It might surprise you to learn that there are only two forms of discrimination: desparate treatment and desparate impact. Desparate treatment is defined as intentional discrimination. Generally, desparate treatment is identified with the blatant attacks of racism that we see throughout history. It involves those intentional forms of outrageous behavior that we sometimes think of as harassment. These can include, but are not limited to, such actions as: racially motivated murder; segregation; acts of physical aggression; and verbal abuse.

Disparate impact is the result of unintentional harm and is often the most insidious of the two. One national leader described the difference more precisely. He said, Racism in the 50's was like getting hit over the head with a sledge hammer. Racism today is like getting knifed with a razor blade. You can be half way down the street before you realize you are bleeding to death. The person holding the blade might not even be aware they are holding a knife, much less that they got it anywhere near you. The impact of the discrimination is just as harmful as that of intentional discrimination, yet it is much more difficult to identify and to prove. Generally, this form of discrimination is can result in the same kind of harm as identified with differential treatment; but is not as blatant. Examples of disparate impact includes things like determining work or school assignments, the presumption of social or economic status, or lack of recognition based upon ethnicity.

Understanding why discrimination occurs is vital to understanding how to resolve issues. In this regard, I believe strongly that racism harms everyone, that there are stages of awareness in interacting with cultures different from our own, to understand and accept one other culture does not prevent discrimination against other groups, and that "once a racist, not always a racist."

As a advocate of people of color in handling problems of discrimination, I have worked on a wide range of issues from the possibility of a racially movtivated murder to simple concerns of whether a classroom assignment is based upon racism. The following are some examples of the type of discrimination cases that I have dealt with. I have changed the names, offices and ethnicity in most cases identitified here in order to protect the innocent. Yet the nature of the case is consistent with real events occuring since 1985.

All cases vary, so for more specific information on how to handle problems of discrimination in your life, please fill-in a Racial Incident Report Form, and I will help you develop a plan of action personally.

In the meantime, there are some general suggestions which may help:

If you have experienced or are experiencing a problem of discrimination. . .

• Write it down. This is not easy, but it is critical; because all issues of discrimination can turn into a pattern of behavior that may lead to bigger problems. Writing it down helps you clarify your thoughts and makes it easier for you to talk about it to those who can help.
  
  
• Get personal support. Talk to a friend, a counselor, a relative . . . anyone who will give you encouragement and support to handle a difficult situation. This sounds logical, but it is not always as easy as it sounds. If you feel like you are not getting the support you need, try more than one person. The best person to talk to about this kind of problem is someone who cares about you and is willing to listen over and over again until you reach a resolution.
  
  
• Think of the remedies and work toward them. Focusing upon the solutions are a lot less painful and a heck of a lot more productive than focusing upon the problems.
  
  
• Find resources. Whether it is a group of people interested in making the same kind of changes that you are interested in, or an attorney to fight a legal battle with you, find the resources available to handle these issues.
  
  
• Address the issue. I recommend that if possible speak directly with the person causing the discrimination. If this is threatening in any way, take a friend for support, or write a letter, or speak over the phone, or have an advocate speak for you. . .but taking an action generally helps.
  
  
• Remember, no matter what anyone tells you, it is your life and you are in control of how you handle your own reactions to difficult situations. Somedays are harder than others. Giving yourself quite time to think about the problem could work for you at one moment, but removing yourself from the situation could work the next. No one can judge this for you. You need to make your own decisions.

If someone comes to you with a problem of racial discrimination. . .

I urge you to remember that you have established a trust level with that individual that is important in this situation. Listen careful to what the person is telling you. Sometimes this is all that is asked. Clarify any questions you might have about the facts, and help this person achieve positive solutions to the problem. Remembering it is their life, and whether or not you approve of their actions or reactions, is not the issue. The issue is generally to prevent creating further harm.

I urge you to go through the same kind of process as above. However, by the nature of the complaint, you have some power in the situation that the person bringing the complaint does not have. Therefore, how you address the issue should be different. I recommend strongly that a sincere apology for the pain felt, followed by an offer to work together to resolve the issue, is probably the best way I know to handle most situations.

By looking at the range of solutions possible for this situation, it is possible to create a plan of action to handle the initial problem and to prevent it from occuring to others. This plan can be as simple as speaking to those in power to change the situation or as complex as filing as lawsuit or working with the state or federal legislature to enforce or change the laws.

I believe that a plan should start with the simplest actions that can create a positive result then move toward the more difficult. However, I know of others who would disagree, prefering to handle these issues, in large sweeping movements with great strength and determination. This is why I must repeat again: These plans must be controled by the people most directly impacted by the discrimination.