Development and Initial Validation of the Quick Discrimination Index (QDI)

Abstract

A series of empirical studies was conducted to develop and validate the Quick Discrimination Index (QDI), a 30-item, Likert-type self-report inventory. The QDI measures attitudes toward racial diversity (multiculturalism) and women's equality and is appropriate for late adolescents and adults. The instrument has applicability across racial/ethnic groups. Exploratory factor analyses examining both orthogonal and oblique rotations indicate that the QDI is best conceptualized as a tridimensional measure of attitudes. Three oblique factors emerged: (a) general (cognitive) attitudes about racial diversity and multiculturalism, (b) affective attitudes regarding racial diversity related to one's personal life, and (c) general attitudes regarding women's equity issues. The QDI total score and subscale scores were found to be internally consistent, to be stable over a 15-week test-retest period, and to have promising indexes of face, content, construct, and criterion-related validity. A confirmatory factor analysis examining competing factor solutions supported the three-factor oblique extraction.

Effect of Therapist Color-Blindness on Empathy and Attributions in Cross-Cultural Counseling.

“…For the present study, a coefficient alpha of.88 was obtained for the sample. The COBRAS demonstrates moderate to strong correlations with two measures of racial discrimination (i.e., Modern Racism Scale; McConahay, 1986; Quick Discrimination Index; Ponterotto et al, 1995), providing evidence of concurrent validity evidence. Both an initial exploratory factor analysis and a confirmatory factor analysis provided evidence of construct validity, and a low, insignificant correlation with the MCSDS (Crowne & Marlowe, 1960;Reynolds, 1982) provides evidence of discriminant validity.…”

Enhancing the Efficacy of Lecturers in Educating Student Cohorts Consisting of Culturally Diverse Groups in a Medical University

“…Previous studies have demonstrated that the QDI has excellent psychometric properties (Ponterotto et al, 1995). The 16-item GTSE (e.g., "When I really try, I can get through to the most difficult students") and the 10-item CTSE (e.g., "I have the knowledge and skills to be sensitive to the needs and preferences of culturally diverse students") were developed for the present study based on Bandura's (1977) recommendation for constructing self-efficacy measures.…”

Expanding the suite of measures of gender-based discrimination: gender differences in ablution facilities in South Africa

“…Several measures of perceived discrimination have been developed and used in research. Examples of these are the Experiences of Discrimination (EOD) (Krieger, Smith, Naishadham, Hartman & Barbeau, 2005), the Schedule of Sexist Events (SSE) (Klonoff & Landrine, 1995) and the Quick Discrimination Index (QDI) (Ponterotto et al, 1995). In the EOD (Krieger et al, 2005) participants are asked a general question about experiences of discrimination, after which the focus moves to the types of discrimination (sex, country of birth, social class, sexual orientation, religion) suffered by participants, and where they occurred (at work, getting a job, discrimination at home by his or her partner, discrimination at home by others, when receiving medical care or being on the street or in a public setting).…”