I chose to continue my exploration of the surface-level discrimination discussed from lesson 3 and that believe I’m witnessing today. Doing some additional research on the surface-level diversity example in lesson 3 on height being a surface-level characteristic trait of leadership, and relating it back to myself personally, has caused me some distress. For that reason, after this blog, I’m dropping this subject.
In my earlier write up, I spoke about the example referenced in lesson 3 about the belief that taller people were perceived as more likely to be great leaders than people of smaller stature. This was defined as surface-level discrimination. While I believe the narrative discussed in lesson 3 was more related to adults, I think that perception flows all the way down to adolescence.
To give a little more context on how the subject of surface-level discrimination specifically relates to me, in my earlier write-up I discussed a group of families that we regularly socialize with. I referenced us as young parents placing another parent’s child “in charge” of the rest of the kids simply because he was taller than the rest. Looking back now, I think it’s a clear example of surface-level discrimination. The situation I referenced happened more than five years go. And yet it’s pervasive today. Over the last five years, all the kids have grown considerably. The child I referenced, once more than a foot taller than the other kids, is now about the same height as everyone. Yet when our families all get together, I’m taken back by how he continues to be regularly placed in charge, or responsible, for the rest of the kids.
Upon further research, I understand that many of our perceptions and decisions we make have been hard-wired into our subconscious (Blaker et al., 2008). Breaking through that unconscious conditioning track takes time and great effort, and in many cases, still exists to this day.
The perception of height being a characteristic of great leaders started back in the 1800’s. During this time a person’s height was perceived as more leader-like (Blaker et al., 2008), because it was believed that tall people were more physically fit and dominant and therefore were thought to possess better leadership qualities. Blaker further suggested that a person’s ability to be an effective leader only relates to height in that taller people are often given more leadership responsibilities at a young age and therefore through these acts develop leadership skills early on in life (Blaker et al., 2008).
Taking their research at face value, the leadership skills of the child I referenced would have allegedly developed more quickly than the other kids over the past five years because he’s been tested in the role of leader more than the other kids. I take exception to this at the adolescent level. While the child I referenced did grow earlier than the rest of the kids that appears to be the only area he excelled in over the other kids. I don’t notice his maturity level any more than the other kids and unfortunately, he struggled academically school. Knowing this, during a recent social outing with the other families, I found myself quietly telling my kids to make up their own minds about the situations they were in while the parents went out for dinner.
As stated in lesson 3, being a great leader requires awareness of the cultural diversity around you. However, diversity defined refers to the ways that people in organizations differ. Either by race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, and more (Santa Fe College Office of Diversity, 2013). If that’s correct and including the definition of surface-level discrimination, I suppose I’m discriminating against the child I referenced. I can’t help but judge his maturity and academics against his intellect and decision making. Whether at the child level or the adult level, I believe we all make decisions based on all known factors. In this case, I know the referenced child has done poorly in school and therefore, I find myself judging his academic frailties against his potential leadership decision making.
To embrace diversity is to embrace the differences between each of us. Race, color, sex, culture, cognitive style, tenure, etc. All of these characteristics build on the person we are and the behaviors we exhibit. Whether in a leadership position within an organization, or parenting a family, our experiences shape our beliefs and the decisions we make. Leadership, like most things, can be an innate behavioral characteristic. It can also be taught. (Northouse, 2015) Bestowing leadership responsibilities on someone, is analogous to giving power to an individual. Each decision we make either furthers those skills or lessons them. Deciding someone should lead based solely on his or her height, seems foolish.
I believe the smart leader doesn’t simply follow the path previously taken. A smart leader observes his audience and recognizes their differences. It was purposed by Moran, 2014, that the longer a diverse group works together, the more likely any negative traits of the group (surface-level) diminish. Applying this definition to my experience, I would say the surface-level trait of height being a characteristic of leadership, which may have been directly applicable when our kids were young, has diminished over time. Much like the diversity or cultural differences of a group working together, diminishes with that time (Moran, Abrahamson, Moran, 2014).
References
Blaker, N. M., Rompa, I., Dessing, I. H., Vriend, A. F., Herschberg, C., Van Vugt, M. (2008) The height leadership advantage in men and women: Testing evolutionary psychology predictions about the perceptions of tall leaders. Group Processes & Intergroup Relations. Retrieved from http://professormarkvanvugt.com/images/files/heighlteadeshipGPIR.pdf
Murray, G. R., & Schmitz, J. D. (2011). Caveman Politics: Evolutionary Leadership Preferences and Physical Stature. Social Science Quarterly
Northouse, P. G. (2015). Leadership: Theory and Practice. Los Angeles: Sage.
Nicholas Brown says
I latched on to the same part in Moran around the height stereotype as a child. I think that this drives home the importance of these things being recognized and mandated at the teacher level. If the Gym teacher continues to choose the two tall kids as captains simply based on height then again, more leadership experience at younger ages vs. everyone else. It sounds oversimplified but I am a firm believer that there is a certain age where people cross a hypothetical “zero barrier”. Racism is learned, sexism is learned e.t.c. e.t.c. If we can get to people while they are young enough to still absorb and haven’t adopted any learned behaviors then change can be made.