Race and Racism in Rwanda

Institutional racism is defined as laws, customs and practices that systematically produce racial inequality (James. M. Jones). It is pernicious because its effect is magnified by the power of institution. Institutional racism can emerge with and without race-conscious intentionality. In the article about Texaco, the role of institutional racism is evident.

In 1994, a discrimination lawsuit was brought by six employees of Texaco against the company. The plaintiff claimed that Texaco systematically discriminated against minority employees in promotion, and created a racially hostile environment. A tape was uncovered, recording senior executives talking about destruction of documents demanded by court and humiliating minority employees in the company.

Only the power of institution could make large-scale discriminations prevail. Minority employees were excluded from certain level of occupations, and were treated hostilely. The racist consequences were systematical, intensified by the power of institutions. Individual discrimination was not able to create these vast outcomes. Individuals might stop several minority employees from promoting, but they could not systematically prevent minority employees from promoting. When racists were leaders of Texaco, they were given the power to systematically discriminate against minority employees who sought promotion. Similarly, hostile working environment could not be created by individuals. Collaboration of discriminatory leaders and big number of white employers were capable of creating large-scale hostile working environment.

Institutional racism in Texaco was established because white executives were afraid or greedy. According to Equal Employment Opportunity Commission, Texaco made decisions about promotion partially based on race. There are two origins of racism: greed and fear (Asa Hilliard). These two factors can be applied to the promotion policy in Texaco. One possible reason was greedy. Executives intended...