KFunk: Hi There
. What you are studying looks awesome. How are you finding it?
Howdy
. I'm enjoying my program very much. Medicine is fascinating, and it only gets better IMO once you introduce the human element and apply knowledge in the clinical setting. I've done a couple philosophy courses already and will soon break from med (after this summer course) to only study philosophy for a couple years. Plenty of time for pondering (and sex/drugs/rock'n'roll ideally... it's all about balance).
Also it seems to be a never-ending circular logic black hole once we start to define 'verbal abuse'. Because then context, connotation and intention must be clearly identified and well differentiated between. We would need to write a law for every racial insult/slur we know (I'm exaggerating greatly, but you get the point). Also cultural, societal influences would dictate peoples understandings of racial slurs.
This is perhaps a case where it makes sense to legislate in a way which allows a magistrate/judge/etc to exercise some degree of judgement, whilst also protecting individuals from unfair prosecution (through certain requirements of proof, say?). Also, it may not be necessary to legislate against racist language specifically as the particularly malignant cases may already fall under laws regarding verbal abuse, defamation, harrassment and obscenity.
I agree that it initially seems troubling that many of the concepts do not yield to precise definition, e.g. 'obscenity' and 'racist language' (and I expect any attempt would probably produce somethin unwieldy). Although it lacks the purity of written law, human judgement is a fairly practical way of circumventing this issue (we must conceed that imperfection of some degree will be present in our legal system).
Denying people to jobs/services is wrong. I agree 100%. But the problem then arises of people choosing who they want to employ (e.g. a preference for white Australian males/females). This is racism? But I think people should choose who they 'want' to employ. Otherwise a can of worms is opened when people sue business owners for 'racism'. It's like otherwise we need a checklist of 'Okay I need to hire one more Indonesian' (Once again this is an extreme case, but you get my point'.
Yes, that is racism. You don't need a racial checklist, you simply need an employment process which is procedurally fair.
For an example of procedural fairness, consider the classical case of a lottery. Individuals choose to purchase tickets, pool the money thus collected and allot the money to the owner of the first drawn ticket. The outcome, though unequal (consider an analogy where only caucasians are hired by chance using fair criteria), is nonetheless fair on account of procedural fairness.
Likewise with employment, you simply need to ensure that the same employment criteria are applied to each candidate and that the criteria are relevant to the position in question. Relevant criteria may include education, social skills, appearance (think modelling or some types of service industry). And of course race
can be relevant - consider the case of employing someone to be liason officer for indigenous Australian students (though note that it is cultural, not genetic, background which is relevant here). The important thing is to stop employers from not hiring a person simply because they dislike their race.