New Directions in Aversive Racism Research: Persistence and Pervasiveness

Dovidio, John F.; Gaertner, Samuel L.

doi:10.1007/978-0-387-73233-6_3

Cited by 24 publications

(20 citation statements)

References 65 publications

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“…Less Interaction and Statistical Discrimination Individuals with higher implicit biases towards a minority group have been found to spend less time talking to, to have more hesitation in speaking to, and to act less friendly towards minority group members (McConnell and Leibold, 2001;Dovidio et al, 2002;and Hebl et al, 2002). Biased individuals may be uncomfortable interacting with minorities or their actions can be driven by a desire to seem unprejudiced (see Dovidio and Gaertner, 2008 for a summary of the literature on aversive racism). In our context, this may lead biased managers to spend less time at the stations of minority workers.…”

Section: Theories Of Discriminationmentioning

confidence: 99%

“…One explanation that cannot drive the day-to-day di¤erences in performance we …nd is that biased managers depress minority human capital accumulation. Minorities may accumulate fewer skills under biased managers, but we would not detect this since minorities would have any skills they learned working with unbiased managers on the days when they work with biased managers.5 See, e.g.,McConnell and Leibold (2001),Dovidio et al (2002) andHebl et al (2002) Dovidio and Gaertner (2008). summarize this literature.…”

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confidence: 99%

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Discrimination as a Self-Fulfilling Prophecy: Evidence from French Grocery Stores*

glover

Pallais

Parienté

2017

The Quarterly Journal of Economics

203

112

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Examining the performance of cashiers in a French grocery store chain, we find that manager bias negatively affects minority job performance. In the stores studied, cashiers work with different managers on different days and their schedules are determined quasi-randomly. When minority cashiers, but not majority cashiers, are scheduled to work with managers who are biased (as determined by an implicit association test), they are absent more often, spend less time at work, scan items more slowly, and take more time between customers. This appears to be because biased managers interact less with minorities, leading minorities to exert less effort. Manager bias has consequences for the average performance of minority workers: while on average minority and majority workers perform equivalently, on days where managers are unbiased, minorities perform significantly better than do majority workers. The findings are consistent with statistical discrimination in hiring whereby because minorities underperform when assigned to biased managers, the firm sets a higher hiring standard for minorities to get similar average performance from minority and nonminority workers.

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Section: Theories Of Discriminationmentioning

confidence: 99%

mentioning

confidence: 99%

Discrimination as a Self-Fulfilling Prophecy: Evidence from French Grocery Stores*

glover

Pallais

Parienté

2017

The Quarterly Journal of Economics

203

112

View full text Add to dashboard Cite

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“…Thus the consequences of implicit bias should no longer be viewed as a laboratory artifact, but as a phenomenon that has been linked to actual discriminatory employment‐related decisions. Furthermore, this line of research suggests, as do a number of other studies, that subtle bias may be an international phenomenon that extends beyond the United States, and that similar forms of prejudice and discrimination may exist in a number of different countries (Dovidio & Gaertner, 2007; Hodson, Dovidio, & Gaertner, 2002; Nosek et al, 2007).…”

Section: Detecting Contemporary Discrimination: Challenges and Critiquesmentioning

confidence: 68%

The Challenge of Detecting Contemporary Forms of Discrimination

Nier

Gaertner

2012

Journal of Social Issues

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While the persistent and widespread racial and gender inequalities that exist in the United States are almost certainly due to a combination of many different factors, one likely source of inequality is discrimination. As decades of research in social psychology suggest, this discrimination is often subtle and difficult to detect, and in some instances, may be unintentional. Although this type of discrimination is subtle, it is nonetheless damaging to those who are its victims and the cumulative effects of such discrimination may be substantial. In the domains of race and gender, in which individuals are presumably legally protected from discrimination, people are deprived of their civil rights when they face such behavior. Therefore, an important goal for research and practice in intergroup relations is to develop techniques that allow such discrimination to be reliably detected and to distinguish discriminatory conduct from behavior that is not influenced by subtle racial and gender biases.

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“…While explicit attitudes about race may be more easily identifiable as an "othering experience" for participants and thus important for informing the lens they bring to their mathematics education research, implicit attitudes about race remain consistent and strong in American society (Dovidio & Gaertner, 2008) and may explain why more ambiguous situations were identified as equally salient by participants. In these latter instances, participants noted their internal debates about whether they would consider an "othering experience" discriminatory.…”

Section: Experiences and Themesmentioning

confidence: 98%

Pathways to equity in mathematics education: how life experiences impact researcher positionality

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Bartell

2011

Educ Stud Math

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This study examined the life histories of a group of emerging scholars in the field of mathematics education who identify themselves as having a particular interest in and concern for issues of equity and diversity. Experiences of being the "other," "bearing witness" to "othering experiences," and "orienting experiences" in relation to issues of equity proved to be prominent themes in participants' life histories. These experiences were then linked to the positionality that these scholars now have in relation to their research in mathematics education.

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New Directions in Aversive Racism Research: Persistence and Pervasiveness

Cited by 24 publications

References 65 publications

Discrimination as a Self-Fulfilling Prophecy: Evidence from French Grocery Stores*

Discrimination as a Self-Fulfilling Prophecy: Evidence from French Grocery Stores*

The Challenge of Detecting Contemporary Forms of Discrimination

Pathways to equity in mathematics education: how life experiences impact researcher positionality

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