These affinities produce a sense of C Level Executive List belonging (common origin) when, for example, cohesion is established with those who share the same ancestor: surname, mother tongue, cultural practices, and skin C Level Executive List color. Likewise, these affinities are reinforced when that sense of belonging has a purpose also shared by the group (common destiny). The study of the vibes already mentioned deepened the analysis of the substrates of this process of ethnic C Level Executive List differentiation (between origin and common destiny) to explore the relationships of these aspirations with the racial imaginary.
The idea was to analyze the relationship C Level Executive List between ethnic ancestry (which is the simplest common sense reference) with the most basic personifications of raciality. Thus, the ballot of questions asked the respondents to order themselves according to the ascriptions of the most C Level Executive List common racial personification: indigenous, mestizo or white. The results were quite interesting: 71% of those who denied having an ethnic identity declared themselves to be of mixed race and only 23% saw themselves as. There is a conjunction between C Level Executive List modesty and shame on those who have Iberian ancestry as a result, precisely, of postcolonial differentiation processes.
On the side of the Aymara La Paz, the C Level Executive List majority trend was indigenous affiliation: 53% defined themselves in this way, leaving mestizos in the order of 44%. One wonders: why do whites have more modesty to recognize themselves as such, while indigenous people do so with less C Level Executive List hesitation? In this regard, Dyer affirms that in the context of postcolonial societies there is a fetishistic construction of the "racialized other" that would weigh more on the natives than on the descendants of Europeans.fifteen. Well, in the processes of C Level Executive List personification of the q'aras in Bolivia.