Institutional discrimination can be defined as the unfair and unjust treatment of an individual or group of individuals by societal establishments through bias or unequal selection. Whether intentional or unintentional, institutional discrimination should be called out as it prevents competent and capable individuals from getting what they deserve. Discrimination often comes from stereotypic beliefs that are often racist or sexist. Such beliefs are held and practiced by a large number of people in society and have often been sanitized as norms. Discrimination is visible in the establishments' objectives, laws, policies, and general procedures such as hiring. Unfortunately, minority groups are the ones who are affected most by such stereotypic practices. Cases of institutional discrimination are rampant even in the government, where discriminatory laws and decisions are made on behalf of the citizens. Some of these laws are the root cause of hatred directed to minorities. After all, as the stereotypes argue, if the government is doing it, there is no point fighting it. The effects of such discrimination are always dire, especially in the business world. For instance, institutionalized discrimination hinders inclusivity, diversity, and the development of companies. In addition to that, it hinders fair distribution and access to resources, which in turn cripples business activities. The result of this is widespread poverty. When it comes to education, this monster called discrimination still affects the sector.
Discrimination, particularly racial discrimination, has affected the future of many bright and intelligent students. White students have access to the best schools, and their opportunities are limitless. On the other hand, blacks and other minorities have limited options, and most have to settle for what is left after whites pick their choices. Consequently, that breeds other issues such as income disparities as the gap between the rich and poor widens, and this eventually leads to classism. Similarly, institution-based discrimination is evident in religion, especially in worship centers. The type of discrimination here is often gender-based. In most churches, leadership and pastoral roles are often done by men. It is only recently that the church has started to include women reluctantly. The same type of discrimination tickles down to employment opportunities. In some professions like construction, employment is still rigid to change, where women are given close to zero chances of employment. In the same way, in big corporations, discrimination is evident in that leadership and management positions are offered to whites, while labor-intensive positions are offered to blacks and other minority groups. The epitome of institutional discrimination is in the judicial system. Although there is a principle that demands equal protection of defendants, differential sentencing and conviction is still an issue in the United States. A recent study concluded that over 50% of inmates in American prisons today are African-American (Olson, 2016). Therefore, this is reflective of how deeply rooted institutional discrimination is. From time to time, cases of harsh minority sentences for misdemeanors are shown by the media, alongside scenarios of white individuals accused of gruesome offenses still free.
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A classic example of institutional discrimination is the 1896 Plessy v. Ferguson case, where the supreme court made a landmark ruling that upheld racial segregation's constitutionality (Carter, 2017). A popular doctrine that emerged from the ruling was ‘separate but equal,’ which was followed by the re-establishment of racial segregation. The case happened at a time where racial segregation was at its peak. Specifically, the law obligated all railroads in the state to provide equal but separate accommodation. The law thus prohibited whites and blacks from accessing accommodations not assigned for them. In that context, institutional distribution was based on race. Homer Plessy bought a ticket, took a seat reserved for white passengers, and adamantly refused to move to the African-American section (Deibel, 2018). He was biracial, who was one-eighth African-American and seven-eighths white. Regardless, he was arrested and later charged for violating the Separate Car Act. Homer Plessy was found guilty by the district attorney, and this decision was affirmed by the Louisiana Supreme Court (Deibel, 2018). The ruling hence prompted him to appeal to the US Supreme Court. By this time, the case had already gained popularity, and the public was vocal in airing its opinion. What struck a nerve was Plessy lawyer's arguments and interpretation of the Louisiana law that inherently implied that black people were inferior (Deibel, 2018). Although Plessy lost, the decision is still considered one of the worst mistakes the United States Supreme court has ever made. The decision was never technically overruled, but several similar cases decades later continued weakening the ruling. Institutional based discrimination, particularly on race, dates back to that ruling. Although things have changed, much discrimination still affects minorities. Institutionalized discrimination affects relationships and interactions among human beings. For instance, when one party feels like the other is being preferred instead of them, there is always bad blood and tension among them. Whether the favored group knows it or not, the effects of such discrimination can lead to extreme measures like bodily harm or murder in an attempt to get back at them or revenge. For minorities, it is always a vicious cycle. Institutional discrimination knocks on their doors from the moment they are born. From education facilities to employment, discrimination is part and parcel of their lives. Things get worse for those of them who are unfortunate enough to be involved in crime and get convicted. However, all hope is not lost as there are ways that can mend the situation. The amicable way to deal with this menace is facing it head-on by devising ways to level the ground for everybody. Starting with education, every child should be given an equal opportunity to access the same schools. A person's future is based on their childhood experiences, which is why much effort should be put in place. An overseeing body should also be put in place to handle any cases of discrimination. In as much as giving equal opportunity is a tremendous step, some organizations can be reluctant. The work of the oversight body will be to handle situations like those where some administrators are reluctant to grant equal access.
The same should apply to employment opportunities. Once the ground is leveled from an early stage, it means that those graduating will be based on merit. Consequently, in the workplace, such individuals will get priority in terms of employment. All individuals will thus have similar conditions to compete. Such a move will wipe out racial and gender stereotypes in terms of employment. Once such beliefs and practices are removed, even the rigid professions will start diversifying their options and include women and minorities such as African-Americans and the LGBTQ community. When it comes to the justice system, the law should be followed to the latter. Rather than looking at the racial or financial background, convictions should gravitate around the magnitude of the crime. If the crime committed is murder, then the law should apply irrespective of race. In doing so, the system will gradually rebuild its image and gain the citizens' trust. Fighting institution-based discrimination should be a collective responsibility. As of now, the menace cuts across all sectors, which is why all of them need to be streamlined. Changing one aspect and neglecting another will only worsen the problem. Therefore, all stakeholders and citizens, in general, need to be a part of the solution.
References
Carter, D. A. (2017). PLESSY V. FERGUSON (1896). Reforming America: A Thematic Encyclopedia and Document Collection of The Progressive Era [2 Volumes] , 101.
Deibel, Z. (2018). Racial Segregation: Plessy V. Ferguson . Cavendish Square Publishing, Llc.
Olson, J. C. (2016). Race and Punishment in American Prisons. Journal of Public Administration Research and Theory , 26 (4), 758-768.
