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In recent years as public opinion polls have shown a decline in racist responses, white Americans have strongly resisted school desegregation and affirmative action programs. Hence, there has been a debate over the extent to which racism has really declined. The theory of modern racism addresses these issues, distinguishing between old-fashioned racial beliefs recognized by everyone as racism and a new set of beliefs arising from the conflicts of the civil rights movement. The theory proposes that antiblack feeling remains high and has been displaced from the socially undesirable old-fashioned beliefs onto the new beliefs where the racism is not recognized. Three experiments were performed; results showed that, regardless of context, the old-fashioned items were perceived as more likely to reveal prejudice. The results are discussed in terms of their significance for opinion polling and continuing racial conflict in America.

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It is exciting to have the opportunity to describe the work that occurred at the midwinter 1988-1989 Puerto Rico conference of the National Council of Schools of Professional Psychology (NCSPP) from my perspective as a consultant and trainer in the area of multiculturalism. Although I work with many institutions in the public and private sectors, it seems that much too often the field of psychology has attempted to overlook the importance of a directed, active focus on increasing the role of diversity within the discipline (S. Sue, 1988; S. Sue & Zane, 1987). Thus it was an important and meaningful experience to be invited to consult with an organization that is proactively expediting its explicitly stated commitments regarding the creation and maintenance of culturally inclusive structures and processes (Bourg, Bent, McHolland, & Stricker, 1989). Furthermore, finding such a commitment within my own discipline, psychology, was even more exciting.The NCSPP Puerto Rico conference focused on the role of cultural diversity in the education and training of professional psychologists. My responsibility was to conduct the opening experiential workshop for the conference. I also had the opportunity to share in conference activities, through listening to speakers, reading papers and reports of presentations, and conversing formally and informally with conference organizers and psychologists in attendance. Ffty-nine psychologists, representing 27 schools of professional psychology (SPPs) and the American Psychological Association, attended the conference. The conference process included inviting people of color from member schools throughout the association to share their expertise in a variety of arena5 in which change is needed in order to ensure a successful multicultural presence. In total, there were 21 people of color and 38 White ethnic conferees. In this chapter, I summarize the workshop that I conducted. Then, I offer an assessment of the conference process and some implications for future organizational efforts in this area.