Diversity, Equity and Inclusion at Nobles: Category 2: Power

Occurs when someone consciously rejects stereotypes and supports anti-discrimination efforts but also holds negative associations in their mind unconsciously. Implicit bias plays a role in our interactions with other people as a result of messages (direct and subtle) we all pick up from the world around us. Although we all have negative and positive biases, implicit bias tends to work against those groups already marginalized.

If you would like to take a test on implicit bias from Harvard, click here. 

“Privilege exists when one group has something of value that is denied to others simply because of the groups they belong to, rather than because of anything they’ve done or failed to do. Access to privilege doesn’t determine one’s outcomes, but it is definitely an asset that makes it more likely that whatever talent, ability, and aspirations a person with privilege has will result in something positive for them.”
—White Privilege: Unpacking the Invisible Knapsack | Peggy McIntosh

White privilege refers to the unquestioned and unearned set of advantages, entitlements, benefits and choices bestowed on people solely because they are white. Advantages exist at every level of society, from individual to systemic privileges, and generally white people who experience such privilege do so without being conscious of it.  We acknowledge that white privilege does not mean that white people do not or cannot experience discrimination and oppression; rather, race/skin color hasn’t made those struggles more difficult for them.

Access to privileges such as information/knowledge, connections, experience and expertise, resources and decision-making that enhance a person’s chances of getting what they need to live a comfortable, safe, productive and profitable life.

Power and oppression occur at all levels. Four levels of systemic power are: 

• Individual: feelings, beliefs, values
• Interpersonal: actions, behaviors, and language
• Institutional: legal system, education system, public policy, hiring practices, media images. 
• Societal/Cultural: collective ideas about what is “right”

Racism is the marginalization and/or oppression of people of color based on a socially constructed racial hierarchy that privileges white people. Racism can be openly displayed in racial jokes, slurs or hate crimes. It can also be more deeply rooted in attitudes, values and stereotypical beliefs. In some cases, people don’t even realize they have these beliefs. Instead, they are assumptions that have evolved over time and have become part of systems and institutions.

Read more to better understand 7 levels of racism from David E. Kirkland. 

Blanket beliefs and expectations about members of certain groups that present an oversimplified opinion, prejudiced attitude, or uncritical judgment. They are often based on false assumptions. They go beyond necessary and useful categorizations and generalizations in that they are typically negative, are based on little information, and are highly generalized.

Stereotype Threat: Stereotype threat refers to the risk of confirming negative stereotypes about an individual’s racial, ethnic, gender, or cultural group which can create high cognitive load and reduce academic focus and performance. The term was coined by the researchers Claude Steele and Joshua Aronson.

Stereotype threat occurs when we think we might confirm a stereotype about some aspect of our identity. That thinking can actually impede our performance in class, on the job, on the playing field. And anybody can be affected by stereotype threat. As Jennifer Saul writes in her article, “Implicit Bias, Stereotype Threat and Women in Philosophy:” "Stereotype threat is sometimes consciously felt but also sometimes unconscious, and it concerns ways that a person’s (awareness of their) own group membership may negatively affect their performance."