Systemic racism: individuals and interactions, institutions and society

Banaji, Mahzarin R.; Massey, Douglas S.

doi:10.1186/s41235-021-00349-3

Cited by 98 publications

(62 citation statements)

References 102 publications

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“…Altogether, deeper reflections on the causes of (perceived) segregation is warranted ( cf. , Banaji et al, 2021 ).…”

Section: Discussionmentioning

confidence: 99%

“…Hence, there are many more pieces to add to this intricate puzzle, and the present findings suggest that an important piece may be how residents perceive diversity and segregation at local, regional, and national levels, and how this influences trust in all its complexity. Altogether, deeper reflections on the causes of (perceived) segregation is warranted (cf., Banaji et al, 2021).…”

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

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Trust is in the eye of the beholder: How perceptions of local diversity and segregation shape social cohesion

et al. 2023

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A more nuanced understanding of the complex relationship between ethnic diversity and social cohesion is needed. Ever since Robert Putnam (2007) has put forward the highly contested constrict claim holding that diversity is related to less trust and more social withdrawing, hundreds of follow-up studies across the globe have been conducted. In the present contribution, we investigated the association between diversity and “hunkering down” in the Netherlands, hereby taking into account the role of segregation. Indeed, Uslaner (2012) pointed to local segregation as the true motor of the so-called diversity effects on intergroup relations in general, and trust in others in particular. We did not only investigate objective indicators of diversity and segregation, but also added an “eye of the beholder” perspective by probing into the subjective perceptions of these variables. Specifically, in a stratified community sample of 680 Dutch ethnic-cultural majority members (52% male, mean age 51), we assessed the additive and interactive effects of four variables (objective diversity, perceived diversity, objective segregation, and perceived segregation) at the municipal level in the prediction of three outcomes (generalized trust, ingroup trust, and outgroup trust). The results revealed three interesting patterns. First, neither of the objective indicators of diversity and segregation, nor their interaction effect significantly predicted any type of trust. Second, higher perceptions of diversity and higher perceptions of segregation were negatively associated with outgroup trust (but not with generalized and ingroup trust). Third, and most importantly, there was a significant interaction effect between perceived diversity and perceived segregation, indicating that simultaneous perceptions of high levels of diversity and high levels of segregation were related to the lowest levels of trust in other ethnic-cultural groups. These findings shed a more nuanced light on the diversity debate, showing that perceptions of segregation shape diversity effects. In sum, the present study shows that perceived rather than objective indicators of diversity and segregation matter, and that both diversity and segregation should be taken into account when it comes to social cohesion in general, and trust in particular.

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“…Altogether, deeper reflections on the causes of (perceived) segregation is warranted ( cf. , Banaji et al, 2021 ).…”

Section: Discussionmentioning

confidence: 99%

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

Trust is in the eye of the beholder: How perceptions of local diversity and segregation shape social cohesion

et al. 2023

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“…In so doing, it offers a variety of entry points for organizations seeking to dismantle barriers to allyship. Research on prejudice, bias, and racism views such issues as systemic, looking beyond factors within persons and towards the larger systems within which people live and work (see Banaji et al, 2021). We believe it is important to apply the same kind of rigor and intellectual curiosity to allyship.…”

Section: Discussionmentioning

confidence: 99%

“If you want to be an ally, what is stopping you?” Mapping the landscape of intrapersonal, interpersonal, and contextual barriers to allyship in the workplace using ecological systems theory

Warren¹,

Warren²,

Bock³

et al. 2022

Preprint

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Many claim to be allies to marginalized groups, yet few actively engage in allyship behaviors. We focus on this disconnect and explore what barriers hinder individuals’ allyship. Open-ended responses from two representative samples of employed individuals from Michigan (n = 778) and Canada (n = 973) were analyzed. The ecological systems framework was loosely applied to map intrapersonal, interpersonal, and contextual barriers to allyship from the perspectives of potential allies in their workplaces. Results were consistent across the two samples and revealed that about 19% of barriers arose from the organizational context (e.g., lack of training), and 8% arose from interpersonal dynamics (e.g., lack of coworker support). Among intrapersonal barriers, cognitive (9.5%) and motivational (9.5%) factors rose to the top; fewer responses pertained to personality (5%), social identity (5%), or emotional barriers (2%); 27.5% claimed no barriers. Given the predominance of the organizational context and workplace interpersonal barriers, as well as leaders’ ability to influence individuals’ cognitive and motivational (intrapersonal) barriers, this paper highlights the need for organizations to adopt a systems perspective. Organizations can play a stronger role in empowering and nurturing employees’ allyship and provide low-risk, structured opportunities for allyship action that simultaneously builds trusting relationships among coworkers.

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“…Systemic racism “is said to occur when racially unequal opportunities and outcomes are inbuilt or intrinsic to the operation of a society's structures. Simply put, systemic racism refers to the processes and outcomes of racial inequality and inequity in life opportunities and treatment” (Banaji et al, 2021 ).…”

Section: Background—racialized Degree Award Gapsmentioning

confidence: 99%

The wicked problem of B(A)ME degree award gaps and systemic racism in our universities

Ugiagbe-Green

Ernsting

2022

Front. Sociol.

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The independent regulator for higher education in England, the Office for Students (OfS), set new national targets in late 2018 to achieve equality of opportunity in higher education by tackling degree award gaps. The sector response to this was to measure degree award gaps between B(A)ME students and white students in their higher education institutions. Analysis of degree award gaps using quantitative methods has revealed an “unexplained gap”. We argue that the existence of this “unexplained gap” is evidence of “systemic racism”. However, the factors influencing a degree award and their associated gaps across different racialized groups of students are so complex, that its problematisation, never-mind its solution is inherently complex. It is our view, therefore, racialized degree award gaps are a wicked problem. Despite this, it is also our view that it is an important social justice endeavor that we must still seek to address as a sector. To do so, we propose a mixed methods approach that uses dynamic centring and an intersectional lens to better understand the experiences of racialized students within the higher education “system”. Current quantitative analysis of degree award gaps simply tells us how different groups of racialized students experience the system. In using a mixed methods approach in the way we outline, we may better understand the racialized lived experience of our students and the factors influencing the experience of different racialized groups within the “system”. This solution-focused approach can help create opportunities that enable students to better navigate social structures and systems and improve their experience in the system. However, this will not address the wicked problem of degree award gaps itself, which is complex, pervasive, and messy.

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Systemic racism: individuals and interactions, institutions and society

Cited by 98 publications

References 102 publications

Trust is in the eye of the beholder: How perceptions of local diversity and segregation shape social cohesion

Trust is in the eye of the beholder: How perceptions of local diversity and segregation shape social cohesion

“If you want to be an ally, what is stopping you?” Mapping the landscape of intrapersonal, interpersonal, and contextual barriers to allyship in the workplace using ecological systems theory

The wicked problem of B(A)ME degree award gaps and systemic racism in our universities

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