It Starts With a Joke How Bias Escalates Into Discrimination and Worse” Lessons from Allport’s Theory
Bias rarely starts with big, obvious acts. It starts small, comments, jokes, exclusions, and if left unchecked, it escalates.
For no apparent reason Allport’s Theory of Escalation or Prejudice came to me randomly out of the blue as I was taking a walk. It was something buried deep in my academic past from literally decades ago on one of those days when I wished I couldn’t read, events were so depressing.
Gordon Allport was a US psychologist who brought to us a theory of escalation, in 1954. This is a framework that explains how prejudice and discrimination can grow and intensify over time. It shows how small acts of bias can snowball into serious harmful acts if not addressed. We see it every day for all under represented groups including women.
Allport’s ideas are useful in understanding how human behaviour can lead to conflicts and injustices, starting from subtle prejudice and growing into systemic oppression or violence.
Today it has never resonated so profoundly in the face of world events which are unfolding at breakneck speed every day.
5 stages of Allport’s Theory of Escalation
1. Antilocution – Casual Talk That Normalizes Bias
This refers to casual, negative talk about a group. This might include jokes, stereotypes, or derogatory comments. At this stage, the behaviour may seem harmless to some, but it lays the groundwork for more serious issues. Talking about others in this way spreads prejudice and normalises bias in social settings. It creates an atmosphere where the targeted group is seen as “less than” or as an outsider.
The use of the R word slur tripled after Musk posted. Zuckerberg talking about “masculine energy” (whatever that is) and allowing women to be called household objects. Or click bait headlines from LinkedIn members “jokingly” posting about old people’s reluctance to embrace tech. All a bit of fun…. right?
2. Avoidance – Excluding Those We Prejudice
Here, people take their prejudices a step further by actively avoiding or excluding members of the targeted group. For example, they might move to different neighbourhoods, avoid sitting near them, or exclude them from social activities. Avoidance not only deepens divisions but also reinforces stereotypes. When people do not interact with those they are prejudiced against, they miss opportunities to challenge their biases and see others as individuals.
Today we are seeing the removal of fact checkers on Facebook and the closure of DEI departments.
3. Discrimination – Bias Becomes Action
This where prejudice turns into action. This can involve denying people opportunities, rights, or resources based on their group membership. Examples include refusing to hire someone, unequal treatment in schools, or limiting access to housing. Discrimination solidifies inequality and makes it harder for the targeted group to live with dignity or achieve their potential.
Here is one example of bias in the hiring process to exclude women.
4. Physical attack – When Hostility Becomes Violent
Where hostility escalates into violence. This could be personal, such as assaults or vandalism, or collective, such as mob violence or riots. At this point, the impact of prejudice becomes undeniable, as it causes direct harm to individuals and communities. Physical attacks can leave scars both physical and emotional, that last for generations.
We see physical attacks on women every day. Today we are adding deep fakes and AI harassment.
5. Extermination – The Extreme Cost of Ignored Bias
The goal is now to eliminate the targeted group entirely. This includes acts like genocide or ethnic cleansing. History has seen horrific examples, such as the Holocaust or the Rwandan genocide or today in Palestine. At this extreme, prejudice becomes a deadly force that destroys lives and entire cultures.
Key Takeaways for Leaders and Individuals
- Address small acts of bias immediately
- Encourage open dialogue in safe spaces
- Invest in effective DEI and cultural competence training NOT box checking exercises which don’t impact behaviour
- Hold people accountable for harmful behavior
- Measure results
- Rinse and repeat. DEI isn’t once and done – it’s NEVER done.
Timely reminder
I drafted this post a couple of months ago when I was fresh back from a visit to Auschwitz and we had seen events unfolding in Gaza and underground prisons evacuated in Syria. We know what is happening to women in Afghanistan and Libya and the dog whistling coming from the US which is rapidly turning into a kleptocracy of right-wing politicians and tech bros. This wave is gaining momentum daily. Today we are seeing the murder/execution of innocent protesters in Minneapolis and the rounding up of naturalised US citizens.
Understanding Allport’s theory of escalation highlights the need to address bias early.
Free speech doesn’t mean free from accountabilty. It’s important to break the cycle of bias to build a more inclusive, compassionate society.
If left unaddressed bias evolves and becomes more destructive. And the unthinkable becomes a reality.
