10 Conclusion: Reflection on Strategies and Accomplishments
Conclusion: Reflection on Strategies and Accomplishments
The connection between institutional racism, on the one hand, and diversity and cultural competency, on the other, is clearly evident, and it is our hope that this text has marked out some causal connections and possible correctives for those seeking to advance diversity and social equity values. Specific examples of institutional racism have been identified in various organizational types and settings. Some organizations, ranging from social work and law enforcement agencies to religious groups, have taken proactive steps not only in acknowledging the presence of racism and racists in their history and ranks, but also in implementing change mechanisms aimed at overcoming structuralized, institutional bias. Other, programmatic, ventures, such as the federal Home Affordable Modification Program (HAMP), have failed to either overcome or prevent disparate racial impacts: Disappointment in that program as implemented to date cannot be minimized, nor (as Chapter Three in this text indicates) its disparate impact on blacks in particular, even though this outcome cannot be unambiguously imputed to deliberate bias.
Institutional racism perpetuates both intentional and unintentional practices that disadvantage minority groups. In essence, it voids the most earnest efforts at increasing organizational diversity and equity. Most often, it makes for denials of the very reality of racism, or of a need to respond to others in a racially sensitive and culturally competent manner. However, those organizations that embrace change in this regard, particularly when they have recognized the existence of institutional...
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