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C. Malik Boykin, N. Derek Brown, James T. Carter, Kristin Dukes, Dorainne J. Green, Timothy Harrison, Mikki Hebl, Asia McCleary-Gaddy, Ashley Membere, Cordy A. McJunkins, Cortney Simmons, Sarah Singletary Walker, Alexis Nicole Smith and Amber D. Williams
The current piece summarizes five critical points about racism from the point of view of Black scholars and allies: (1) Black people are experiencing exhaustion from and…
The current piece summarizes five critical points about racism from the point of view of Black scholars and allies: (1) Black people are experiencing exhaustion from and physiological effects of racism, (2) racism extends far beyond police brutality and into most societal structures, (3) despite being the targets of racism, Black people are often blamed for their oppression and retaliated against for their response to it, (4) everyone must improve their awareness and knowledge (through both formal education and individual motivation) to fight racism and (5) anti-racist policies and accountability are key to enact structural reformation.
The first three of these points detail the depths of the problem from the perspectives of the authors and the final two lay out a call to action.
This viewpoint is the joint effort of 14 authors who provided a unified perspective.
This was one of the most original experiences the authors have had – working with 13 former/current students on joint perspectives about police brutality and racism more generally. The authors thank for the opportunity.
The purpose of this paper is to examine the extent to which racioethnicity influences perceptions of inclusion (i.e. information sharing, collective efficacy, satisfaction…
The purpose of this paper is to examine the extent to which racioethnicity influences perceptions of inclusion (i.e. information sharing, collective efficacy, satisfaction and relationship conflict) when working in racially heterogeneous groups.
Individuals were placed in groups in order to participate in ethical-decision making tasks.
Results reveal that individuals representing varied racioethnic groups are in general satisfied working in racially heterogeneous groups. However, reports of relationship conflict and information sharing varied as a function of racioethnicity.
The authors discuss possible rationales for differences in how racioethnic groups perceive and experience group processes over time as well as practical implications for social psychology and diversity in teams.
The purpose of this paper is to examine the interactive effects of gender and age on evaluations of job applicants. Given the double jeopardy hypothesis, the authors might…
The purpose of this paper is to examine the interactive effects of gender and age on evaluations of job applicants. Given the double jeopardy hypothesis, the authors might anticipate that older women would be denigrated most in hiring evaluations. However, given expectations of normative gender behavior, the authors might anticipate that older men would be penalized most for not already having stable employment. This study aims to examine which hypothesis best describes selection biases based on age and gender.
Stimuli depicting male and female job applicants at the various ages were developed. The stimuli were standardized by collecting facial photos of older White men and women at ages 20, 40, and 60, and morphing these faces onto standardized bodies using Adobe Photoshop. Participants viewed six stimuli, one from each age by gender combination, and made evaluations across job relevant dimensions.
Results showed an interaction between age and gender, such that older male applicants were evaluated more negatively than older female and younger male applicants. These findings support for the violation of gender normative behavior hypothesis.
This study has implications for organizational leaders who can use this information to provide training for selection officers concerning biases against older workers and how to avoid them.
Original, novel stimuli are used in an experimental design to examine the effects of age in employment in a standardized manner which controls for extraneous variables such as attractiveness across age.