discrimination

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Related to discriminations: discriminatory

discrimination

 [dis-krim″ĭ-na´shun]
1. the making of fine distinctions.
2. actions based on preconceived opinions without consideration of facts.
right-left discrimination the ability to differentiate one side of the body from the other.

dis·crim·i·na·tion

(dis'krim-i-nā'shŭn),
In conditioning, responding differentially, as when an organism makes one response to a reinforced stimulus and a different response to an unreinforced stimulus.
[L. discrimino, pp. -atus, to separate]

discrimination

The cognitive and sensory capacity or ability to see fine distinctions and perceive differences between objects, subjects, concepts and patterns, or possess exceptional development of the senses.

In health and social care, discrimination may relate to a conscious decision to treat a person or group differently and to deny them access to treatment or care to which they have a right.

dis·crim·i·na·tion

(dis-krim'i-nā'shŭn)
1. The act of distinguishing between different things; ability to perceive different things as different, or to respond to them differently.
2. psychology Responding differently, as when the subject responds in one way to a reinforced stimulus and in another to an unreinforced stimulus.
3. Acting differently toward some people on the basis of the social class or category to which they belong rather than their individual qualities.
[L. discrimino, pp. -atus, to separate]

dis·crim·i·na·tion

(dis-krim'i-nā'shŭn)
In conditioning, responding differentially, as when an organism makes one response to a reinforced stimulus and a different response to an unreinforced stimulus.
[L. discrimino, pp. -atus, to separate]
References in periodicals archive ?
A conceptual model of discrimination coping strategies pertaining to lesbian, gay, and bisexual persons is presented in Figure 2.
In making a vocational choice, lesbian, gay, and bisexual persons may cope with perceptions of potential discrimination through vocational choice strategies.
Because self-employment and job tracking may not always be viable or desirable options, many lesbian, gay, and bisexual persons risk facing potential discrimination in their career decisions.
Lesbian, gay, and bisexual persons may also use various strategies to cope with potential or encountered discrimination when applying for a job or after being employed.
Such invisibility provides a context in which lesbian, gay, and bisexual persons may deal with potential discrimination through identity management--controlling disclosure of information about one's sexual orientation.
On the basis of an integration of strategies discussed in the limited literature, four discrimination management strategies are suggested in the present model of coping strategies: (a) quitting, (b) silence, (c) social support, and (d) confrontation.
These four discrimination management strategies follow a progressive order from refusing to face the issue to addressing the problem directly.
The three-dimensional model of work discrimination provides a useful framework for assessing the reality (perceived vs.
The dimension of perceived versus real discrimination is the reality factor.
To assess the reality of encountered discrimination, counselors can assist clients in conducting a more objective analysis of their situation by collecting and examining information from all available sources.
After an exploration of work discrimination, counselors can help their clients develop effective coping strategies.