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Images of “blue helmets” and multilateral peace‐keeping missions are pervasive in today’s world. The goal of intervening parties is often to re‐establish order, one way to accomplish this is to rebuild political institutions. Rehabilitating policing agencies within failed states is an essential component to establishing a peaceful and productive society. Discusses four issues that are important to policing after ethnic conflict – police culture, democratic participation, the political environment the police operate within, and the perceptions of the population about law enforcement. Applies current perspectives on policing in stable states to some of the challenges facing creating law enforcement structures in unstable and often ethnically charged states. Argues that until we understand the impact each of these components play intervening parties will continue to lead failed governments and their policing agencies into the cycle of violence.

This article outlines theoretical and pedagogical approaches to investigating racial violence with learners in grades 3–12 and K-12 teacher candidates. Throughout, the authors use the 1898 Wilmington Race Massacre as a central example of racial violence. Using a blended framework of Muhammad’s historically responsive literacy, King’s Black historical consciousness and place-based learning, the authors describe two different inquiries that build content knowledge around the Wilmington Race Massacre and context knowledge around place as it relates to Black agency, resistance and perseverance.

The first inquiry, aimed at 3–12 learners, explores the Black historical consciousness themes of Black agency and resistance. It uses the inquiry design model (IDM) template but expands the template to include a historically responsive literacy lens. The second inquiry describes how to incorporate historical sites into the study of racial violence. This inquiry explains how local cemeteries can be used as interdisciplinary classrooms and also artifacts.

Throughout, the authors also reflect on how this work has changed and improved over time as well as thoughts moving forward with examining the 1898 Wilmington Race Massacre through an interdisciplinary lens.

This article is the first to explore the 1898 Massacre in Wilmington, North Carolina from an interdisciplinary practice and cross-grades lens. It offers multiple step by step approaches for classroom teachers and teacher educators to enact interdisciplinary work with both 1898 and other acts of racial violence in their own places and across the United States.

Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activate evaluation bias. The purpose of this paper is to examine the role of a hiring manager's perceptions of race-system justification, that is, support for the status quo in relations between Black and White job candidates in reinforcing or mitigating hiring bias related to in-group and out-group membership during résumé screening.

Drawing from system justification theory (SJT) in a pre-selection context, in an experimental study involving 174 human resource managers, the authors tested two boundary conditions of the expected relationship between hiring manager and job candidate race on candidate ratings: (1) a hiring manager's affirmative action (AA) attitudes and system-justifying attitudes and (2) a job candidate's manipulated suitability for a position. This approach enabled us to juxtapose the racial composition of hiring manager–job candidate dyads under conditions in which the job candidate's race and competency for a posted position were manipulated to examine the conditions under which White and Black hiring managers are likely to make biased evaluations. The authors largely replicated these findings in two follow-up studies with 261 students and 361 online raters.

The authors found that information on a candidate's objective suitability for a job resulted in opposite-race positive bias among Black evaluators and same-race positive bias among White evaluators in study 1 alone. Conversely, positive attitudes toward AA policies resulted in in-group favoritism and strengthened a positive same-race bias for Black evaluators (study 1 and 2). We replicated this finding with a third sample to directly test system-justifying attitudes (study 3). The way in which White raters rated White candidates reflected the same attitudes against systems (AA attitudes) that Black raters rating Black candidates exhibited in the authors’ first two studies. Positive system-justifying attitudes or positive attitudes toward AA did not, however, translate into the elevation of same-race candidate ratings of suitability above those of opposite-race candidates.

Although the size of the sample is on par with the percentage of Blacks nationwide in private-sector managerial-level positions ideally, the authors would have preferred to oversample Black HR managers. Given the scarcity of focus on Black HR managers, future researchers, using diverse samples of evaluators should also consider not only managers' and candidates' race but also their social dominance orientation. Moreover, it is important that future researchers use more racially diverse samples from other industries to more fully identify the ways in which the dynamics of system-justifying processes can emerge to influence evaluation bias during résumé screening.

Advances in technology pose new challenges to HR hiring practices. This study attempts to fill a void regarding the unintended effects of bias during digital résumé screening. These trends have important HR implications. Initial screening of a job applicant's credentials while concurrently viewing the individual's photograph is likely to activate subconscious evaluation bias, produces inaccurate applicant ratings. This study's findings should caution hiring managers about the potential for bias to arise when viewing job candidates' digital résumés and encourage them to carefully examine various boundary conditions on racial similarity bias effects on applicant pre-screening and subsequent hiring decisions.

The study’s results suggest that bias might be attenuated as organizational leaders engage in efforts to understand their system-justifying motives and examine perceptions of the workplace social hierarchy (i.e. responses to status hierarchies) linked to perceptions of the status quo. For example, understanding how system justifying motives influence evaluation bias will inform how best to design training and other interventions that link discussions of workforce diversity to the relationships among groups within the organization's social hierarchy. This line of research should be further explored to better understand the complex forces at work when hiring managers adopt system-justifying motives during hiring evaluations.

The authors address the limitations of prior research by examining interactions between boundary conditions in a real-world context using real human resources hiring managers and more contemporary personnel-screening practices to test changes in the direction and strength of the relationship between hiring manager–job candidate race and hiring manager evaluations. Thus, the authors’ findings have implications for hiring bias and understanding of system-justification processes, particularly regarding how, when and why hiring managers support the status quo (i.e. perpetuate inequity) even if they are disadvantaged as a result.

The authors used Sue’s (2010) microaggression process model and Freeman et al.’s (2010) stakeholder theory as a theoretical basis for this case.

Information for the case was gathered from publicly available sources. No formal data collection efforts were undertaken.

Guess Who’s Coming to Deliver is a case that examines an event that occurred at Lowe’s Home Improvement Warehouse in late July and early August of 2015. A customer who had purchased some products from Lowe’s requested that only White delivery people were dispatched to her home because she did not allow African–American people in her house. The case is factual and was written from information that was publicly available in the media. The case is designed to help instructors facilitate a meaningful classroom discussion about microaggressions from the different stakeholder perspectives.

The case is relevant for undergraduate and graduate organizational behavior and human resource management courses.

While many may assume that all students enrolled at historically Black campuses are African American, recent trends suggest these campuses are becoming increasingly diverse. In this chapter, we challenge common perceptions about historically Black colleges and universities (HBCUs), highlighting both what is known and yet to be known about enrollment trends and the experiences of students from diverse backgrounds at ­historically Black campuses. The chapter presents data from the National Center for Education Statistics, tracking changes in enrollments over time. These data are coupled with a review of research on the experiences of non-Black students at HBCUs, largely focusing on White students, but also integrating the narratives of a growing Latina/o/x student population. HBCUs can also be ethnically diverse, and we examine the heterogeneity within the Black student experience based on ethnic identity and immigrant status. We close with recommendations for research and practice, calling for increased attention to how non-Black populations experience, navigate, and engage HBCU campus communities to promote student outcomes and opportunities for learning across difference.

In this article Professor Perry argues that Plessy v. Ferguson and the de jure segregation it heralded has overdetermined the discourse on Jim Crow. She demonstrates through a historical analysis of activist movements, popular literature, and case law that private law, specifically property and contract, were significant aspects of Jim Crow law and culture. The failure to understand the significance of private law has limited the breadth of juridical analyses of how to respond to racial divisions and injustices. Perry therefore contends that a paradigmatic shift is necessary in scholarly analyses of the Jim Crow era, to include private law, and moreover that this shift will enrich our understandings of both historic and current inequalities.

The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague.

A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace.

Women and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination.

The authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory.

While research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.