There was never any such thing: about 80 black churches were burned from to —but then over seven times that many white churches burned as well.
Four: The CIA created the inner cities by pumping drugs into them. This one pops up in pamphlet after pamphlet at leftist marches and gatherings; it is taught to many black college students. Five: Because black men are disproportionately incarcerated, racism reigns eternal. This belief assumes that blacks do not commit crimes any more frequently than whites.
But if black men make up almost 50 percent of the prison population, they committed roughly 42 percent of violent crimes in the s, and many studies have shown that, when severity of crime and past record are taken into account, there is no bias against blacks in the criminal justice system.
Six: Racial profiling is racism. In some parts of the country, black men are so overrepresented in criminal activities that police officers, white and black, would be shirking their duty not to concentrate on them.
Sure, sometimes profiling ends up detaining more blacks than their rate of conviction for the targeted crime justifies, as with drivers recently stopped and searched for drugs in New Jersey. But even here, officers generally have acted less out of race hatred than out of a pragmatic assessment that they can fill their quotas faster by focusing on a group that commits a disproportionate share of crime. Inappropriate, yes—and widely condemned as such: indication Number that racism is on the wane. But to halt all profiling would increase the number of blacks murdered, mostly by other blacks.
And black leaders would cite this rise as further evidence of racism, as happened in New York in the s, when cops turned a blind eye to a wave of black crime.
Seven: Excessive police brutality against blacks shows that racism reigns eternal. Certainly blacks have suffered greater police brutality than whites. And most important, the police brutality situation is improving rapidly. T hese articles of faith add up to a deeply felt cult of victimology that grips the entire black community.alexacmobil.com/components/bozesih/xywib-come-spiare.php
The Black Police: Policing Our Own
Some subscribe to it fiercely; most accept it as a valid point of view, at least. But blacks, inevitably, suffer from a classic post-colonial inferiority complex. Like insecure people everywhere, they are driven by a private sense of personal inadequacy to seeing imaginary obstacles to their success supposedly planted by others.
In the grip of this seductive ideology, blacks have made the immobilizing assumption that individual initiative can lead only to failure, with only a few exceptionally gifted or lucky exceptions. Yet many groups have triumphed over similar or worse obstacles—including millions of Caribbean and African immigrants in America, from Colin Powell to the thousands of Caribbean children succeeding in precisely the crumbling schools where black American kids fail.
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Indeed, thinkers such as Thomas Sowell and Stephan and Abigail Thernstrom argue that American blacks could have advanced—and were advancing—even without the civil rights legislation of the sixties and the racial preferences of the seventies, since black unemployment was at an all-time low in the mid-sixties, and the black middle class was already growing fast.
Take the eerily similar case of the Boston Irish, the target of contempt and discrimination in nineteenth-century America. In South Boston, as in South Central, a fatalistic skepticism that you can rise above your community and a deeply embedded wariness of mainstream culture thwart ambition even where opportunity is available.
The victimology cult has in turn engendered a cult of black separatism. T he worst result of the sense that black America is a fundamentally separate realm is a widespread cult of anti-intellectualism. Consider the data: even in middle-class suburbs, increasing numbers of middle-class black students tend to cluster at the bottom of their schools in grades and test scores.
Studying black-related issues is okay, because learning about oneself is authentic. But this impulse also implicitly classifies science as irrelevant, which is the direct cause of the underrepresentation of minorities in the hard sciences. When I was four—and this is my very first memory—a group of black kids in the neighborhood stopped me and asked me to spell a word. When I did, one of them directed his little sister to hit me repeatedly. The gifted black student quickly faces a choice between peer group acceptance and intellectual achievement.
Most, out of an utterly human impulse, choose the former. T he prevailing orthodoxy lays the blame on other factors, of course, but none of them withstands scrutiny.
Finally, educators often assert that white teachers are biased against black children, dousing their initiative early on and then tracking them away from advanced placement classes. However, studies repeatedly suggest that teachers track based on demonstrated ability—and, again, black Caribbean and African children do fine, despite presumably suffering the same treatment as native-born blacks.
But a tiny grain: after all, college assignments are not composed to test racial abilities. And all these conventional arguments neglect the elephant sitting in the middle of the room: if black students who try to achieve in school get sharply teased for it and threatened with ostracism, why would we not expect this to be the main cause of their academic underachievement? One well-studied case decisively confutes all the conventional arguments.
In tony suburban Shaker Heights, Ohio, funding is generous, support programs aimed at black students about half of the student population, not an alienated minority abound, there is no ability tracking students track themselves , and such racism as can be found is too intermittent to destroy the academic curiosity of a human being of normal resilience.
The response to affirmative action is a case in point. Blacks see it as a policy that appropriately bends the rules for a people denied the opportunity to compete on a level playing field—a notion that in , when middle-class blacks are a massive and thriving group in American society, can only seem plausible through the lens of victimology. After all, since there are not enough black students to be admitted to selective schools on the same merits as the other students, beyond a certain cut-off point blacks are being valued as much for their distinct and separate cultural traits as for their academic accomplishment.
This is a state of affairs, moreover, that requires a strong dose of anti-intellectualism to accept without discomfort. Today, these three thought patterns impede black advancement much more than racism; and dysfunctional inner cities, corporate glass ceilings, and black educational underachievement will persist until such thinking disappears. In my experience, trying to show many African-Americans how mistaken and counterproductive these ideas are is like trying to convince a religious person that God does not exist: the sentiments are beyond the reach of rational, civil discourse.
There was a time when fighting and decrying institutional racism was the main task at hand, and blacks of my generation owe a debt of gratitude to those who did it; our comfortable lives would be impossible without their efforts.
The Black Police: Policing Our Own - Harvard Law Review
Today, though, these people are well-intentioned relics of another era, an era they in their moment helped us to get past. There are two main paths to this goal. I know these questions are unfair; we should be able to talk as two individuals about business, current events, and other topics that interest us, without race-based judgments.
And yet, you seem to hold me accountable for explaining the actions of other black people as if I had some personal knowledge or culpability. Look back to that day at the management offsite, when the members of the executive team saw me not as a seasoned strategist but as an authority on race relations in the company, even though I had just started and barely knew the players. And do you remember when you, Jim, and I had lunch in the corporate dining room, not long after the offsite?
Not only was I sitting with him, a young black woman was sitting alone at another table. It may have seemed like a harmless question to you, but it struck a nerve. The blacks were doing the same thing the whites were doing—having lunch with friends and colleagues. We have the same need for socialization and acceptance that you do.
Unfortunately, rather than enjoying real conversations with our nonblack colleagues, we are often taken off guard by awkward jokes or slips of the tongue—leading us to wonder if these comments betray underlying feelings or assumptions about African-Americans in the office. One weekend I went to the office, in my normal, casual weekend attire, to finish up a report you needed to review on Monday.
In the lobby, I had the strange feeling I was being watched and turned around to catch the weekend security guard staring at me. Although a few people were milling about and others were going apparently to and from their offices, I seemed to be the only one commanding special attention. Before getting into the elevator, I was stopped by an informally dressed young white man who in a stern voice asked to see my identification. This man was not even the security guard. Please understand, I had worked here for two years, but because I was out of context, he assumed I was a thug.
Now, when I go into the office on weekends, I make sure to put on khakis and a polo shirt—and when I look at my white colleagues coming in wearing jeans or jogging suits, I feel my resentment growing. Little wonder so many of us remain alienated. Little wonder so many of us leave in search of greener pastures—a place where we can be accepted for who we are as contributors and team members.
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To be honest, I also think you sometimes make judgments about me—usually not intentionally—based on a set of historical and cultural preconceptions. Practically speaking, this shows up in the expectations you and other white managers have for black employees. Do you remember when Robert, our black marketing director, hired Marie, also an African-American?
Marie had worked in the marketing field for more than 15 years and had won three national awards. Her work was innovative and exciting, and she was by far the best candidate of the four Robert interviewed. Things became complicated, however, because Robert had also recently promoted a black man into a position of authority.