Impacts of Institutional Bias

Men cannot control their destiny. Over time, this has been proven to be true and even tougher with science fiction and 5D in play. The process of favoring a certain outcome and discriminating everything else is mens greatest weakness. Harboring over an outcome or habit makes one put all their hopes on it. According to (Oxford Reference, 2013) this is a tendency for the procedures and practices of particular institutions to operate in ways which result in certain social groups being advantaged or favoured and others being disadvantaged or devalued. This need not be the result of any conscious prejudice or discrimination but rather of the majority simply following existing rules or norms.


Conceptual and theoretical issues that back up institutional bias always tend to lead to discrimination, prejudice; and thus ultimately there is inequality within and among social groups. Institutional bias is a poorly understood concept and, in most cases, it is never noticed; yet it serves as a big stumbling block to the health of any society.

In other words, institutional bias may be revealed perhaps only through its negative consequences (Henry, 2010). At a wider range, institutional bias can be broken down to forms of racism, discrimination, sexualism, inferiority and superiority complexes. In most cases, this bias is only observed when there are negative aspects that come out of it. The case of tampering with forensics, (FSN: Forensic Science News and opinion by a Real Forensic Scientist, 2012) is a good example of how disastrous this can be as there is a twist in the hands of justice. In this unfortunate case, the Jamaican lab scientists were tampering with the evidence more than a thousand cases.

Institutional bias is not an unwanted quality that can just be erased from society. The problems, issues and concerns backing this terminology are the fact that it has both good and bad qualities. Where the outcome is good, no one wants to get rid of that element bringing about the good outcomes. The main problem behind institutional bias is the fact that it depends solely on human behavior; in most cases, it is about what is good for the ones in power.

Cognitive bias cannot be overlooked as in meddles with the everyday lives of people. Training a certain group or institution does not solve the problem of gender, race, ethnicity, discrimination. Peoples mindsets are not like satellites to be fine-tuned to a certain wavelength and change their line of thought.

In human institutes, the impacts are usually on those who are under the authority. The more one tries to expose the bad, as long as the top leaders are involved, nothing will ever come out; and this is as good as fighting a losing battle. Opening up institutional participation to people from different backgrounds minimizes institutional bias. As observed in most social groups, where 3 or more people are of the same caliberstereotype, they group themselves and tend to be biased towards others.

Pride and prejudice are part of the big aspects that give rise to impacts of institutional bias. Due to the fact that the psychological makeup of man will never be simple to understand, this becomes hard to address and deal with. The state of mind is perhaps the biggest factor that leads to the promotion of or removal of bias. Men need to learn to be able to share; this is the only way of dealing with institutional bias at any level.

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There are a lot of disparities that arise from institutional bias. In the United States, over the number of years, notable improvements have been achieved. For example, there has been documented an important decline in individually expressed prejudice and endorsement of negative stereotypes against Blacks in the United States (Henry, 2010). This means that in a system, a domain, a mainstream, for example, workforce or legal system, it is not possible to do away with issues that promote unfairness as this is not a case of dealing with a single person.

Social psychology researchers may achieve only as much as identifying new problems and forms of institutional bias. However, eradicating it is another issue. The existing theories on institutional bias are not of much help as the cases differ each time, and this causes an imbalance between new cases and what is already known. The main issue is that everyone wants to be recognized and many - with the winning group. In institutes, this will always create a gap between social groups.

Not everyone likes to be a volunteer. People want to be refunded, compensated and even praised for whatever they do. One of the biggest issues surrounding institutional bias is that the leaders may be the ones in charge for this theory; it then becomes hard to do away with it. In big firms, this is even a bigger problem. The tough leaders set the bar so high that workers do anything to get a big break. According to Grantham (2008), If you win, you take some of the shareholders company, and if you lose, you lose nothing. In fact, if you lose, you rewrite your options at depressed or crisis prices.

In any institute, the rules of survival are basically easy and create a breathing space. No wonder people go with them. As Paul Paging said (in Grantham, 2008), be optimistic as possible, be nice to everyone, bail everyone out and hope for the best. If all goes well, after all, you will have a lot of grateful bailees who will happily hire you for #300,000 a pop.

International diversity is not strongly rooted in society. This is clearly seen by the impacts and effects that culture has on institutional bias. Economic significance of cultural variables tends to be high in places where the workers seem to come from the same culture. There is an issue of teaming up against all the other workers who are not from the same culture. Culture thus has a direct impact on channels and procedures in an institute.

According to Bird, It is clearer than ever before that teachers attitudes, biases and prejudices can negatively affect not only the learning process, but also add to some students isolation. This situation can be transferred to work in other institutes. The group leader determines the pace that everyone else follows. If the leader is prejudiced and displays signs of discrimination in any form, then that is how the subjects act.

In conclusion, it is not fair to leave all research work based on institutional bias to the psychology department as people are also biased in their shortcomings. This is a part of who we are as a society. There is something larger than ethnic groups or religion. It is a matter of self-respect that starts with an individual. Fortunately or unfortunately, as nature has it, no one has the authority, capacity or audacity to make the next person think like them. Upbringing and home teachings are the basic elements of any personality. If schools and parents teach minors to be fair, then it is humanly possible to achieve a perfect world where prejudice does not exist. As of now, it is there as one of the leading issues in the corporate world.

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