A person of color uses a crosswalk.
You missed a study that illuminates the very real dangers of literally "walking while black."
In addition to rogue police officers targeting people of color on the street, a study from Portland State University found that drivers are less likely to stop for black pedestrians.
The study, a follow-up from one conducted in 2014, administered tests using identically dressed black and white volunteers attempting to cross the same intersection. The 2014 study revealed black male pedestrians waited 32% longer than white male pedestrians for cars to stop. The 2017 research expanded on these tests to include black and white women and marked versus unmarked crosswalks.
When the crosswalk was unmarked, the stopping rate was relatively low across the board, regardless of race or gender — and regardless of Oregon law. However, when zebra stripes were added to the crosswalk, drivers were more likely to stop for white pedestrians, regardless of their own race or gender. In these marked crosswalks, cars stopped for white pedestrians 57% of the time and black pedestrians 44% of the time.
Using a crosswalk has some unwanted inherit risks.
Photo by Sigmund on UnsplashAnd the drivers who did stop for black pedestrians tended to crowd the crosswalk, giving black pedestrians less room to cross safely.
The researchers also measured where drivers stopped for pedestrians. A driver stopping on or before the stop line is more than 10 feet away from the intersection, giving the pedestrian ample room to cross. When the pedestrian was a black male, drivers stopped after the stop line in 71% of the trials. For black women, it was 67%.
When the pedestrians were white men or women, the drivers stopped before the line 52% and 55% of the time, respectively.
Yes, you're reading this data correctly — the very tool meant to keep all pedestrians safe is generally effective only when the pedestrians are white.
safe space, respect, bias, studies
Photo by Erik Mclean on UnsplashStudies like this don't necessarily mean everyone behind the wheel is racist. But it's likely that implicit biases are at work.
Since the race and ethnicity of the driver had little effect on whether they yielded to pedestrians, it's unlikely that they're driving around with malicious intent to injure or harm pedestrians of color. However, subconscious and implicit biases — aversions, preferences, or attitudes that we prescribe to certain people or communities without even realizing it — are real and powerful. When we have to make quick decisions, our brains often rely on these implicit biases, which can have unintended (even deadly) consequences.
"Driving is a situation where you're processing a lot of information," Kimberly Kahn of the Transportation Research and Education Center at Portland State University told The Oregonian. "It's in those situations where the most subtle and implicit biases can impact decision-making."
Some of these implicit biases may be why people of color are overrepresented when it comes to pedestrian fatalities.
In 2014, nearly 5,000 people in the U.S. were killed while walking. Non-white individuals are approximately 35% of the U.S. population but make up just over 46% of pedestrian deaths. Some of this can be attributed to the higher prevalence of pedestrians of color and the way certain streets and neighborhoods are designed with minimal safe crossings. However, even controlling for these factors, a disparity persists — it's simply not safe to walk in some neighborhoods.
But there are ways to combat both unsafe walking conditions and our own biases.
Increasing the number of drivers stopping for pedestrians across the board will inherently improve the number of drivers stopping for people of color. This means pushing local leaders for better crosswalk signage and street marking. It's also important to implement smart design, investigate where pedestrians are most at risk for being struck, and consider what measures can be put in place to slow cars or change traffic patterns.
And it's crucial that we work on our own implicit biases, first by acknowledging that they exist. It can be difficult to take a good hard look at why we think the way we do, but by examining our own preconceived notions and attitudes, we can make great strides toward dismantling or changing them.
This article originally appeared on 11.01.17
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12 non-threatening leadership strategies for women
We mustn't hurt a man's feelings.
Men and the feels.
Note: This an excerpt is from Sarah Cooper's book, How to Be Successful Without Hurting Men's Feelings.
In this fast-paced business world, female leaders need to make sure they're not perceived as pushy, aggressive, or competent.
One way to do that is to alter your leadership style to account for the fragile male ego.
Should men accept powerful women and not feel threatened by them? Yes. Is that asking too much?
IS IT?
Sorry, I didn't mean to get aggressive there. Anyhoo, here are twelve non-threatening leadership strategies for women.
Encourage.
With permission from Sarah Cooper.
When setting a deadline, ask your coworker what he thinks of doing something, instead of just asking him to get it done. This makes him feel less like you're telling him what to do and more like you care about his opinions.
Sharing ideas.
With permission from Sarah Cooper.
When sharing your ideas, overconfidence is a killer. You don't want your male coworkers to think you're getting all uppity. Instead, downplay your ideas as just "thinking out loud," "throwing something out there," or sharing something "dumb," "random," or "crazy."
Email requests.
With permission from Sarah Cooper.
Pepper your emails with exclamation marks and emojis so you don't come across as too clear or direct. Your lack of efficient communication will make you seem more approachable.
Idea sharing.
With permission from Sarah Cooper.
If a male coworker steals your idea in a meeting, thank him for it. Give him kudos for how he explained your idea so clearly. And let's face it, no one might've ever heard it if he hadn't repeated it.
Sexism.
With permission from Sarah Cooper.
When you hear a sexist comment, the awkward laugh is key. Practice your awkward laugh at home, with your friends and family, and in the mirror. Make sure you sound truly delighted even as your soul is dying inside.
Mansplain.
With permission from Sarah Cooper.
Men love explaining things. But when he's explaining something and you already know that, it might be tempting to say, "I already know that." Instead, have him explain it to you over and over again. It will make him feel useful and will give you some time to think about how to avoid him in the future.
Mistakes.
With permission from Sarah Cooper.
Pointing out a mistake is always risky so it's important to always apologize for noticing the mistake and then make sure that no one thinks you're too sure about it. People will appreciate your "hey what do I know?!" sensibilities.
Promotions.
With permission from Sarah Cooper.
Asking your manager for a promotion could make you seem power- hungry, opportunistic, and transparent. Instead, ask a male coworker to vouch for you. Have your coworker tell your manager you'd be great for the role even though you don't really want it. This will make you more likely to actually get that promotion.
Rude.
With permission from Sarah Cooper.
Sometimes not everyone is properly introduced at the start of a meeting. Don't take it personally even if it happens to you all the time, and certainly don't stop the meeting from moving forward to introduce yourself. Sending a quick note afterward is the best way to introduce yourself without seeming too self-important.
Interruptions.
With permission from Sarah Cooper.
When you get interrupted, you might be tempted to just continue talking or even ask if you can finish what you were saying. This is treacherous territory. Instead, simply stop talking. The path of least resistance is silence.
Collaboration.
With permission from Sarah Cooper.
When collaborating with a man, type using only one finger. Skill and speed are very off-putting.
Disagreements.
With permission from Sarah Cooper.
When all else fails, wear a mustache so everyone sees you as more man-like. This will cancel out any need to change your leadership style. In fact, you may even get a quick promotion!
In conclusion...
With permission from Sarah Cooper.
Many women have discovered the secret power of non-threatening leadership. We call it a "secret power" because no one else actually knows about it. We keep our power hidden within ourselves so that it doesn't frighten and intimidate others. That's what makes us the true unsung heroes of the corporate world.
About the Author: Sarah Cooper
Sarah Cooper is a writer, comedian, and author of 100 Tricks to Appear Smart in Meetings. Her new book, How to Be Successful Without Hurting Men's Feelings, is out now.
The comedic book cover.
With permission from Sarah Cooper.
A satirical take on what it's like to be a woman in the workplace, Cooper draws from her experience as a former executive in the world of tech (she's a former Googler and Yahooer). You can get the book here.
This article was originally published on March 25, 2019.