Summary of Robert Livingston's The Conversation

Everest Media

Description

Please note: This is a companion version & not the original book.
Sample Book Insights:
#1 I was invited to conduct an antibias workshop with a department of employees located in Appalachia that was roughly 98 percent male, 99 percent White, and 100 percent rural. I was worried that the attendees would not relate to me, given our differences in background. But they ended up becoming very comfortable with me and called me Doc.
#2 The next day, the group was more somber as they discussed the answers they received the day before. Some were annoyed, while others were sheepish. But it was clear that facts had been absorbed and learning had taken place.
#3 The tension between the desire for greater equity and inclusion among some executives, and the perception among many employees and middle managers that there is no discrimination in the company, is common in most corporate diversity training sessions.
#4 There is a large segment of the White American population that believes that Whites are being discriminated against more than Blacks. And many believe that racism is a zero-sum game, meaning that the decrease in discrimination against Blacks means the increase in discrimination against Whites.

Informations

• Publié par: Everest Media LLC
• Date de parution: 05 avril 2022
• Nombre de lectures: 0
• EAN13: 9781669379034
• Langue: English
• Poids de l'ouvrage: 1 Mo

Extrait

Insights on Robert Livingston's The Conversation
Contents Insights from Chapter 1 Insights from Chapter 2 Insights from Chapter 3
Insights from Chapter 1

#1

I was invited to conduct an antibias workshop with a department of employees located in Appalachia that was roughly 98 percent male, 99 percent White, and 100 percent rural. I was worried that the attendees would not relate to me, given our differences in background. But they ended up becoming very comfortable with me and called me Doc.

#2

The next day, the group was more somber as they discussed the answers they received the day before. Some were annoyed, while others were sheepish. But it was clear that facts had been absorbed and learning had taken place.

#3

The tension between the desire for greater equity and inclusion among some executives, and the perception among many employees and middle managers that there is no discrimination in the company, is common in most corporate diversity training sessions.

#4

There is a large segment of the White American population that believes that Whites are being discriminated against more than Blacks. And many believe that racism is a zero-sum game, meaning that the decrease in discrimination against Blacks means the increase in discrimination against Whites.

#5

The first step to solving any problem is recognizing it and agreeing on what it is. If someone has a serious illness, such as cancer, but doesn’t know it, how can they succeed in treating it.

#6

There is a lot of variability in White people’s beliefs about racism, and this is largely unexplained by age, gender, or education. It is largely explained by political ideology.

#7

The availability heuristic is a tendency to overweight information that is readily available in your mind when making decisions, judgments, or estimates. This can lead to biased conclusions.

#8

Anchoring bias is when we rely on an initial judgment or assumption to make a subsequent one. For example, if a friend tells you that she has just passed the ten-mile mark in a marathon, your initial judgment of how far she has run may be based on whether the anchor is the starting line or the finish line.

#9

People are not just computers that process data. They have emotions, desires, needs, and ambitions, which can create a whole new set of obstacles to perceiving the world in an accurate way.

#10

The biggest challenge with the fellas was not persuading them to consider new information, but increasing their emotional capacity and willingness to digest the information. They were not alone in this struggle.

#11

We all have a cognitive defense mechanism that steers us away from inconvenient and unpleasant truths. We ignore the truth and instead turn to emotional truths that are disconnected from reality.

#12

Many white people, especially those who are wealthy, believe that the world is fair and just, which explains their disbelief in anti-Black racism. They want to see themselves as good people, so they avoid seeing themselves as racist.

#13

One way to help people get over their denial of racism is to increase their belief in their own competence, worth, and goodness. This is known as self-affirmation.

#14

The first picture is of Brenda and Sara on the playground, and the second picture is of Abby and Carrie on the playground. Which one would people tell the same story about.

#15

Implicit bias is the unconscious, or implicit, judgment of others that can be influenced by their race. It can occur when people judge others without knowing or intending to be racist.

#16

The delta, or the difference between two similar conditions that differ only by race, is what allows us to detect subtle racism. The presence of others gives everyone present an excuse not to help, because someone else will do it.

#17

While most people were willing to help a person in need when no one else was around, the presence of others caused many to refuse help to a person in need, even if they were Black.

#18

Aversive racism is when people use racism without realizing it. It is seen in employment and organizational contexts, where White evaluators will sometimes give equivalent recommendations for White and Black candidates, but only if both candidates are superstars.

#19

There is a disturbing paradox in how people who claim to value fairness and equality are still treating people of color unfairly. This kind of racism is especially difficult to address because any excuse—the presence of others who could help, a flaw in a résumé—is enough to leave the delusion of egalitarianism intact.

#20

racism is defined as when individuals or institutions show more favorable treatment of an individual or group based on race or ethnicity. It is not about what people do, but about who they are.

#21

racism is the process of showing more favorable evaluation or treatment of one group over another. It can be enacted individually, by small groups of people, or institutionally, by large organizations.

#22

racism is defined as the differential treatment of individuals based on their race. It can be expressed in many ways, from the demonizing of a single person to the hiring of multiple people based on their race.

#23

To understand what systemic racism is, think about individuals as fish and society as the stream that they inhabit and navigate day in and day out. Racism is not just about the actions of the individual fish, but also about the hydrodynamics of the stream itself.

#24

The existence of socioeconomic disadvantage among some Whites is evidence that no current exists. The existence of Black privilege is a myth, and the term Black privilege is offensive.

#25

The Oscar-winning movie Green Book, which is based on the real life of Don Shirley, a talented and successful Black musician in the 1960s, and his White driver Tony Vallelonga, shows how race affects the privilege each man possesses.

#26

White privilege and Black stigma are both residual effects of slavery, and they are still prevalent in the United States and throughout the world.

#27

Institutional privilege determines where people belong. It is tied to individual privilege, as a lack of institutional privilege can constrain or restrict individual privilege.