Unintended – ism

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Unintended–ism

Unintended–ism

Unintended-isms happen when a person is exposed to a certain individual thatthe brain perceives as a threat. As long as a person issubconsciously profiled as a threat, that individual is likely toexperience some form of discrimination (Bosman, 2012). The onescarrying out the discrimination are sometimes not aware of theirnegative actions because the actions are subconsciously executed(Kristof, 2015). Subconscious execution is triggered by the brain’sfamiliarity with the flight or fight reaction. Because unintended–isms continue to drive discrimination, career coaches need tocomprehend the neurological processes involved in such thinking anduse that knowledge to guide companies on non-discriminatory practicesthat will improve social progress and end biasness in the work place.

Accordingto the three brain theory, human actions rely on the coordination ofthree parts of the neural system: neocortex, limbic area, and the Rcomplex (Narvaez, 2016). Uninteded –isms start in the cortex withthe visual processing of an image, the message then passes throughthe limbic area where the amygdala contacts the hypothalamus, whichthen alerts the R complex to trigger a flight or fight reaction inthe subject (Bosman, 2012). When the fear receptors are startled, theindividual subconsciously discriminates against another personperceived to be dangerous. In most cases, these perceptions areinfluenced by the individual’s external environment.

Businessleaders should know that the external environment is the maincontributor in human systems. Humans will interact with one anotherbased on what they see or hear from others. A good way for a companyto encourage diversity and cope with unconscious schematic errors isto encourage open interaction of all genders and cultures. To get ridof biasness and stereotypes, people need to experience life outsidetheir comfort zones – share moments with different cultures andgenders. Constant interaction and association will teach the brain tolearn that there are no significant differences between the diverseraces and sexes to warrant fear or hate (Stein &amp Belluzzi, 2014).In the long run, managers of this organization will be used todiversity and they will have no problem hiring people from differentbackgrounds and paying women the same salaries as men.

References

Bosman,M. (2012). The neuroscience of conditioned racism. Retrieved from

https://strategicleaders.wordpress.com/2012/08/29/the-neuroscience-of-conditioned-racism/

Kristof,N. (2015). Straight talk for white men. TheNew York Times.Retrieved from

https://www.nytimes.com/2015/02/22/opinion/sunday/nicholas-kristof-straight-talk-for-white-men.html?ref=todayspaper&amp_r=1

Narvaez,D. (2016). Triune ethics meta-theory and embodied moral development.In&nbspEmbodiedMorality&nbsp(pp.31-46). Palgrave Macmillan UK. Retrieved from

http://link.springer.com/chapter/10.1057/978-1-137-55399-7_2

Stein,L., &amp Belluzzi, J. D. (2014). Operant conditioning of individualneurons.&nbspQuantitativeAnalyses of Behavior,&nbsp7,249-264. Retrieved from

https://books.google.com/books?hl=en&amplr=&ampid=l4BIAwAAQBAJ&ampoi=fnd&amppg=PA249&ampdq=positive+brain+conditioning&ampots=Rr9PVdfBFR&ampsig=Oh2_cLZGpOyIComXeK13O3p4FD8