Chapter 4 DEI

Implicit Bias- Errors Made in "Shooting" People in a Video Game. What happened in this experiment?

Errors Made in "Shooting" People in a Video Game "Shoot" a man if he was holding a gun and withhold fire if he was holding a harmless object such as a cell phone.. (Adapted from Correll, Park, Judd, & Wittenbrink, 2002) Players were equally likely to "shoot" an armed white man, but much more likely to "shoot" black men who were unarmed, like the man in the photo. (Adapted from Correll, Park, Judd, & Wittenbrink, 2002) Tragic pattern of unarmed African American males being killed because their shooters claimed to have perceived them as dangerous.

Example of Group Polarization

Discussion increased polarization between homogeneous groups of high- and low-prejudice high school students. Talking over racial issues increased prejudice in a high-prejudice group and decreased it in a low-prejudice group.

When does group polarization occur? 4 examples?

Group polarization occurs where people associate mostly with others whose attitudes are similar to their own •In communities, as people self-segregate •In politics, where like-minded communities reinforce each other •On the Internet, where we "selectively expose" ourselves to like-minded media •Terrorists limit access to other viewpoints

PPT: Forms of Racism- What is implicit racism?

Implicit Racism: Racism that operates unconsciously and unintentionally

Implicit Bias may help explain high preschool expulsion rates for who?

Implicit bias may help explain high preschool expulsion rates for black children Track the eyes: Which students are teachers watching? 10% black girls 13% white girls 34% white boys 42% black boys Preschool teachers tend to more closely observe black boys, especially when challenging behaviors are expected

The Civil Rights Movement- Book- Who does the book talk about? What is the "Don't buy where you can't work" slogan?

"African Americans had resisted discrimination and segregation for many years after slavery was ended, but it was not until the Civil Rights Movement of the 1950s and 1960s that substantial social and legal changes were achieved. Well-known activists and organizers include Medgar Evers, Fannie Lou Hamer, Dorothy Height, Dr. Martin Luther King, Jr., Rosa Parks, legendary baseball player Jackie Robinson, Bayard Rustin, and Malcolm X; but many ordinary Black citizens also participated in boycotts, demonstrations, and "sit-ins." In the early 1960s, college students organized sit-ins at lunch counters in stores in the South that refused service to Black customers. The students were often arrested and jailed, but on the following days, other student protesters again sat at the lunch counters. Most of the sit-ins occurred in the South, but stores in the North also faced negative consequences arising from the discriminatory actions of their counterparts in the South. When the Southern locations refused service to Blacks, many Black and White Northerners refused to patronize those stores in the North, putting economic pressure on the entire company. The "Don't buy where you can't work" slogan was used in many effective boycotts, which began as early as 1938 when Black leaders called for boycotts and picketing against organizations that refused to hire Black people.29 In 2009, Black buying power amounted to $910 billion and by 2020 it was $1.3 trillion, a 20% faster growth rate than White buying power.30 When combined with buying power of socially conscious diverse al-lies and organizations, the costs to businesses of discrimination and exclusion are tremendous. Many Whites also participated in the battles for Black equality before, during, and after the Civil Rights Movement. They included Alabaman Virginia Durr and New Yorkers Michael Schwerner and Andrew Goodman. Schwerner and Goodman were murdered in Mississippi along with James Chaney, a Black activist, during the "right for Blacks' civil rights. It is estimated that two-thirds of the Whites who participated in the Civil Rights Movement were Jewish, including Schwerner, Goodman, and Albert Einstein.31 Whites who supported Black causes in the South risked ostracism, harassment, and murder.In conjunction with increased societal and governmental pressure, the sit-ins, boy-cotts, and picketing of the 1960s were successful in achieving results. The combined efforts of the many who fought for justice in the United States during this time secured the passage of the Civil Rights Act of 1964 and executive orders on affirmative action. In large part due to these and subsequent laws and executive actions, subsequent decades brought about change and progress for African Americans and other marginalized group members. In addition, as discussed in Chapter 1, the Black Lives Matter Movement helped increase awareness of gross disparities in the U.S. criminal justice and policing systems. Diverse supporters in the United States and worldwide have helped the movement in its quest for change, but disturbing differences in police and justice system treatment of BLM protestors and other groups remain."

Earnings by Educational Attainment for African Americans? How much more do they earn with a college degree? What is an exception to their earning rate in comparison to other races?

"Along with decreasing unemployment, for African Americans and every other racial and eth-nic group, education increases earnings. Blacks with a college degree are estimated to earn nearly 40% more lifetime earnings than those with only a high school degree.49 Table 4.4 presents mean earnings of different demographic groups and the male/female earnings ratio by educational attainment, where increases in earnings with increases in education are clear. However, across racial and ethnic groups, Black men's and women's earnings are the lowest or second-lowest. Black women earn 86% of Black men's earnings, the highest among racial and ethnic groups. Except for one instance, for all racial and ethnic groups, at all educational levels, men earn more than women. This one instance is for African Americans at the master's degree level when women earn more than their co-ethnic men."

Recommendations for Organizational Change- 6 items

"Be aware of personal stereotypes and biases and make conscious efforts to challenge and address them. ●As a manager or supervisor with hiring or performance management responsibilities, pay careful attention to relevant information and ignore irrelevant, race-biased stereotypes. ●Remove the name and sex-identifying information (e.g., use initials or numbers) from ré-sumés and applications in the initial stages of selection. Guard it carefully to ensure fairness afterward. ●Implement structured interviewing across the organization. ●Challenge unfair behavior when it is exhibited by others. People may be discriminating intentionally, but it is also possible they are unaware of the roles of stereotypes and misperceptions in behavior and would be receptive to learning about these influences and how to combat them. ●As an executive, implement procedural changes that include training, policies, and monitoring to increase fairness. Implement regular compensation audits and make adjustments where warranted. ●Avoid assigning Black employees to certain "diversity" roles outside of their expertise or as spokespeople for the race. "

Racial and sexual harassment of Black women- Davis and others propose that the sexual abuse and powerlessness enslaved Black women endured continues to do what? What was the Meritor Savings Bank case? What about the Whirlpool Corporation case?

"Black (and other minority) women are likely to be subjected to racialized sexual discrimination and harassment. Racialized sexual harassment combines racial and sexual harassment and includes both sexual and racial derogatory behaviors, comments, and demands directed at a person because of their race and sex. Davis and others propose that the sexual abuse and powerlessness enslaved Black women endured continue to spill over into egregious harassment in organizations today. Black women, including Mechelle Vinson in the well-known case against Meritor Savings Bank, represented a disproportionate number of litigants in early sexual harassment cases and continue to be overrepresented. As the following report shows, Whirlpool Corporation was found liable for such harassment in one particularly disturbing case."News reports provide additional and more troubling details of the racialized sexual harassment endured by Carlota Freeman.111 Rather than addressing the harassment, the supervisor to whom she complained told Freeman to "go ahead and have sex" with the harasser, to "get it over with" and maybe he would leave her alone. After enduring months of such torment and a physical assault at work, Freeman took a leave of absence and, after being diagnosed with post-traumatic stress disorder, eventually quit. The judge in the case wrote that "the facts show a failure of every level of management at Whirlpool," from the harasser's direct supervisor to the Manager and Director of Human Resources. These failures occurred despite Whirlpool having a sexual harassment policy. Policies alone are not sufficient to eliminate sexual harassment or other discriminatory behavior.

Consumer/Customer Service Recommendations- 2 items

"Conducting thorough online and in-person searches for high-cost consumer goods, loan rates, and so on that may be negotiable is simply good practice. Knowing what a fair price is and seeking out reputable organizations or dealers known to be diversity friendly can help decrease the likelihood of experiencing discrimi-nation as a customer. Dealerships that post flat prices charged to all customers may be preferable. African Americans, women, and others who are ignored or overcharged should choose to do business elsewhere and spread the word about negative (and posi-tive) experiences. Others who have a distaste for discrimination toward any racial or ethnic group may also choose to do so.Organizational leaders should make concerted efforts to ensure all customers are treated fairly. Salespeople should be trained to avoid discrimination against and stereotyping of customers. Leaders should engage in surveying customers (gathering data from purchasers as well as from those who shop but do not buy) and pay attention to the results. Internal audits can determine if there is evidence of disparate treatment of customers based on demographic factors. Using mystery shoppers of different races can provide valuable information. Customer complaints should also be investigated and addressed. By prioritizing and attending to these matters before problems arise, organizations can build customer loyalty, generate future business, and avoid a host of negative outcomes. Lastly, discriminatory customer behavior toward employees should not be tolerated. Turnover of the affected employee and bystanders, along with negative publicity, are some of the possible consequences of compliance with discriminatory requests."

Black History- What year did black slavery end? What are Jim Crow laws? What president instituted the end of slavery and what was it called?

"Historical records indicate that Africans were first sold in what is now the United States in about 1619. During the same period, Whites also were bound in servitude by indenture contracts. Over time, White servitude of any sort ended, but the enslavement of Afri-cans in America, a "complete deprivation of civil and personal rights," continued for the next 146 years.11 The formal institution of slavery ended by decree in 1863 with Lincoln's Emancipation Proclamation, but even the end of the Civil War in 1865 did not bring to Blacks the rights and opportunities provided to Whites. Between 1865 and 1964, formal, legally sanctioned segregation in many parts of the country severely impeded the progress of Black people. "Jim Crow" laws required "separate but equal" accommodations, transportation, education, and even burial for Whites and Blacks; however, "separate" meant unequal, inferior, and often substandard facilities for Blacks. Extremely hostile attitudes toward Blacks in the South and greater employment opportunities elsewhere contributed to large-scale migration to cities like Boston, Chicago, Detroit, and New York. Escape from the South was no panacea to the ills of discrimination, however. Although employment at steel mills, automakers, and railroads provided Black men with higher earnings than sharecropping, picking cotton, and other low-wage jobs in the South, better-paying, safer, and more prestigious jobs were still reserved for Whites. New transplants found that inferior housing and education and overt racial discrimination and harassment existed in the North as well. As discussed in Chapter 7, Blacks' migration from the South to the North improved the social position of lower- and working-class immigrant Whites and reduced discrimination against them. The many migrating Blacks stepped into the role of the inferior class and became the targets of the animus that had previously been directed at lower-class Whites."

Black Education- During slavery, how did black people get an education? What happened during the Brown v. the Board case? What is the misperception and reality of black education?

"During slavery, laws in many states prohibited teaching enslaved people to read or otherwise providing them with education, although some Whites and many literate Black people still did so. When slavery ended, Blacks continued trying to obtain an education. For nearly 90 years after the Civil War, laws in many communities required Blacks to be educated separately from Whites. At times, no schools for Blacks were available. The 1954 Supreme Court decision in Brown v. the Board of Education of Topeka, outlawed mandatory segregated educational systems, and allowed Black people to attend public "schools at all levels. Resistance and violence from Whites who were against integration affected elementary school, high school, and college-aged students around the nation. After Brown, most integration occurred in the 1960s and 1970s, and since then, some segregation has returned.42 Nonetheless, there have been marked increases in the levels of Black education. In 1940, about 8% of Blacks and 26% of Whites had completed at least high school. By 2013, 86.0% of Blacks and nearly 89% of Whites had completed high school; 32% of Whites and 22% of Blacks had completed 4 years of college or more. As shown in Table 4.1, Whites continue to obtain more education than Blacks. These differences provide some explanation for the Black/White earnings and employment gap, but they do not explain it completely. Misperception: Earnings and employment differences between Blacks and Whites are due to the lower educational attainment of Blacks. Reality: Blacks with the same level of education as Whites are more likely to be unemployed than Whites and earn less when employed than Whites

Treatment Discrimination- Kraiger and Ford per-formed a meta-analysis of research conducted over a 15-year period what did it find?

"Even though there is considerable evidence of access discrimination, and Blacks have higher unemployment than comparably educated Whites, many Blacks are employed and have stable employment histories. How do Blacks fare once they have obtained employment? Does equal opportunity step in after employment and result in fairness in earnings, promotions, job placement, and other rewards?To stringently examine race effects in performance ratings, Kraiger and Ford per-formed a meta-analysis of research conducted over a 15-year period. A meta-analysis is a statistical method of integrating results of findings from multiple studies to determine if there are underlying patterns of relationships. A total of 74 studies conducted both in the field and in the laboratory were included in the analysis. All of the studies included White managers but only 14 involved Black managers. Results indicated that being the same race as one's supervisor produced significantly higher ratings for employees who were similar in race. Because Whites are much more likely to be managers than Blacks, the "similarity" effect tends to advantage White employees and disadvantage Black employees. Kraiger and Ford also found that these race effects were substantial in the field but not in the lab. Training had no effect in reducing same-race bias, but race effects did decline as the percentage of Blacks in the workgroup increased."

Access Discrimination- an experiment that included Latinos, Blacks, and Whites applying for low-wage jobs- what were the results?

"Feature 4.3 reports on a study of access discrimination that documented employers' decision-making regarding Blacks and Whites who reported having a felony conviction or not. The results were replicated in a later experiment that included Latinos, Blacks, and Whites applying for low-wage jobs. Black and Latino applicants with clean records were no more successful than Whites with a felony. In actual establishments, employers who actually check criminal backgrounds (rather than relying on applicant statements or stereotypes about applicants) are more likely to hire Blacks, particularly employers that are strongly averse to hiring those with criminal records. For drug testing, having mandatory testing increases Black employment in the testing sector by 7% to 30% and relative wages by 1.4% to 13.0%, with the largest increases among low-skilled Black men. This suggests that in the absence of formal checks, employers use statistical discrimination and their ideas about criminality to unfairly exclude Blacks without records. Ironically, White women's employment decreased when actual drug tests were used

Glass Ceilings- what practices include.

"Glass ceilings and walls can be created and strengthened through overt and clearly discriminatory practices, as well as by practices that seem more innocuous on the surface. Such seemingly innocuous practices include: ● assignment of less challenging work, which leads to less development of skills and limits qualifications for future roles; ● failure to provide constructive performance feedback (for fear of being perceived as racist, which leads to failure to identify areas for improvement); and ● assignment to certain (minority) neighborhoods and clients (on the basis of presumed "fit" or connection or other employees' unwillingness to work there), which can negatively impact employees' earnings and career progress"

Glass Walls

"Glass walls are invisible barriers that confine minorities and women to certain posi-tions within organizations. African Americans are often concentrated in communica-tions, community relations, and human resources positions, rather than in marketing, finance, and operations, which are more likely to lead to higher-level executive jobs. Typically staff, instead of line, positions, these jobs do not involve finance or key deci-sion making, and thus Blacks are prevented from obtaining the breadth of skills needed to advance past certain levels."

Mary Waters Study

"In her research on Black identities among West Indian immigrants, Mary Waters found that employers sometimes felt West Indian employees differed from other (native) Blacks, touting their work ethic. Employer beliefs and treatment intertwine with the class to shape first- and second-generation immigrants' experiences and outcomes. Country of origin, education, and language (native English or not) are also strong influences. In a study on employment and earnings of native and immigrant Blacks and Whites, Butcher found that native and immigrant Blacks had somewhat similar earnings and both earned less than their White counterparts. Black immigrants from Africa have higher levels of education than immigrants overall, in part due to the large numbers of Africans who emigrate after earning college degrees or pursuing graduate degrees. Whereas about 32% of all foreign-born people have less than a high school degree, 12% of African-born people do. In contrast, 42% of African immigrants have a bachelor's degree or higher, compared with less than 28% of all foreign-born people. Egyptian and Nigerian immigrants are most well-educated African immigrants with over 60% having at least a bachelor's degree."

Harry Holzer Study- What happened in the study?

"In one of the few investigations that have focused on the effects on hiring practices of firm size and applicant race, Harry Holzer, former chief economist with the U.S. Department of Labor, investigated employers in four large U.S. cities: Atlanta, Boston, Detroit, and Los Angeles.59 Company size was broken down into the categories of 1 to 14, 15 to 49, 50 to 99, 100 to 499, and 500 or more employees. Holzer found that small companies hire much smaller percentages of Black employees than larger companies do and that they hire a significantly smaller percentage of the Blacks who apply. Holzer noted that large firms are more likely to have affirmative action programs and to have experienced compliance reviews, which may account for some of these differences. Larger firms are also more likely to have formal hiring practices and structured interviews, which leave less room for subjective and possibly discriminatory employment decisions. Holzer proposed that the demand for Black labor in the United States would be at least 40% higher if Blacks' hiring rates in small companies were similar to their hiring rates in large firms. Recall that Blacks' unemployment levels are consistently significantly higher than those of Whites; hiring practices may provide some explanations for these differences and more support for changing federal anti-discrimination legislation to include smaller employers. The EEOC website provides information about employment discrimination that is relevant to small businesses. Researchers estimate that about 25% of business establishments have no minority workers and another 25% have less than 10% minorities." "In none of the studies using in-person testers, mailed-in résumés, or analyses of other data would applicants have been aware that access discrimination had occurred. All that applicants would have known is they were not called for an interview or were not hired. This reinforces the idea that those who experience discrimination do not generally sue—many times they do not even know that discrimination has occurred. Even when they have strong suspicions—such as a great phone interview and informal commitment, only to be met with a different, surprising attitude when meeting in person, applicants may not have the resources, time, or constitution to make a claim of discrimination."

Misperception vs reality on African American Women

"Misperception:Black women have considerably more children than White women.Reality:Although Black (1.8), Hispanic (2.0), and Native American (1.7) women have slightly higher average fertility rates, they, Asian (1.5) and non-Hispanic White (1.6) women all have about 2 children"

Title VII of the CRA- What does it include protections for? What is a misperception and reality of affirmative action plans?

"Perhaps the most important piece of legislation relevant to the experiences of Black people in organizations is Title VII of the CRA. The existence of overt racial discrimination and the civil rights activities of the 1950s and 1960s preceding the passage of Title VII made African Americans the primary focus of Title VII. As discussed in Chapter 3, Title VII, as amended, makes discrimination on the basis of race in employment matters, racial harassment, and retaliation illegal, and provides those targeted with some recourse. Executive orders in support of affirmative action are also particularly relevant to the employment experiences of African Americans because of the need for proactive non-discrimination measures, as opposed to the passive provisions of Title VII. As we discuss later in the chapter, African Americans and women who work for affirmative action employers earn more than those who work for non-affirmative action employers. Despite the more than fifty years that Title VII and relevant executive orders have been in place, however, the employment status and income of African Americans continue to lag those of Whites with similar qualifications. Slavery and sanctioned discrimination existed for nearly 350 years in the United States; Title VII and affirmative action have existed for one-seventh the amount of time." "Misperception: The playing field is now level; affirmative action is no longer needed. Reality: Affirmative action is still needed to combat persistent, pervasive discrimination in hiring, placement, promotions, and advancement"

Racial Profiling- What is it?

"Racial profiling by law enforcement officers has received considerable attention among civil rights activists, researchers, and concerned government and justice officials. It has been documented in the United States, Canada, and the United Kingdom, among other places.83 A study by the Ontario, Canada Human Rights Commission found that Black Canadians were overrepresented in stops, charges that were dropped, and "out- of-sight" charges (such as lack of insurance), suggesting racial bias in initial stops. Black people were more likely to be involved in cases involving proactive (e.g., stop and ques-tion) rather than reactive policing (police responses to calls for assistance), also sugges-tive of profiling. Whites were more likely to be involved in reactive cases. Although less than 9% of the population, Black people were involved in 29% of use-of-force cases, 36% of shootings, and 70% of deaths caused by police. Controls for certain patrol zones, high-crime neighborhoods, or income that might explain disparities suggested that race is a stronger predictor of use-of-force than other factors.84In one U.S. study, some 22 million people in the United States reported that they had experienced profiling.85 Profiling in the United States is most frequently directed against Asians, Arabs, Blacks, Latinos, Muslims, and Native Americans.86 Racial pro-filing affects men and women, and African American men and children are particularly subject to profiling and questionable law enforcement behavior. Sean Bell, John Craw-ford, Amadou Diallo, Ramarley Graham, Oscar Grant, Jonathan Ferrell, Botham Jean, Tamir Rice, Timothy Stansbury, Timothy Thomas, and countless others were all un-armed Black men killed by police officers who said they "thought he had a gun" or that they felt their life was in danger and may have reacted to stereotypical fears of "130Examining Specific Groups and Categories and beliefs about Black men partly fueled by their overrepresentation among crime perpetrators in the media. Unarmed Oscar Grant lay face down on a train platform when he was shot in the back by an officer who said he mistakenly drew his gun instead of his Taser and killed 22-year-old Grant. Guinean immigrant Amadou Diallo, an unarmed man who had committed no crime, was shot 19 times in New York City by four undercover police officers who said he looked like a suspect they were seeking and reached for his pocket when told not to move. Akai Gurley of Brooklyn, NY was killed as he entered a stairwell, having chosen the stairs instead of a slow elevator. Police were searching the poorly lit stairwell, looking for no one in particular, and killed Gurley in what they termed an accident."

In a study, Black and White community participants with the shooting game, what happened? Does this experiment help officers?

"Researchers have found that in simulated studies, students, community members, and police officers are more likely to shoot Blacks than Whites. Officers' discriminatory responses can be changed through extensive training, although these behaviors are complex and based on myriad factors. In a study, Black and White community participants fired at an armed target more quickly if he was African American than if he was White and decided not to shoot an unarmed White target more quickly than an unarmed Black target. In one troubling real-life case, within seconds of arriving, officers shot a Black man who was lying on the street with his arms up. The middle-aged man with a graying beard was a therapist, trying to comfort his Hispanic client with autism, who was sitting on the curb with a toy.88 After he was shot, the therapist asked, "Sir, why did you shoot me?" The officer replied, "I don't know."In their study of the relationships between officer characteristics and biased policing, Close and Mason found differences in the search behavior of White, Black, and Latino Florida Highway Patrol Officers over a two-year period involving nearly 1.3 million traffic stops. White officers conducted proportionately more searches than African American and Latino officers yet were less successful in finding evidence of criminal activity (Table 4.5). African American and Latino drivers were more likely to be searched, although they were no more likely to have contraband than Whites.89 The evidence suggests that patrol officers' success at finding contraband, which would seem to be a legitimate goal, could be improved through less emphasis on the driver's race and ethnicity as cues to who should be searched.Although Black men are more likely to be profiled, Black women have also been frequent targets of profiling and abuse that sometimes results in death. Tanisha Anderson, Sandra Bland, Atatiana Jefferson, Yvette Smith, and Tarika Wilson are just a few of the numerous Black women whose deaths resulted from questionable police behavior. Countless other names of Black, Latino, and indigenous men and women could be added to the list. Even with video evidence, although some successful cases receive a great deal of publicity (perhaps suggesting that arrests and convictions are likely), police" "are rarely charged or convicted in these cases.90 In one revolting case, however, a former police officer who sexually assaulted numerous Black women while on duty was sen-tenced to 263 years.91 The officer was White and Japanese, all of the women he targeted were Black, and many were poor and otherwise marginalized, reducing their credibility if they complained. During trial, one assault survivor was asked why she hadn't called the police after the assault. She replied in response, "Who are you going to call on the police?" The origin of modern police forces is "slave patrols," whose goal was to search for, capture, and, if necessary, kill runaway enslaved Black people,92 which makes her question valid. The officer's targeting of Black women is similar to egregious sexual harassment that specifically targets Black and other women of color."

Glass Ceiling- what is it? Are there a lot of African Americans in fortune 500 companies?

"The glass ceiling is an invisible barrier of prejudice and discrimination that prevents women, minorities, and other non-dominant group members from advancing past a certain level in organizations. Although many think that the glass ceiling begins near the top management level or at the executive level, empirical evidence shows the ceiling to be actually quite low, beginning at the first-line management and supervisory levels and continuing onward to the top. African Americans are almost nonexistent at the level of Fortune 500 CEOs, numbering between three and six individuals within the last decade. Professional football, despite the bounty of Black players, also has a dearth of African American head coaches.

PPT: Modern, Symbolic, or Aversive Racism- What is Aversive Racism? What are they likely to do?

Aversive Racism Occurs when those who say they have egalitarian values and believe themselves to be unprejudiced still possess negative feelings and beliefs about racial issues and minority group members. Aversive racists do not openly discriminate, but when their actions can be justified by some other factor (e.g., lack of "fit" or some other factor other than race), they are likely to exhibit aversive racist behaviors.

Cocola Lawsuit- what happened in the lawsuit. What happened in the lowe's lawsuit?

"The treatment discrimination identified by researchers in empirical studies is supported by the formal discrimination lawsuits brought against actual, well-known companies. In one case, the Coca-Cola Company settled a lawsuit that alleged systematic discrimination against Black employees, agreeing to a record $192.5 million settlement. Black employees alleged that they were consistently at the bottom of pay scales, earning $26,000 less per year than Whites in comparable jobs and that they were denied promotions they deserved.70 In another major settlement, Texaco agreed to a $140 million cash settlement to compensate Black plaintiffs in a class-action lawsuit. Texaco executives had made disparaging racial comments that were recorded and released to the public during the lawsuit." discriminatory behavior is damaging to individuals and organizations. When a Lowe's customer called the store to say she did not want a Black delivery driver to bring her purchases, the manager made the driver, Marcus Bradley, return to the store and replace him with a White driver. Bradley, an 11-year veteran of the company, said he thought the company would have stuck up for him and that he would continue to work because, "I gotta work Bradley's partner, who is White, was also negatively affected and refused to complete the delivery without his long-time partner. A company spokesperson said, "We've reached out to the drivers, and one of our senior executives went to the store to apologize to them in person. ... We have zero tolerance for discrimination of any kind, and we should never have accepted the terms of the sale with the individuals who were delivered to."73 As is evident in this situation, the customer is not always right."

Recommendations for African Americans - 3 items

"persist in education to degree completion, and earn advanced degrees if possible. Share information about the benefits of education with those who may not be in college or aware of its benefits. Across multiple generations, researchers have found that those who would benefit most from a college degree are the least likely to earn one. Second, seeking employment in an affirmative action firm appears to be helpful. Given Holzer's findings of the negative relationships between establishment size and the hiring of Blacks, one strategy might be to seek employment in larger firms. Larger firms are also more likely to have formal hiring programs, which could include recruiter training in attending to job-related criteria in the selection process, structured interviews, and control and monitoring. Avoiding race-segregated firms should also help increase earnings. Given the research evidence about access discrimination, Black people may have to search harder, longer, and smarter for an appropriate position. Although data on access, treatment, and earnings discrimination can be demotivating, knowing about it explains reasons for receiving no calls for interviews despite individual qualifications. Instead of internalizing the rejection, which may be demoralizing and result in dropping out of the labor market, persistence and strategy in searching are required. In addition, engaging in résumé-whitening by using initials instead of a racially identifying name may be a strategy to gain an interview"

Racial Microagressions- What are they? What are some examples of microaggressions towards black people?

"racial microaggressions—"brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults—affect Blacks' health via hypertension and increased risk of heart attack. As described in Feature 4.4, racial micro-aggressions include such things as being ignored or followed in stores; being told, "You're not like other Blacks," or being complimented for "speaking well" or "speaking good English" as if this is a surprise for someone Black (or Asian or Latino). Some of these microaggressions are based on race, ethnicity, sex, or a combination of them (e.g., Black woman)."

Blacks in the Military- what do they experience in the military?

"segregation and discrimination extended to the armed forces, where fellow White military personnel and non-military personnel alike were openly hostile toward Black servicemen. Black men served in the French and Indian War, the American Revolution, the War of 1812, the Civil War, and the wars of the twentieth century, albeit under many restrictions. The Black men who fought in the American Revolution helped gain freedom from British rule, but freedom from slavery eluded them. Throughout World War II, Blacks experienced sanctioned segregation and discrimination, as did their non-service counterparts.22 For many years, Blacks in the military were restricted to jobs such as janitor, clerk, cafeteria worker, and laborer, even when they were qualified for higher jobs.23 It is not difficult to imagine the consequences of such restrictions: reduced ability to provide for a family, failure to ac-quire skills transferable to better post-military positions, and lower pensions. Other overt discrimination took the form of unfounded accusations against Black soldiers for theft, insubordination, and the rape and harassment of White women, the latter two of which were life-threatening charges. Accusations often led to biased courts martial and punishments that were far harsher than those faced by similarly charged Whites, including significantly more sentences of life imprisonment and dishonorable discharges.24 Dishonorable discharges preclude veterans from many benefits associated with military service. On some military bases in the South, Black soldiers had to drink from separate wa-ter fountains while White soldiers and German prisoners of war drank from the fountains for Whites only.25 In some areas of the country, Black military children were bused to Black schools in town because the on-base schools were reserved for White children. Outside military bases, Black people in these areas had to ride in the backs of trolleys "and buses and in the "colored" sections of trains; new draftees reported to duty after long rides at the back of segregated buses. Soldiers were denied service in restaurants, theaters, and bars in many cities, and at times faced open hostility, assault, and even lynching by White townspeople. Understandably, Black American soldiers, who often fought to support democratic principles in foreign countries, opposed and resisted such hypocritical treatment within their own country. Today, Blacks fare better in the military, and the United States has 2.2 million Black veterans, more than any other minority group. However, Black officers remain under-represented, particularly at the highest levels.

PPT: Amaud Arbery Killers- What happened to him?

(2/23/22) is two-year anniversary Found a verdict in less than 3 hours. Guilty on all charges Amaud Arbery killers found guilty of federal hate crimes. Felt Armaud was a criminal, and they had a right to stop him and kill him. Guilty of interference with rights "We trapped him like a rat." Guilty of attempted kidnapping Guilty of using firearms in conducting a violent crime

Immigrant Blacks and Their Descendants and Native-born Blacks—Similarities and Differences

About 4.3 million of the foreign-born U.S. population are Black and about 10% of the Black population are foreign-born, including Black Hispanics.95 Blacks comprise about 8% of the total foreign-born population. In order to single out "people for discrimination, they must be easily identifiable. For Black immigrants and their descendants, their initial identification is simply "Black," but in many cases, their self-identification differs from the identity of those whose ancestors were enslaved in America. For recent Black immigrants, self-identification as immigrants and their experiences in their homeland may shape their expectations. Immigrants from countries where Blacks are the numerical majority and experience some level of occupational and financial status may not have the same expectations of differential race-based treatment and powerless-ness in America as native-born Blacks. Descendants of Black immigrants often have different expectations from those of their parents, however, having observed and experienced first-hand the significance of being Black in the United States. While first-generation Black immigrants believe that discrimination exists, they are more likely to see it as something that can be overcome. Later generations hold to those beliefs less strongly. " Although there are differences in employment, education, and participation across Black immigrant groups from different areas, overall, immigrant Blacks have higher aver-age education and participation than White, Asian, and Hispanic immigrants. Despite this, Black immigrants have higher unemployment than non-Black immigrants and also suffer employment discrimination and harassment. In analyzing disproportionately high rates of both native and immigrant Black unemployment at varying education levels over the prior 50 years, Austin proposed that race discrimination holds both backs. In a 2020 settlement, MVM, a Maryland security firm, agreed to pay $1.6 million to settle a lawsuit that alleged the company engaged in a pattern of discrimination against Africans based on their national origin, and retaliated when they complained. A project manager complained that there were "too many Africans," mocked their accents, and declared he would fire Africans to reduce their numbers. According to the EEOC, the company systematically denied leave to African employees; forced them to work on their days off subjected them to heightened scrutiny, suspension, threats of termination, and trumped-up charges of misconduct and poor performance; and fired them without cause.

Population- African Americans- What causes a shorter life expectancy for black people?

African Americans comprise about 13% of the population, a proportion that has held fairly steady for the past few decades. Blacks are relatively young: 80% of Blacks are under age 50 and 30% are age 18 or younger. The larger proportion of young Blacks means that a larger proportion of Black people will enter the workforce in the future. To fully utilize the assets of this large segment of the population, organizations must create environments that welcome and provide opportunities for them rather than fostering discrimination, segregation, and exclusion. Second, although there are many reasons for the shorter life expectancies of Black people (such as less access to healthcare, poverty, and crime), many researchers have documented how stress related to discrimination, low responsibility and autonomy, and underutilization of Blacks' skills at work also contributes to depression, stress, high blood pressure, other illnesses, and early death. Further, discrimination limits access to income and health insurance, which are related to health and longevity. While 9.5% of all Americans had no health insurance in 2019, nearly 14% of African Americans had none. Pursuit of fairness and equity can reduce discrimination-related stress that Blacks experience while also increasing their access to healthcare and reducing poverty.

Access Discrimination- How do African Americans experience this?

African Americans frequently experience access discrimination based on stereotypes, prejudice, stated instructions to discriminate, skin tone (with those with darker skin faring worse than those with lighter skin),52 or even because their names "sound Black." Several field studies using equally matched Black and White applicants have found evidence of access discrimination against Blacks applying for real jobs in real organizations. Studies using Black, Latino, and White job seekers with matched educational credentials (fields of study, degrees, schools attended, and grade point averages) found that Blacks and Latinos fared worse than Whites about 20% of the time.53 In one study using well-matched applicants, Marianne Bertrand and Sendhil Mullainathan (University of Chicago and MIT, respectively) found that applicants with names that are common to Blacks, such as LaKisha and Jamal, were 50% less likely to be called for interviews than were applicants with names that are common to Whites, such as Emily and Greg. Additional "Black-sounding" names used in the study were Aisha, Keisha, Tamika, Tanisha, LaToya, Kenya, LaTonya, Ebony, Darnell, Hakim, Jermaine, Kareem, Leroy, Rasheed, Tremayne, and Tyrone. Other "White-sounding" names used were Allison, Anne, Carrie, Jill, Laurie, Kristen, Meredith, Sarah, Brad, Brendan, Geoffrey, Brett, Jay, Matthew, Neil, and Todd Applicants with "White-sounding" names needed to send out 10 résumés to receive one callback, while those with "Black-sounding" names had to send out fifteen résumés—a 50% difference in callbacks. Having higher-quality résumés (e.g., more credentials) im-proved Whites' likelihood of being called but did not increase callbacks for Blacks. In other words, increasing credentials did not matter if the applicant had a "Black-sounding" name. Having a "White-sounding" name resulted in as many additional callbacks as did having eight more years of experience on a résumé.54 Like the Bertrand and Mullainathan research, several other studies have found evidence that people with Black names were less likely to be called for interviews or received lower suitability ratings for certain types of jobs Fryer and Levitt proposed that employers may be exercising statistical discrimination, using the distinctive-ness of the names as proxies for potential productivity and skills of applicants with such names. Applicants who attended elite universities such as Harvard, Duke, and Stanford might be expected to have high productivity and skills, yet researchers have nonetheless found differences in callback rates among Blacks and Whites who attended such schools. Michael Gaddis, now a professor at Penn State University, created matched Black and White pairs and applied for over 1,000 jobs on a national search website "hite candidates from an elite university, Black candidates from an elite university, White candidates from a less selective university, and Black candidates from a less selective university had response rates of 17.5%, 12.9%, 11.4%, and 6.5%, respectively. Gaddis proposed that "education apparently has its limits because even a Harvard degree cannot make DaQuan as enticing as Charlie to employers."57 Given the evidence from these and numerous other studies, along with unfair discrimination against identifiable Black applicants, it seems that statistical discrimination based on applicants' names would increase organizations' recruitment and selection costs. Litigation and related expenses are also possible. Target Corporation agreed to settle a case for $510,000 which alleged race-based hiring discrimination against four Black applicants who applied for entry-level jobs as assistant store managers in Milwaukee and Madison, Wisconsin.58 The EEOC presented sufficient evidence that Target refused to hire the four applicants because of their race, which may have been identified as African American on the basis of the applicant's names or accents heard during telephone conversations"

Discrimination in loan rates and mortgage terms against Blacks and Latinos

Along with higher car prices, discrimination in loan rates and mortgage terms against Blacks (and Latinos) contributes to their being disproportionately represented among foreclosures. Compared with similarly qualified Whites (e.g., credit history, down payment, and residential location), Blacks were more likely to receive subprime loans and to receive loans with prepayment penalties and other unfavorable terms. Prime Lending, one of the nation's top lenders, agreed to settle a lawsuit brought by the U.S. Department of Justice alleging discrimination against African American borrowers. For three years, while originating more than $5.5 billion in loans, Prime Lending charged Blacks higher interest rates for home loans than rates charged to similarly situated Whites. The company gave employees wide discretion to increase their commissions by adding fees to loans, which increased interest rates paid by borrowers and had a disparate impact on Black borrowers. Prime Lending agreed to pay $2 million to the affected customers, implement loan pricing policies, train employees, and monitor loans to ensure discrimination does not occur in the future.

Recommendations for Black Women - 3 items

Because sex and race segregation combine to lower Black women's wages, avoiding segregated work will likely increase the return on educational investment.127 Next, as for every group, on average, Black women with more education earn more than Black women with less education. Black women should also consider working for unionized and/or affirmative action firms. As with others, Black women who work for unionized firms earn nearly 40% more than those who work for non-unionized firms. Blacks and women who work for affirmative action firms have higher earnings and are more likely to work in higher-status positions (e.g., professional, managerial, or technical) than those who work for non-affirmative action firms. Black women should investigate appropriate salary levels "and negotiate salary offers rather than accept the first offer made; even a modest increase in starting salary builds over time. Federal, state, and local government resources, professional organizations, and websites on salary ranges by education and experience are helpful, as are being well-aware and confident about one's abilities and worth and not being afraid to negotiate based on one's education, skills, and experience. Finally, be aware that sex and race discrimination is illegal and there are resources to help if targeted by them. Entrepreneurship is also an option that many women and people of color are pursuing given limited opportunities and discrimination. Entrepreneurship allows for flexibility, leadership, autonomy, and the ability to provide a diversity-friendly workplace for others

PPT: Stereotype Threat and Academic Performance- what happened in the experiment when some students were told that it was a test of their intellectual ability, but others were told that it was simply a research task unrelated to intellectual ability?

Before taking a very difficult standardized verbal test, some students were told that it was a test of their intellectual ability, but others were told that it was simply a research task unrelated to intellectual ability. All students' scores on this test were adjusted based on their scores from standardized college entrance verbal examinations. Despite this adjustment, black students did significantly worse than white students on the test if it was introduced as a test of intellectual ability (left). In contrast, among the students who had been told the test was unrelated to ability, black students and white students performed equally well (right). From Steele, C.M. and Aronson, J., "Stereotype threat and the intellectual test performance of African Americans," Journal of Personality and Social Psychology vol 69 (pp. 797-781). Copyright c 1995 American Psychological Association. Reprinted by permission.

African American Women at Work- How are they perceived?

Black women are often perceived as unwilling to work, instead to draw welfare to support their many children, On the other hand, sometimes employers prefer to hire black women over black men and white women because they are counted under the affirmative action plan, but they are more likely to work than any race.

Discrimination against Customers: Consumer Racial Profiling. Two beliefs appear to be driving racially profiling Black customers include?

Consumer racial profiling is "differential treatment of consumers in the marketplace based on race/ethnicity that constitutes a denial of or degradation in the products and/or services that are offered to the consumer." This profiling occurs in small, large, and multi-location organizations, against Blacks from all socio-economic backgrounds, and is perpetrated by diverse managers and store owners. At times, Black customers try to "wear their class" when shopping, wearing expensive clothing and accessories, yet some researchers have found that race trumps class.114Some of the organizations that have been charged with profiling against Black customers are the Adams Mark hotels, Bloomingdale's, Cracker Barrel, Denny's, Dillard's, Eddie Bauer, Shoney's, Starbucks, and Walmart. Allegations include such things as un-founded accusations of theft, unauthorized physical searches, being ignored, refusals of service, and/or inordinate wait times for service. Two beliefs appear to be driving racially profiling Black customers: (1) Blacks are less likely to have money to spend, and (2) Blacks are more likely to be shoplifters. Profiling potential shoplifters using demographic characteristics is simply bad practice. As discussed later, Black buying power is tremendous and negative publicity as a result of profiling can be quite costly. Billionaire media mogul Oprah Winfrey's experience with profiling while in a Swiss store resulted in a great deal of negative publicity for the store and Switzerland. Further, there is no "typical" shoplifter and race is not a predictor of shoplifting.119 Shoplifters vary by race, sex, age, and socio-economic status. Rather than watching Blacks and ignoring everyone else, businesses could adopt the more effective approach of monitoring suspicious behaviors. In addition, the loss of Black customers and others who find consumer racial profiling offensive could be quite costly. Feature 4.5 describes an empirical study detailing discrimination against Blacks in new-car pricing, a costly form of consumer discrimination."

PPT: Effects of Stereotypes: Self-fulfilling prophecy- How do expectations affect people's behavior? What is the Pygmalion effect? What is the golem effect?

Expectations influence how we act towards a person, which causes that person to behave in a way consistent with the original expectation. Pygmalion Effect: positive expectations lead to improved performance Golem Effect: Negative expectations lead to decreased performance

PPT: Rosenthal & Jacobson's (1968) "Late Bloomers" Study

Fill in here

Participation Rates and Employment for African Americans. What are the participation rates in comparison to other races, and between genders? How did Covid-19 affect black and Hispanic communities?

Increases in the participation, employment, and earnings of African Americans have not matched their increasing levels of education. For multiple reasons, White, Asian, and Hispanic men have higher participation rates than Black men, and Black women have slightly higher participation rates than other women. Similarly, in the twentieth century Examining Specific Groups and Categories and the twenty-first century thus far, unemployment levels for Blacks have been considerably higher than those of other racial and ethnic groups. Figure 4.1 depicts the 2019 unemployment total, by sex, race, and Hispanic origin. Specific unemployment figures may change from year to year, based on the overall economic conditions, but the proportions are similar, with African American unemployment consistently exceeding the unemployment of other groups, at times being nearly twice as high. The COVID-19 pandemic more strongly affected Black and Hispanic communities in many ways, including significantly affecting unemployment. As shown in Table 4.2, unemployment for all groups increased in 2020 due to the pandemic, but increases were highest for Hispanics, Blacks, and Asians. When broken down by education levels, demographic differences in unemployment rates are more striking. As Table 4.3 shows, in 2012 and 2019, in every category, Black unemployment is higher than that of every other racial/ethnic group at the same level of education, supporting the influence of race across socio-economic status markers. At the less than high school level, Black unemployment is considerably higher than that of every other group. At the highest educational levels, Black unemployment is higher than"other groups, although disparities are less striking than at other levels. Data for 2020 during the pandemic are not shown but reflect similar patterns, with continuing higher unemployment for African Americans across educational groups. The comparisons within educational categories remove education level as a potential explanation for disparities in employment rates. Along with higher unemployment rates, African Americans remain unemployed longer than Whites, with a mean duration of unemployment of five weeks longer. African Americans are also more likely to be underemployed and discouraged workers than Whites, comprising about 11% of the labor force but 28% of the discouraged workers. For discouraged workers, reasons for not currently looking for work include that they believe there are no jobs available for them; they could not find work; they lack necessary schooling, skills, or experience; or they perceive some type of discrimination in the workplace. The demoralizing effects of persistent unemployment and underemployment as a result of various forms of access discrimination can contribute to discouragement and dropping out of the workforce completely, which has a host of individual, organizational, and societal consequences. Also shown in Table 4.3 are clear benefits to education, across racial and ethnic groups and for men and women. From top to bottom of the table, unemployment declines with education. This is a consistent pattern, each year, and for each group. For African Americans in particular, unemployment declines tremendously with additional education, as depicted in Figure 4.2. Despite continuing disparities, these figures are promising, since increasing numbers of African Americans are finishing high school and obtaining advanced degrees.

PPT: Why self-fulfilling prophesy in the classroom?0 What happens when teachers have low expectations of their students (3 items)?

Low-expectation students: •Given less time to answer (Taylor, 1979; Allington, 1980) •More criticism for failure (Cooper & Baron, 1977) •Less eye-contact (Chaiken, Sigler, & Derlaga, 1974)

Participation Rates and Unemployment

Participation rates: -higher among white and Hispanic men compared to black men -Higher among black women in compared to White, Hispanic, and Asian women Unemployment: -Considerably higher among black people across education levels -Shows the influence of race across socio-economic status markers -Blacks remain unemployed for a longer time than whites - Discouraged workers

PPT: Self-Affirmation Theory (Steele, 1988)- People will reduce the impact of a dissonance by doing what? 2 items.

People will reduce the impact of a dissonance arousing threat to their self-concept by focusing on and affirming their competence on some dimension unrelated to the threat. •May disengage self-esteem from the domain of performance in question.

Myth: Hispanics have low education levels. What is the reality?

Reality: Education levels of hispanics differ by nativity and country of origin.

Myth: Hispanics should learn English since English is spoken by most people in the states. What is the reality?

Reality: Fluency in multiple languages is an asset for everyone.

Myth: Immigrant workers are preferred because they have a higher work ethic than native-born Americans. What is the reality?

Reality: Immigrants are of preferred because they often will work for lower wages and are less likely to complain about mistreatment than native-born Americans.

Myth: Due to strong cultural traditions, Latinas are unlikely to work outside the home. What is the reality?

Reality: Nearly 60% of Latinas work outside the home, similar to the participation rates of other women

PPT: Effects of Stereotypes on the Targets: Self-Fulfilling Prophesy- What is the Word, Zanna & Cooper (1974) study? What happened in the first part of the study? What about the second part of the study?

Word, Zanna & Cooper (1974) Study 1: When White HR managers interviewed White and Black student applicants, the interviewers rated the black students lower and treated the black students differently: Less eye contact, sat further away, less open body language Study 2: When interviewers were trained to treat all white applicants either as "white" or with same closed body language that the interviewers in the first study treated blacks, the white applicants treated as "black" were rated the same as blacks in the first study.

Research on Employment Experiences of African Americans- what is treatment discrimination

Recall that access discrimination occurs when people are denied employment opportunities, or "access" to jobs, based on their race, sex, age, or other factors unrelated to productivity. Press releases on the EEOC website show that employers continue to engage in access discrimination, which harms the individuals affected, as well as the organizations in which the discrimination occurs. In addition to higher costs of recruitment and selection associated with continuing to seek applicants although qualified minority "applicants were available, higher training costs for those hired despite lower qualifications and lower productivity are possible organizational consequences of access discrimination. Treatment discrimination occurs when people are employed but are treated differently once employed, receiving fewer job-related rewards, resources, or opportunities than they should receive based on job-related criteria. As discussed in Chapter 3, both access and treatment discrimination is prohibited by Title VII of the Civil Rights Act; however, research and discrimination settlements indicate both still occur, as discussed in the following sections

PPT: More Details on Discrimination

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PPT: What causes group bias? what are some examples?

The Way We Think: Social Cognition Bias may be the inevitable byproduct of information processing. Examples of mental processes include categorization, the use of schemas and heuristics, and faulty memory processes. (Disney)

PPT: Effects on Targets: Scapegoating- What is it? Give an example.

The tendency for individuals, when frustrated or unhappy, to displace aggression onto groups that are disliked, visible, and relatively powerless. e.g. After COVID, there has been an increase in violence against Asians in the U.S.

Do Groups Intensify Opinions- Republicans and Democrats. What do democrats believe in regards to racial discrimination?

These are overlapping normal curves on Conservative and Liberal Democrats v. Republicans. 1. Note how much overlap there is! 2. We are becoming increasingly polarized, however. Democrats have increasingly agreed that "Racial discrimination is the main reason why many Black people can't get ahead these days" (Pew, 2017). Republicans have become less likely to agree.

Racial Socialization and Racial Profiling

To prepare their children for and help minimize the effects of the bias, stereotyping, and discrimination that they are likely to encounter at work and in their daily lives, Black parents may engage in racial socialization. Racial socialization consists of behaviors, communications, and interactions concerning their cultural heritage and the appropriate responses to Chapter 4: Blacks/African Americans racial hostility and discrimination that Black parents explain to Black children. The messages instill racial pride, including information about the successes and accomplishments of Blacks, thereby countering negative messages, building resilience, bolstering self-esteem, and increasing a sense of a shared or collective Black identity. Importantly, racial socialization may include instruction about appropriate responses to racial profiling by police ("e.g., keep hands visible; do not make sudden movements; do not raise your voice"). As discussed in Chapter 1 with regard to consumers, racial profiling occurs when someone's demographic characteristics are used to single them out for scrutiny or differential treatment.

PPT: McConnell & Leibold (2001)- What causes group bias?

•IAT correlated with more explicit questionnaire measures of prejudice •Test correlated with judges' ratings of videotaped interaction with black experimenter.

Wells Fargo- greed to the second largest fair lending settlement in the history of U.S. Department of Justice. What happened? How many people did they discriminate? How much did they pay in assistance?

Wells Fargo, the largest residential home mortgage originator in the United States, agreed to the second largest fair lending settlement in the history of U.S. Department of Justice. The DOJ alleged that the company discriminated against some 30,000 African American and Hispanic mortgage borrowers, steering them to sub-prime loans or charging them higher fees and rates than comparably qualified White borrowers. Along with the more than $184 million (plus additional compensation for other affected borrowers), Wells Fargo agreed to provide $50 million in down payment assistance to borrowers in areas where there were large numbers of discrimination victims and which were hit hard by the housing crisis that devastated many minority communities.122 As with Prime Lending, Wells Fargo allowed its loan officers and mortgage brokers to vary rates and fees, and this "subjective and unguided pricing discretion resulted in African-American and Hispanic borrowers paying more." Rather than allowing employees wide discretion, having set procedures, policies, training, and monitoring are effective tools in reducing many types of discrimination—particularly given the influence of conscious and unconscious biases that many people harbor.

PPT: McConnell & Leibold (2001)- What is the implicit association test?

What causes group bias? •Implicit Association Test (IAT) Press one of two keys in response to prompts. Time in m.secs is measured. Controls: -Left Key Black -Right Key White Type of discrimination: -Adjective Undesirable Desirable Prejudice-consistent combination Black or undesirable White or desirable Prejudice-inconsistent combination White or undesirable Black or desirable

PPT: Stereotype Threat and Gender- Whether or not you feel "stereotype threat" depends on what?

Whether or not you feel "stereotype threat" depends on what category you are identifying with at the time. Asian women do worse on math tests when they see themselves as "women" (stereotype = poor at math) rather than as "Asians" (stereotype = good at math) (Shih, Pittinsky, & Ambady, 1999).

Unemployment rates for White, Black, Asian, and Hispanic people races during the pandemic?

White 4th Quarter 2019: 3.0 4th Quarter 2020: 5.8 Change: 2.8 Black 4th Quarter 2019: 5.4 4th Quarter 2020: 9.9 Change: 4.5 Asian 4th Quarter 2019: 2.6 4th Quarter 2020: 6.7 Change: 4.1 Hispanic: 4th Quarter 2019: 4.0 4th Quarter 2020: 8.7 Change: 4.7 •Unemployment for all groups increased in 2020 due to the pandemic. •Black and Hispanic unemployment is considerably higher than that of Whites.

PPT: Effects on Targets: Stereotype Threat- What happened when white and black students took tests across two conditions: lab exercise and academic ability test? What happened in the Claude Steele experiment?

White Students: Score same across two conditions: Test labeled "Lab Exercise" and Test labeled "Academic Ability Test" Black Students: Black Students Scored higher with- Test labeled "Lab Exercise" Scored lower with- Test labeled "Academic Ability Test" •There is a statistical difference in academic test performance among various cultural groups in this country. In general, although there is considerable overlap, Asian Americans as a group perform slightly better than Anglo Americans, who in turn perform better than African Americans. Why does this occur? There may be any number of explanations—economic, cultural, historical, political. One important reason recently discovered has to do with the anxiety produced by negative stereotypes. •In a striking series of experiments, Claude Steele, Joshua Aronson, and their colleagues have demonstrated that at least one major contributing factor is clearly situational and is based on a phenomenon they call stereotype threat (Aronson et al., 1998, 1999; Steele, 1997; Steele & Aronson, 1995a, 1995b). •Joshua Aronson and his colleagues (1999) demonstrated that white males perform less well on a math exam when they thought they would be compared with Asian males—a group that they considered to have superior math ability. Furthermore, Brown and Pinel (2002), have shown that the more conscious individuals are of the stereotype, the greater is the effect on their performance.

Stats Changes in Overt Racism

Willing to admit African Americans to: 1. Employment in my occupation: 1949: 78%, 1968: 98%, and 1992: 99% 2. My club as my personal friends: 1949: 51%, 1928: 97%, and 1992: 96% 3. My street as neighbors: 1949: 41%, 1968: 95%, 1992: 95% 4. Close kinship by marriage: 1949: 0%, 1968: 66%, 1992: 74% Percentage of adult participants who agree with the statement "it's all right for blacks and whites to date each other 1987: 48% of people agreed 2012: 86% Agreed

Timeline

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The Civil Rights Movement

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PPT: Unemployment by Education Level

slide 33 •For African Americans, unemployment decreases with additional education. S22W7L21Ch4_IAT_AA_post

PPT: Employment Experiences- What is Access discrimination? What is Statistical discrimination? What is Treatment discrimination?

•Access discrimination: Denying employment opportunities or access to jobs based on factors unrelated to productivity •Statistical discrimination: Using observable characteristics as proxies for information about the productivity of workers •Treatment discrimination: Treating some employees differently based on factors unrelated to productivity •Providing fewer job-related rewards or opportunities than they should receive

Racial Socialization- What is it? What responses does it includes 2 items?

•Adult transmission of behaviors, communications, and interactions concerning Black cultural heritage to children •Includes appropriate responses to racial discrimination and hostility •Bolsters self-esteem and increases a sense of shared or collective Black identity •If you are Black, how much of a role does your ethnic origin play in your everyday life, experiences, and opportunities?

PPT: Effects on Targets: Can Stereotype Threat be Reversed? 3 items.

•An understanding of stereotype threat can improve performance on tests and other. •Merely reminding participants they were "selective northeastern liberal arts college" students eliminated the gender gap on a spatial ability test. •Reminding students that intelligence is flexible and not fixed at birth also works.

PPT: Consumer Racial Profiling

•Based on beliefs that: •Blacks are more likely to be shoplifters •Race is not a predictor of shoplifting •Blacks are less likely to have money to spend •"Shopping while Oprah" •https://youtu.be/IGbfJv1ia7c (Oprah shopping for bag) (until 4:40) https://youtu.be/5ATBCT8sq9k. (ET 2:20) https://youtu.be/pLSDJRNgXQE (start at :28) https://youtu.be/pLSDJRNgXQE?t=28 (to 2:41)

PPT: Avoiding Discrimination against Employees based on Race- 5 items

•Be aware of one's own stereotypes and biases, making conscious efforts to challenge and address them. •As a manager or supervisor with hiring or performance management authority, pay careful attention to relevant information and ignore irrelevant, race-based stereotypes. •Remove the name and sex-identifying information (e.g., use initials or numbers) from resumes and applicants in the initial stages of selection. Guard carefully for fairness afterward. •Question one's own decision-making at all times. •Challenge unfair behavior when it is exhibited by others.

What is Critical Race Theory? What is the distinction according to carter?

•Carter made the distinction between teaching critical race theory - a concept most often introduced to students at the graduate level - and taking a critical approach to teaching about race and racism in American history. •The two are being conflated," Carter said of the current debate surrounding critical race theory that is roiling many K-12 schools throughout the U.S., most of which do not actually teach the framework itself. •https://youtu.be/m9qLRcZjLy8 (Dr Phil 4:24) •https://youtu.be/_gdxrkwpPKc. PBS 2:50 •https://youtu.be/dYc3Qan6Yjk ABC 3:51

PPT: Population of Blacks in the United States. Comprise of what percent of the population? What is their life expectancy in comparison to other races and what causes this? What is their future trajectory in the workforce? Experience what type of discrimination?

•Comprise 13% of the population •80% under age 50 and 30% aged 18 or younger •Have large population but shorter life expectancy •More Blacks will enter the workforce in future •Experience access and treatment discrimination, crime, poverty, and lower income and health insurance rates, which affect life expectancy

PPT: Occupational Segregation- Do smaller companies hire a lower or higher percentage of blacks than larger companies do?

•EEOC •White men over-represented in manager and professional positions, while Black men under-represented. •Small companies hire a lower percentage of Blacks than larger companies do (Holzer, 1998)

PPT: Effects of Stereotypes on Targets- What is the problem with positive sterotypes?

•Even positive stereotypes can be damaging. •What's wrong with the implication that black men can jump? "Mark Flick" study (Stone et al., 1997) White basketball player seen as having "court sense" while black player similarly described seen as more talented. •Potential abuse of stereotyping can be more subtle—and might involve a stereotype about a positive attribute. •Denies individuality of the person. e.g., tall woman who doesn't play basketball e.g. African-American man as technology "Geek"

PPT: Employment Experiences Glass ceiling and Glass walls. Define both of these terms.

•Glass ceiling: Invisible barrier that prevents women, people of color, and people with disabilities from progressing beyond a certain level in organizations •Glass walls: Invisible barriers that confine minorities and women to certain positions within organizations

PPT: Stereotypes of African American Women at Work- What is their rate in the workforce participation among women of other races? What are the stereotypes they have to fight against? What are they likely experience in the workforce? Do black people have higher or lower rates of children than white people?

•Have the highest rates of workforce participation among women •Expected to miss work because of their children •Fertility rates indicate that White and Black women have approximately the same number of children •Are more likely to experience race and sex discrimination and harassment

PPT: Avoiding Discrimination against Customers Based on Race- What should individuals do? 2 items. What should Organizations do? 6 items.

•Individuals •Should become knowledgeable about fair prices. •Seek out reputable diversity-friendly organizations. •Organizations •Leaders should make concerted efforts to ensure all customers are treated fairly. •Train salespeople to treat all customers fairly. •Pay attention to survey data gathered from diverse customers. •Conduct internal audits to spot disparate treatment of customers. •Use mystery shoppers. •Investigate and address customer complaints.

PPT:Effects on Targets: Disidentification Study- Jacob & Eccles (1992)- what happened in this study?

•Jacob & Eccles (1992) Mothers with gender-stereotypical beliefs had daughters who did not think they were good at stereotypically male things like—math! •https://youtu.be/PbKsC4GCT5k (Sky blue commercial)

PPT: What to do? Jonathan Wender, a sociologist at the University of Washington and former police officer: We need to do what? What is the issue with current officer training? How many academies have their own training requirements and standards?

•Jonathan Wender, a sociologist at the University of Washington and former police officer: "We need evidence-based, human performance training that starts in the academy and continues across every career phase, so when you're tired, scared or stressed, you still do the right thing." •Changing police training in the U.S. is not easy. There are 18,000 local, state, and national law enforcement academies, each of which has its own training requirements and standards. •Although many departments say they do stress training, oftentimes it is simply a PowerPoint presentation. •Of the 664 academies surveyed, 48 percent did say their programs included a stress-based approach (U.S. DOJ, survey 2016) Changing police training in the U.S. is not easy, however. There are nearly 18,000 local, state, and national law enforcement academies, each of which has its own training requirements and standards. Although many departments say they do stress training, oftentimes it is simply a PowerPoint presentation, Wender says. In July the U.S. Department of Justice reported on a survey of entry-level officer training from 2011 to 2013. Of the 664 academies that responded, 48 percent did say their programs included a stress-based approach. But further specifics about those methods were not reported nor were any measures of their actual effectiveness.

PPT: Racial Profiling, Police Misconduct- Latino and Blacks more likely to experience what, but not more likely to have what?

•Latino and Blacks more likely to experience racial profiling and searches, but not more likely to have contraband. •Poor management, lack of supervision contributed to police misconduct in Los Angeles, Dallas. •https://youtu.be/3QIWolLM9i8 Daily Show Cops training •https://youtu.be/3QIWolLM9i8/watch/85

PPT: Aversive Racism Brief et al. 2000- What happened in this study?

•Non-black eg students read /not read memo stating that there was an all-White teamwork environment, and that homogeneous groups were preferred. •When there was a business justification, modern racists were more likely to discriminate against Black applicants.

PPT: Individual and Organizational Recommendations- 5 items

•Reducing the Propensity to Stereotype •Help people to see the inconsistencies in their behaviors and their stated values. •Engage group members in activities to achieve common, superordinate goals. •Encourage groups to perceive themselves as members of a single, superordinate group, rather than as two separate groups. •Implement organizational monitoring and control measures.

PPT: Symbolic Racism (Sears et al. 1997)- What is symbolic racism? What is an example of that? What countries is this typically seen in?

•Symbolic racism—express prejudice through indirect means, because direct prejudice and discrimination no longer socially acceptable. e.g. Be against bi-lingual education if have a negative stereotype of Hispanics •This type of racism is shown when people outwardly act unprejudiced while inwardly maintain prejudiced attitudes. •Modern/symbolic racism is found in many countries (for example, countries in Western Europe).

Group Polarization: Do groups intensify our opinions?

•Tendency for groups to make more extreme decisions than individuals. •We use social comparison to relevant others and informational influence to bolster our own opinions. •Active participation in the discussion also changes attitudes

PPT: Stereotype Threat- Define it. How does this affect performance? What happened between genders when they were taking a math test?

•The apprehension experienced by members of a group that their behavior might confirm a cultural stereotype •Deleterious effects on performance •"If I perform poorly on this math test, it will reflect badly on me and my gender." •https://youtu.be/tS2Bv8Yh1oU •Claude Steele

PPT: Immigrant and Native-Born Blacks- How many foreign-born black people are there? Are they treated the same as native-born black people? Hispanics and Asians are treated as? What is Racial profiling?

•There are 3 million foreign-born Blacks in U.S. •Perceived and treated as native-born Blacks •Subject to racial profiling along with native-born Blacks •Native-born Hispanics and Asians are perceived and treated as immigrants •Racial profiling is based on skin color, not country of origin

PPT: Aversive Racism Dovidio & Gaertner (1999)- What happened in this study?

•Those who expressed prejudicial beliefs were less likely to recommend blacks for a job, regardless of qualifications. •Those w/o such beliefs made recommendations on high qualifications. •When qualifications were ambiguous, the White candidate was chosen more often.

PPT: The Justification-Suppression Model of Prejudice (Crandall & Eschleman, 2003)- What is in the model- 3 items.

•Urge to express prejudice vs. need to maintain positive self-concept (as a non-bigot). •Energy required to suppress prejudiced impulses. •To avoid the constant expenditure of energy, we seek information to validate holding a negative attitude toward a particular out-group. •Once we find a valid justification, we act against the outgroup and still feel as though we are not bigots—thus avoiding cognitive dissonance. http://www.youtube.com/watch?v=qCNFRJgNbZc (Curious George)

PPT: Responses to Stress- When faced with what we perceive as a life-threatening situation what do we do? n experiments performed with actual officers during a video simulation of a confrontation, shooting accuracy what happened? A second study showed that training in realistic environments helped officers with what?

•When faced with what we perceive as a life-threatening situation, we often go into autopilot, Imaging scans show the brain shifts its activity (measured by blood flow and oxygenation, indicating which neurons are heavily used at a specific time) from the prefrontal executive control regions to subcortical reactive emotion areas. •In experiments performed with actual officers during a video simulation of a confrontation, shooting accuracy, arrest and self-defense skills and communication all decreased when stress levels are high, and that officers fired more often in a high-anxiety situation on suspects that had already surrendered. •A second study showed that training in realistic environments, including practiced encounters with armed-opponent actors in buildings and streets, improved their shooting accuracy under stress.

PPT: Effects on Targets: Disidentification- •Women may disengage from careers in science, blacks from careers as professors. What does this lead to?

•Women may disengage from careers in science, blacks from careers as professors •Don't see role models, just can't picture themselves in the role. •Leads to sex segregation