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Cytat
Do celu tam się wysiada. Lec Stanisław Jerzy (pierw. de Tusch-Letz, 1909-1966)
A bogowie grają w kości i nie pytają wcale czy chcesz przyłączyć się do gry (. . . ) Bogowie kpią sobie z twojego poukładanego życia (. . . ) nie przejmują się zbytnio ani naszymi planami na przyszłość ani oczekiwaniami. Gdzieś we wszechświecie rzucają kości i przypadkiem wypada twoja kolej. I odtąd zwyciężyć lub przegrać - to tylko kwestia szczęścia. Borys Pasternak
Idąc po kurzych jajach nie podskakuj. Przysłowie szkockie
I Herkules nie poradzi przeciwko wielu.
Dialog półinteligentów równa się monologowi ćwierćinteligenta. Stanisław Jerzy Lec (pierw. de Tusch - Letz, 1909-1966)
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.3 The employers impressions wereoften based on how the speaker sounded and overall impressions are oftenmade: positive or negative, whether the speaker seems educated or not, intelli-gent or not so intelligent, energetic or lazy, uptight or laid back, self-confidentor reserved, and assertive or docile.4Ridiculing an accent is often associated with disrespectful or other negativebehavior toward a person who is identified as an outsider someone who isperceived as a stranger, not belonging in the social location of the critic; some-one who is unwelcome; or someone who is seen as the opposite of the positivecharacteristics and values of those engaging in ridicule.When an establishedpopulation identifies newcomers in any negative way, the newcomers primarylanguage and related accents when speaking English are associated with thepreliminary negativity.Asians and Latinos have arrived to the United States in high numbers overthe past four decades.Both are generally perceived as invading populationswho compete successfully for employment, housing, and other resourcesagainst the native populations.They also bring cultural contrast in primarylanguage, food, clothing, and mannerisms.These noticeable differences fromthe preexisting cultural setting often provoke strong reactions from those whofeel threatened by the new arrivals presence.Critics often may be motivated bynationalism, cultural pride, ethnic prejudice, racism, or a simple attitude ofsuperiority.Heavier or thicker accents, particularly those that are generallyidentified as foreign, are more problematic and bring more serious negativereactions.Many immigrants have reported that their negative accent-relatedexperiences reflect prior existing prejudices and underlying cultural and politi-cal biases against them.5Many academics who have researched and written on the subject of languageand accent discrimination agree that this particular form of cultural bias hasnegative consequences for many Asian Americans.Some studies present data Economy and Work 101that indicate that in American society there exists a specific and focused revul-sion among non-Asian Americans to Asian accents.6At the U.S.Equal Employment Opportunity Commission Meeting in 2008,accent-related circumstances of Chinese American employees were presented.7More than 13 percent of working Chinese Americans responding to a surveyreported experiencing negative and unfair treatment because of language issuesor accent.This survey included both people who spoke English with and with-out accent.Asian accents were clearly thought to be low status accents thatvalidated the positioning of Asian immigrants in subordinate roles.Legal advo-cates in the Asian American community have suggested that in frequent occa-sions of workplace interface between dominant and nondominant speakers ofEnglish, the accent or accents identified as foreign or low-status can be a sourceof subordination particularly for Asian immigrants.8 Most of the court deci-sions involving accent discrimination are the result of complaints by employeesof Asian and Latino descent.There is history in all societies of criticism, exclu-sion, and persecution of people who speak in ways that the cultural majoritycondemns as undesirable.Legal protection against unfair treatment because ofaccents, however, has only recently developed in the United States.LAW AND POLICY ADDRESSING ACCENT ANDLANGUAGE DISCRIMINATIONCertain actions based on language and accent are specifically defined as ille-gal under Title VII of the Civil Rights Act as forms of national origin discrimi-nation.National origin discrimination is defined as the denial of equalemployment opportunity, because of an individual s or his or her ancestors place of origin; or because an individual has the physical, cultural or linguisticcharacteristics of a national origin group. Federal courts have recognized thataccent and national origin are obviously inextricably intertwined, thereforerequiring a very searching look at employment decisions based on accent.The Carino case (1984) is one of the leading decisions that has served asfoundation for the development of judicial criteria regarding alleged violationsof plaintiffs civil rights associated with national origin.9 The U.S.Court ofAppeals found that Mr.Carino s Filipino accent would not interfere with theperformance of communication activity and other duties required of a supervi-sor.On appeal, the trial court decision in favor of the plaintiff was upheldagainst the University of Oklahoma because as an immigrant and racial minoritywho might be subject to unlawful discrimination, the plaintiff was a member ofa protected class ; the plaintiff must have applied for the position and wasqualified for it; despite being qualified, he was rejected; and after his rejection,the position remained open and the employer continued to seek similarlyqualified applicants.In sharp contrast, however, is a later suit brought by Manuel T.Fragante in1989.11 The immigrant plaintiff lost at trial.On appeal, the Ninth Circuit Courtof Appeals upheld the trial decision in favor of the defendant employer, the City 102 Encyclopedia of Asian American Issues Todayof Honolulu because the plaintiff s pronounced Filipino accent would bedifficult for many members of the general public difficult to understand over thetelephone.Despite the fact that the district court judge at trial had no difficultyunderstanding Fragante, the judge decided in favor of the employer.For its part,the Fragante appellate court did express an elevated concern and a degree ofjudicial wariness toward employers: it noted that a defendant employer mightattempt to disguise between actual practice discrimination by falsely arguingthat the plaintiff did not satisfy a basic communication skill requirement.InShieh v.Lyng (1990),12 the appellate court found that the plaintiff, of Chinesedescent, was lawfully demoted because his language abilities were too limitedto enable him to produce the complex scientific manuscripts required by hisposition
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