The Double Standard: Racial Profiling and Gender Bias in Professional Settings

Double standards are a common phenomenon in both social media and professional environments. This article explores these double standards, focusing on racial profiling and gender bias. We will discuss how certain behaviors are perceived differently based on race and gender, highlighting the underlying biases and their impact.

Racial Profiling on Social Media

In today's digital age, social media platforms have become breeding grounds for various forms of stereotyping. One particularly troubling aspect is the racial profiling that occurs when individuals are wrongly labeled based on their ethnicity. For instance, a video of bad driving on a liberal social media platform often results in comments suggesting the driver is an Asian woman, without any of these comments being deleted. When the driver turns out to be a White male, instead of an apology, there is no condemnation of the racially profiling comments made about Asian women. This behavior is not met with the same outrage when other racial groups are stereotyped, suggesting a form of secret condoning of racism against Asian women by some individuals.

The whitewashing of the White male driver's actions is even more striking. He is not subjected to racial profiling or any comments regarding culture, leading people to perceive him simply as a bad driver without further scrutiny based on his race. This phenomenon indicates a double standard where White males are granted immunity from racial profiling while Asian women remain subject to unfair treatment based on shallow stereotypes.

Gender Bias in Professional Settings

The double standard is also evident in the expectations placed on men and women regarding behavior and ambition, particularly in professional settings. Assertive behavior is highly prized in men, often as a leadership quality. However, the same behavior in women is frequently criticized as overly aggressive or feminine. This discrepancy can significantly affect career advancement and workplace dynamics. Despite progress toward gender equality, societal biases persist, creating a difficult path for women in the workplace.

Personal Experience: The Denise Incident

My personal experience at my last job further illustrates this point. There was a woman named Denise who consistently exhibited the following behaviors in the office:

Showing up late (5-8 minutes) Taking long lunches Using her cell phone loudly and not setting it to vibrate Disappearing to talk to people in other departments

The department head did nothing about these issues, merely looking the other way or providing excuses. However, when I was the one to arrive late by just 3 minutes, I was brought into the office and reprimanded. The same rules applied to me, but I was the only one reprimanded. I was instructed to come in on time, leave at scheduled times, limit my lunch to an hour, keep my cell phone on silent and out of sight, and stay at my desk unless on a break. These were the strict instructions despite no one else being reprimanded for similar behavior.

The fact that I was the only male in the department and the manager was a female led many to speculate on a power play. Perhaps the manager was trying to assert her authority by penalizing me for the behaviors that others displayed freely. This incident reinforced the notion that double standards exist and that gender can play a significant role in how similar actions are viewed and handled in professional environments.

Conclusion

The double standard of racial profiling and gender bias continues to sap the progress toward equality in both social media and professional settings. It is crucial to recognize and address these biases to create fair and inclusive environments for all. By acknowledging and correcting these double standards, we can move closer to a more equitable society where everyone is judged equally based on their actions, not their race or gender.