Back When I Lived In Louisiana I Witnessed Many Actions Rela

Back When I Lived In Louisiana I Witnessed Many Actions Related To

Implicit bias is a pervasive issue that influences individual judgments and behaviors in various social contexts. Personal experiences and observations from my time living in Louisiana reveal the widespread nature of implicit bias, especially within the hospitality industry and everyday encounters. These biases often operate unconsciously, affecting interactions among individuals of different racial, age, and gender groups, contributing to systemic inequalities and social tensions.

During my work in the restaurant industry in Louisiana, I observed firsthand how implicit bias manifests among waitstaff and management. Many colleagues, including myself, harbored automatic negative assumptions based on patrons’ race, age, or sex. For example, I noticed that some servers stereotyped or treated certain parties poorly because of presumptions related to their racial or demographic background. Even more striking was the case of a manager who employed a racially discriminatory hiring practice, intentionally hiring only white employees. These behaviors illustrate how implicit biases can permeate institutional practices, contributing to racial and social inequities within the workplace and community.

My personal encounter with implicit bias occurred during my sixth grade, when a teacher made assumptions about me based on my older sister’s previous experiences. This led to me experiencing harsh treatment and being overlooked during class introductions. Although this incident may not fit the strictest definition of implicit bias, it exemplifies how stereotypes and preconceived notions can influence behaviors and interactions, often in subtle but impactful ways. Strategies to combat these biases include self-awareness—recognizing and understanding one’s own implicit biases—and empathy, such as imagining oneself in the position of the person being targeted. These approaches can foster greater understanding and reduce biased behaviors over time.

As a person of color, I have both experienced and witnessed implicit bias in various settings. I believe that virtually every person of color, regardless of age, faces some form of implicit bias. These unconscious stereotypes can be rooted in familial teachings, community narratives, and societal conditioning. For example, I work at a grocery store as a receiver and also pack bread. During one incident, an elderly white man in his late 70s used a racial slur when referring to a type of bread. I initially thought he might have been referring to a darker bread like pumpernickel, which is commonly associated with the stereotype of "dark" or "cheap" products, and I did not take offense at the slur itself. However, I was offended by the implication that Black people prefer inexpensive bread—reflecting a racial stereotype that insinuates economic inferiority or a preference for lower-quality products.

In response to such incidents, my manager promptly removed the customer from the store, demonstrating awareness of the harmful impact of such language and assumptions. Despite the offensive language and implicit biases at play, I maintained professionalism and still aimed to assist the customer. This scenario highlights how implicit bias can operate beneath conscious awareness, influencing judgments and actions in subtle yet meaningful ways. Recognizing and addressing these biases requires ongoing self-examination, education, and advocacy for equitable treatment regardless of race or background.

Conclusion

Implicit bias remains a critical challenge impacting social interactions and institutional practices. Personal and observed experiences demonstrate that these biases are often unconscious but deeply ingrained, affecting perceptions and behaviors in daily life. Strategies such as self-awareness, empathy, and proactive education are essential to mitigating the effects of implicit bias. Building inclusive environments involves continuous effort to recognize and challenge stereotypes, ultimately fostering a more equitable and understanding society.

References

• Greenwald, A.G., McGhee, D.E., & Schwartz, J.L.K. (1998). Measuring individual differences in implicit cognition: The implicit association test. Journal of Personality and Social Psychology, 74(6), 1464–1480.
• Devine, P. G. (1989). Stereotypes and prejudice: Their automatic and controlled components. Journal of Personality and Social Psychology, 56(1), 5–18.
• Blascovich, J., & Tomaka, J. (1996). Almanac of social psychological research. American Psychological Association.
• Dasgupta, N., & Greenwald, A. G. (2001). On the malleability of automatic attitudes: Combating automatic prejudices with images of admired and disliked individuals. Journal of Personality and Social Psychology, 81(5), 800–814.
• Petty, R. E., & Cacioppo, J. T. (1986). The elaboration likelihood model of persuasion. Advances in Experimental Social Psychology, 19, 123–205.
• Kang, J., Bennett, M., Carbado, D., Casey, P., Dasgupta, N., Faigman, D., & Glaser, J. (2012). Implicit bias in the legal system. Stanford Law Review, 63(5), 795–841.
• Correll, J., Park, B., Judd, C. M., & Wittenbrink, B. (2002). The police officer’s dilemma: Using ethnicity to disambiguate potentially threatening individuals. Journal of Personality and Social Psychology, 83(6), 1314–1329.
• Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 94(4), 991–1013.
• Lai, C. K., et al. (2014). Reducing implicit racial preferences: I. A comparative investigation of 17 interventions. Cultural Diversity and Ethnic Minority Psychology, 20(2), 257–268.
• Sevier, M., & Grant, P. (2020). Implicit bias and its effects on health disparities. American Journal of Lifestyle Medicine, 14(2), 154–158.