You are always going to get negative feedback. As you get more and more positive feedback, you get more and more negative feedback.

For example: this month I reduced my freelance photography rate from $50 per event to $20 per hour, with a minimum of $20 plus a $10 travel fee. Editing and a CD are free, but I provide no prints. I’ve done almost no freelance photography and I don’t even care about it, but I offer it because people ask about it all the time. The people who say I’m too expensive are actually MORE vocal now. Out of the ten who have asked this month, two have said I charge way too much. I have good equipment, 5 years experience, and a gallery of portraits, so I’m charging very little, but some people still complain. If I charged $5 there would be people saying “it will only take a few minutes!” There will ALWAYS be negative feedback.

Sometimes negative feedback is valid. More often negative feedback is bogus and positive feedback is legitimate. If you are evil this will be flipped: positive feedback (”good job gassing those Jews!”) is bogus and negative feedback (”murderer!”) is legitimate. You …

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Proposal for “Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?”
Essay by Richard X. Thripp.
2008-07-17 — http://richardxthripp.thripp.com/essays
PDF version (90 KB).

This was the proposal for my essay, “Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?” (http://richardxthripp.thripp.com/iat-in-practice-163). It was required for school, and simply outlines what I planned to write, before I wrote it.

Implicit Association Tests: More than Informative?

In my essay, I will evaluate the accuracy of implicit-association tests designed to measure subconscious racial bias, and decide whether they deserve to be used for critical purposes such as employment screening and juror selection.

Implicit-association testing is an experimental method, with the purpose of revealing biases that are not shown in traditional questionnaires. An example is Project Implicit of Harvard University, the tests of which “has attracted an enormous amount of research interest and debate” (Klauer et al. 353). In one section of the website’s race IAT, the phrases “African American or good” and “European American or bad” appear on two sides of a computer screen. Pictures of black faces, white faces, and words such as “glorious” and “horrible” appear one-after-another, with the test-taker instructions being to …

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Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?
Essay by Richard X. Thripp.
2008-02-20 — http://richardxthripp.thripp.com/essays
PDF version (80 KB).

We live in a society of increasing equity of race, yet there is still something missing. A student surmises: “The modern-day racism that we face takes the form of subtle attitudes that tear a person’s self-confidence apart if they are not able to transcend that” (qtd. in Weller 69), showing that subconscious bias is the primary form of racism that is still with us. Seeing our legislative efforts, such as the abolishment of the “separate but equal” laws with the Civil Rights Act of 1964, and policies of affirmative action in university admissions promoting equality through the 2000s, one may think that “racism” has been completely eliminated in modern America—the very word conjures up blatant acts of discrimination, such as whites murdering blacks in crimes of hate. Unfortunately, most of us continue to unintentionally associate whites with good and blacks with bad, as shown in implicit-association testing, first introduced by Project Implicit of Harvard University in 1998, where seventy percent of the 700,000-plus test-takers (“Race Attitude”) have shown a bias for whites, …

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