organization: "If the employer is known for like trying to employ more people of color and having like a diversity outreach program, then I would include it because in that sense they're trying to broaden their employees, but if they're not actively trying to reach out to other people of other races, then no, I wouldn't include it."

But these applicants who let their guard down about their race ended up inadvertently hurting their chances of being considered: Employers claiming to be pro-diversity discriminated against resumes with racial references just as much as employers who didn't mention diversity at all in their job ads.

"This is a major point of our research-that you are at an even greater risk for discrimination when applying with a pro-diversity employer because you're being more transparent," DeCelles says. "Those companies have the same rate of discrimination, which makes you more vulnerable when you expose yourself to those companies."

DeCelles sees an obvious disconnect between the companies' pro-diversity messages and the actual acceptance of diverse applicants, yet she doesn't believe employers are using these messages as a way to trap and weed out minorities that do apply.

"I don't think it's intended to be a setup," she says. "These organizations are not necessarily all talk when they say they're pro-diversity. Maybe the diversity values are there, but they just haven't been translated from the person who writes the job ad to the person who is screening resumes."

But clearly the findings reinforce an assumption many minorities already have: that the resume screening game is stacked against them and that they need to hide their race to level the playing field.

The researchers interviewed 59 Asian and African American students between the ages of 18 and 25 who were seeking jobs and internships. More than a third, 36 percent, said they whiten their resumes, and two-thirds knew friends or family members who had done so, all because they were afraid their resumes could be unfairly tossed aside if their race became obvious.

"The primary concern is that were trying to avoid a negative group-based stereotype that they felt could occur in a quick scan of a resume," DeCelles says. "They whitened their resumes because they wanted to appear more mainstream."

Different minority groups use different whitening techniques

Asian applicants often changed foreign-sounding names to something American-sounding-like substituting "Luke" for "Lei"-and they also "Americanized" their interests by adding outdoorsy activities like hiking, snowboarding, and kayaking that are common in white western culture.

One Asian applicant said she put her "very Chinese-sounding" name on her resume in her freshman year, but only got noticed after subbing in her American nickname later: "Before I changed it, I didn't really get any interviews, but after that I got interviews," she said.

Some Asians covered up their race because they worried employers might be concerned about a possible language barrier. "You can't prove your English is good in a resume scan, but you can if you can get to the interview," DeCelles says.

Meanwhile, African Americans toned down mentions of race from black organizations they belonged to, such as dropping the word "black" from a membership in a professional society for black engineers. Others omitted impressive achievements altogether, including one black college senior who nixed a prestigious scholarship from his resume because he feared it would reveal his race.

"Some applicants were willing to lose what could be seen as valuable pieces of human capital because they were more worried about giving away their race," DeCelles says.

Some black students bleached out this information because they were concerned they might come across as politically radical or tied to racially controversial causes in a way that could turn off an employer.

"People ... want to have like an awesome black worker but they want one who they feel like fits within a certain box and like very much will conform and like lay low and just kind of do what's expected of them, and they're not necessarily looking for the outspoken like political radical person," a black college senior said. "I feel like race is just one of the many aspects where you try to just like buff the surface smooth ... and pretend like there's nothing sticking out."

"I wouldn't consider whitening my resume because if they don't accept my racial identity, I don't see how I would fit in that job"

Other interviewed students were staunchly opposed to resume whitening. Some even said they purposely left in racial references as a way of sniffing out employers that might not welcome minorities. One student said, "If blackness put a shadow over all (my resume), then it probably isn't the job I want to be in," while another said, "I wouldn't consider whitening my resume because if they don't accept my racial identity, I don't see how I would fit in that job."

How to address discriminatory hiring practices

It's time for employers to acknowledge that bias is hardwired into the hiring system and that prejudice is clouding the screening of qualified applicants, says DeCelles, whose research focuses on the intersection of organizational behavior and criminology.

Business leaders should start by taking a closer look at their resume screening processes. Blind recruitment is one possible solution, where information about race, age, gender, or social class are removed from resumes before hiring managers see them.

Companies can also perform regular checks for discrimination in the screening process, for example by measuring how many minorities applied for a position and comparing that with the percentage of those applicants who made the first cut.

"Organizations can now see very clearly that this is why they are not meeting their diversity goals," DeCelles says. "They can't just put a message on recruitment ads and be done. They need to follow through with a clear structure and staff training. They need to make goals and then continually evaluate the outcome in order to meet those goals."

The bottom line for business leaders who are hiring, she says: "Once you receive applications, you need to make sure they are evaluated fairly."

Related Reading:

Black Business Leaders Series: Putting Diversity to Work
6 Steps to Building a Better Workplace for Black Employees
Pro Basketball Coaches Display Racial Bias When Selecting Lineups

Your Insight Needed!

According to this research, racism in hiring is still alive and well. What's the solution? Add your comment below.

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Minorities Who 'Whiten' Job Resumes Get More Interviews

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Minority job applicants are "whitening" their resumes by deleting references to their race with the hope of boosting their shot at jobs, and research shows the strategy is paying off.

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Does implicit bias connect to white supremacy?

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People are scared of black kids
Aggressive police action towards black people
Change on how they act, more articulate, acting more "white"
No freedom
Scared of police officers
dehumanization
instantly associated with danger, violence, and things that can be connected to gangs
back of white people so they do scare them

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Majority Of White Americans Say They Believe Whites Face Discrimination 

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Majority Of White Americans Say They Believe Whites Face Discrimination 

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A man thinks that because he is white, he is automatically thought off as racist. It is not the case, and even so it is not as bad as the experiences as others.
The one with the job, the job ended up going to a younger white male instead of a African american

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Do you agree with the statement that there is racism against white people?

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Is it true that white people have limited opportunities when it comes to going against minorities? If you think there is, ho would you support your answer?

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I think he really put into perspective about privilege.  When things that they are used to suddenly change they feel as if they are being oppressed

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Institutionalized Racism based on the story is when stereotypes are put into action. They have like actual consequences and actions based on assumptions.

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In the story the man told, the man was with a young, 9 year old boy around midnight riding bikes. The police saw this as fishy and went as far as interrogating both the black man and the kid. And they even assumed that Cleveland would rape him even though both him and the kid said they spent a lot of time together.

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Institutional Racism is basically systematic racism

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Race and WW2
Slavery in the US
Racism in medicine
racial profiling
race intolerance and church

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Cory's parents would not be shown houses in white neighborhoods, and instead shown houses in African american communities

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What can be considered the main cause for institutionalized racism?