percentage of survey respondents. For more information on our survey methodology, please see the Author's Note, located in the front matter of the book. To review raw survey results, visit. http://bit.ly/stillinvisiblesurvey
Findings by Race
At least 13.33% of all Black male respondents "Strongly Agree" or "Agree" with the following characteristics associated with Black males: Lazy (13.33%), Ignorant (13.33%), Ignorant (13.33%), Over-Sexed (16.66%), Thug/Criminal (13.33%) and Hopeless (13.33%).
White female respondents (88.40%), ages 18-24 years old, took a positive view on the characteristics used to describe Black males, with a small minority who "Strongly Agree" or "Agree" with the negative characteristics used to describe Black males.
Asian respondents had a bleak view of Black males, with nearly 4 out of 10 respondents (39.00%) who "Strongly Agree" or "Agree" with the negative characteristics used to describe them.
Findings by Gender
Nearly one quarter of all White male respondents (24.00%) "Strongly Agree" or "Agree" with the description that Black males are "Over-Sexed".
More than 4 out of 10 of Other male respondents "Strongly Agree" or "Agree" with the description of Black males as "Lazy" (42.86%) and "Hopeless" (42.86%).
1 out of 4 Hispanic female respondents (26.31%) "Strongly Agree" or "Agree" with the description of Black males as "Thug/Criminal".
Findings by Age
More than 6 out of 10 White male respondents, ages 18-24 years old, "Strongly Agree" or "Agree with the description of Black males as Hardworking (67.64%), Educated (68.18%) and Productive (67.64%).
Half of all Black female respondents, ages 18-24 years old (50.00%), "Strongly Agree" or "Agree" with the description of Black males as "Ignorant".
A plurality of Female Respondents, from all age groups (51.50%) "Strongly Agree" or "Agree" with the description of Black males as "Law Abiding", with Asian female respondents (33.33%) and Hispanic Female respondents (26.31%) who "Strongly Disagree" or "Disagree" with the aforementioned description.
"Shuckin' & Jivin'... Rarely Ever Thrivin'!"
The media often portrays Blacks in subservient or negative roles on television, such as a servant, a crook, a cook, an entertainer, a musician, an exhibitionist, an athlete, or a corrupt individual. Very rarely are Blacks depicted as having professional occupations or a supervisory position in comparison to white characters ("Perceived Realism." p. 2).
In one of the earliest examinations of African-American portrayals on television, the U.S. Commission on Civil Rights found that Blacks are frequently depicted with unfavorable personality including being inferior, stupid, comical, immoral, dishonest, buffoonish, untrained, uneducated and hopeless ("Perceived Realism." pp. 2-3).
"Larger, Stronger, Faster? Leads to Disaster!"
In 2014, researchers studied 176 mostly white, male police officers, and tested them for unconscious “dehumanization bias” against African-Americans and found that officers commonly barbarized Black people, and those who did were most likely to have a record of using excessive force on Black children in custody (Lopez).
Research has found that Blacks are sometimes perceived as having super-human powers, with whites more likely to associate paranormal or magical powers with African-Americans than with Caucasians and, as a result, they are less likely to believe Black people feel pain to the same degree that whites do (Lopez).
"When They're Bigger ... Pull the Trigger?"
Despite stereotypes about Black men being larger than white men, the Centers for Disease Control reported in 2012 that the average height of non-Hispanic White men and non-Hispanic Black men are roughly the same . Even still, identical and similar body types, when perceived as Black, were often equated as larger and more threatening (Lopez).
According to a series of studies published by the American Psychological Association, when researchers removed racial identifiers from the color-inverted images of males, whites who believed that the man in the image was African-American, they were more likely justify use of force (Lopez).
"Don't Just Expose the Lie... Diversify!"
Stereotypes and mischaracterizations are based on myths and unfounded fears. By exposing the inaccuracies of myths that sustain stereotypes and prejudices and being prepared to correct misconceptions we can help change perceptions. Dispelling these notions is the responsibility of those who work to improve relations ("Reducing Racial Prejudice").
When racial diversity exists, the opportunity for greater understanding amongst the groups is strengthened, while simultaneously underscoring commonalities. Effective solutions for eliminating stereotypes should center on acknowledging the opinions and attitudes of all involved ("Reducing Racial Prejudice").
"Insist Those Who Lead Understand, Indeed!"
For maximum effectiveness, strategies for debunking myths and racial tropes should have the full support and participation of those with authority and power. As such, ask whether those in leadership are modeling appropriate behaviors and “walking the talk" and if consequences exist for those who discriminate ("Reducing Racial Prejudice").
Racism and discrimination are often a result of societal influences. Changing behavior often requires accountability from others. Seek to influence the actions of others, to include what motivates them, and don't just limit efforts to only increasing awareness and understanding ("Reducing Racial Prejudice").
"Change Begins When Strangers Become Friends!"
Effective strategies for eliminating racism must begin in America's schools, as a part of a continuing set of learning activities that are valued and incorporated throughout the curriculum. Opportunities for racial progress should implement highly focused activities that ensure positive intergroup relationships ("Reducing Racial Prejudice").
Teach students the importance of understanding that, while racial and ethnic groups may have differences, there is more that unites these groups than divides them. Focusing on differences understates commonalities. Further, making "the other" seem less different can help avoid broad generalizations ("Reducing Racial Prejudice").
Works Cited
1 Shmoop Editorial Team. "Invisible Man Identity Quotes Page 7." Shmoop. Shmoop University,