The Psychology of Diversity: Beyond Prejudice and Racism by James M. Jones, ISBN-13: 978-1405162142

Description

The Psychology of Diversity: Beyond Prejudice and Racism by James M. Jones, ISBN-13: 978-1405162142

[PDF eBook eTextbook]

• Publisher: ‎ Wiley-Blackwell; 1st edition (September 10, 2013)
• Language: ‎ English
• 432 pages
• ISBN-10: ‎ 9781405162142
• ISBN-13: ‎ 978-1405162142

The Psychology of Diversity presents a captivating social-psychological study of diversity, the obstacles confronting it, and the benefits it provides.

The text considers how historical, political, economic, and societal factors shape the way people think about and respond to diversity. The approach is multi-level, with coverage of diverse topics including everything from the neuroscience of prejudice to the politics of diversity.

While the book devotes considerable attention to the problems of prejudice and discrimination toward diverse groups, chapters also describe proven techniques for improving intergroup relations in a variety of ways. It illuminates how well-intentioned efforts to control bias can backfire personally, interpersonally, and socially. Although challenges to diversity are significant, emphasis is placed on why and how an understanding of diversity can offer unique insights and opportunities, and prepare people better for a global society.

• Goes beyond prejudice and discrimination to discuss the personal and social implications of diversity for both majority and minority group members
• Considers how historical, political, economic, and societal factors shape the way people think about and respond to diversity
• Explains why discrimination leads to bias at all levels in society – interpersonal, institutional, cultural, and social
• Describes proven techniques for improving intergroup relations
• Examines the brain’s impact on bias in clear terms for students with little or no background in neuroscience
• Includes helpful study tools throughout the text as well as an online instructor’s manual

Unlike older and traditional texts on prejudice and intergroup relations, The Psychology of Diversity offers a sharply different approach – one much better suited to the complexities and subtleties of present-day intergroup phenomena. It is also authoritative as one would expect from a text written by leading social psychological experts in the field.

Table of Contents:

Front Matter

Praise for The Psychology of Diversity

About the Authors

Brief Contents

Contents

Preface

What Is This Book About and Who Is It For?

What Is the Purpose of this Book?

What Is Special About this Book?

Dedication

Acknowledgments

Part One Framing Diversity

Chapter 1 Psychology of Diversity: Challenges and Benefits

Introduction

The Goals of this Book

What is Diversity About?

A Taxonomy of Diversity

When Diversity Does Not Add Up To Equality

Perspectives on Diversity

Behavioral Science and Diversity

Diversity within Diversity

The Diversity Divide: Benefits versus Challenges

What Are the Benefits of Diversity?

Adaptability, flexibility, and creativity

Better citizenship

Full use of human capital

It is morally correct and consistent with the value of equality

What Are the Challenges of Diversity?

The practice of diversity can be exclusionary

Which differences matter?

Diversity undermines meritocracy

Focusing on differences may promote conflict

Organization of this Book

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 2 Central Concepts in the Psychology of Diversity

Introduction

Understanding Diversity

What is the Psychology of Diversity?

What’s in a Social Group Label?

Social Biases: Stereotypes, Prejudice, and Discrimination

What Are They Like? Stereotypes

Figure 2.1. The Content of Stereotypes Is Determined by the Perceived Competence and Warmth of the Group. HC, High Competence; HW, High Warmth; LC, Low Competence; LW, Low Warmth. From “The BIAS Map: Behaviors from Intergroup Affect and Stereotypes,” by A. J. C. Cuddy, S. T. Fiske, & P. Glick, 2007, Journal of Personality and Social Psychology, 92, pp. 631–648.

How Do I Feel About Them? Prejudice

Figure 2.2. Components of Prejudice: Cognitive, Affective, and Behavioral.

How Do I Treat Them? Discrimination and Fairness

Box 2.1. Ricci v. DeStefano

Biases Below and Above the Surface

The Structure of Social Bias

Racism: A Case Example of Social Bias

The Different Layers of Social Bias

Individual bias

Institutional bias

Cultural bias

Research Methods for the Study of Social Bias

The Scientific Enterprise

Figure 2.3. Steps in the Scientific Method: (a) Initial Observation, (b) Theory Development, (c) Derivation of Hypothesis, and (d) Systematic Observation.

Making Sense of the World Scientifically: Theories and Research Methods

Testing Our Ideas: Research Designs

Making Meaning from Research: Measures and Analysis of Data

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 3 Historical Perspectives on Diversity in the United States

Introduction

Push–Pull: Dynamics of Diversity

Immigration, Importation, and Citizenship

U.S. Population Growth is Fueled by Immigration

Figure 3.1. Immigrants to the United States as a Percentage of Population Change 1820–2010. From U.S. Census, 2010.

Figure 3.2. Immigrants Being Processed at Ellis Island, 1904. Library of Congress: Digital ID (b&w film copy neg.) cph 3a17784, http://hdl.loc.gov/loc.pnp/cph.3a17784. Reproduction Number: LC-USZ62-15539 (b&w film copy neg.). Repository: Library of Congress Prints and Photographs Division Washington, DC 20540, USA. http://www.loc.gov/pictures/item/97501095/resource/

Who Are Citizens of the United States?

Immigration and Ethnic Diversity

Benevolent Sexism as Legal Argument

Cultural Conditioning of American Indians

Negative Responses to Diversity

Immigration Policy

Table 3.1. Immigration Quota by Country, 1924 Immigration Act

Figure 3.3. Foreign-born Percentage of the U.S. Population From 1850 to 2010. From U.S. Census, 2010.

Civil Rights

Diversity and Civil Rights

Figure 3.4. Brown Sisters Walk to School, Topeka, Kansas, 1953. © Carl Iwasaki/Time Life Pictures/Getty Images.

Expanding Diversity and Inclusion in U.S. Society Through Civil Rights

Figure 3.5. Percentage of Total Immigrants to the United States From Europe, Asia, South and Central America, and the Caribbean, 1820–2000. From Bureau of Census, 2010, http://www.census.gov/prod/2010pubs/acsbr09-15.pdf

Affirmative Action as a Diversity Approach

Box 3.1. The Case of Lynn, Massachusetts

A Nation of Minorities

Figure 3.6. Percentage U.S. Population by Race/Ethnicity 2000–2010. From Bureau of Census, 2010.

Figure 3.7. The United States Becomes a “Nation of Minorities” 2042. From Bureau of Census, 2010.

Challenges of Diversity

Individual Rights, Diversity, and Prejudice Collide

Diversity and Difference

Majority and Minority

Summary

Questions for Thinking and Knowing

Key Terms

References

Part Two Psychological Processes

Chapter 4 Personality and Individual Differences: How Different Types of People Respond to Diversity in Different Ways

Introduction

Origins of Prejudice: Allport’s Lens Model

Figure 4.1. Allport’s Lens Model of Prejudice: Sources of Prejudice. Adapted from The Nature of Prejudice, by G. W. Allport, 1954, Reading, MA: Addison-Wesley.

Personality and Prejudice

The Abnormality of Prejudice: The Psychodynamic Model

Psychodynamic Theory and Prejudice

Prejudice against Difference: The Authoritarian Personality

The Legacy of Authoritarianism: Contemporary Measures

The right-wing authoritarianism scale

Table 4.1. Sample Items from the Right-wing Authoritarianism Scale

Need for closure

Other personality measures

The Normality of Prejudice

Conformity and Norms

Social Dominance

Table 4.2. Sample Items: Social Dominance Orientation

Figure 4.2. Attitudes Toward Immigrants Are Less Favorable When Canadians Perceive They Are in Competition With Them or When Participants Are High in Social Dominance Orientation. Adapted from “The Immigration Dilemma: The Role of Perceived Group Competition, Ethnic Prejudice, and National Identity,” by V. M. Esses, J. F. Dovidio, L. M. Jackson, & T. M. Armstrong, 2001, Journal of Social Issues, 57, pp. 389–412.

Box 4.1. Personality, Social Groups, and the Capacity for Evil

Authoritarianism and SDO: Sometimes a Lethal Combination

Religion and Prejudice

Politics and Prejudice

Individual Differences in Blatant and Subtle Prejudice

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 5 Social Cognition and Categorization: Distinguishing “Us” from “Them”

Introduction

We Are Social Animals

How We Think About People: Social Cognition

Acquiring Information: Attributions

The fundamental attribution error

A just world

Threat and attributions

Figure 5.1. The 9/11 Terrorist Attacks on the World Trade Center Has Had a Lasting Psychological Impact on Americans. © Ken Tannenbaum/Shutterstock.com.

Integrating Information: Cognitive Consistency

Illusory correlations

Confirmatory biases

Behavioral consistency and bias

Self-fulfilling prophecies

How We Think About Groups: Social Categorization and Group Membership

Who Is “In” and Who Is “Out”? Social Categorization

Figure 5.2. The Experimenter Is Testing How Rhesus Macaques Respond to Faces of In-group and Out-group Members (a) and Novel Objects Associated With In-group and Out-group Members (b). From “The Evolution of Intergroup Bias: Perceptions and Attitudes in Rhesus Macaques,” by N. Mahajan, M. A. Martinez, N. L. Gutierrez, G. Diesendruck, M. R. Banaji, & L. R. Santos, 2011, Journal of Personality and Social Psychology, 100, pp. 387–405.

Box 5.1. What Did You Say? The Impact of Accents

Thinking Differently About Us and Them

What Can We Do? Reducing Bias and Embracing Diversity

“Me” and “You” Instead of “Us” and “Them”: Decategorization

Figure 5.3. Participants Show Particularly Low Levels of Bias Toward Islamic Fundamentalists Whom They See As Typical of the Group who Disclose Personal Information to Them. Adapted from “The Out-group Must Not Be So Bad After All: The Effects of Disclosure, Typicality, and Salience on Intergroup Bias,” by N. Ensari, & N. Miller, 2002, Journal of Personality and Social Psychology, 83, pp. 313–329 (Figure 1).

Playing on the Same Team: Recategorization

Implications and Applications of Category-based Models for Reducing Bias

Figure 5.4. Recategorization Reduces Bias by Increasing the Attractiveness of Out-group Members, Whereas Decategorization Reduces Bias by Decreasing the Attractiveness of In-group Members. Adapted from “Reduction of Intergroup Bias: The Benefits of Recategorization,” by S. L. Gaertner, J. A. Mann, A. J. Murrell, & J. F. Dovidio, 1989, Journal of Personality and Social Psychology, 57, pp. 239–249.

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 6 Social Identity, Roles, and Relations: Motivational Influences in Responses to Diversity

Introduction

Feeling Good about Us: Social Identity

Who Am I? Personal and Social Identity

Figure 6.1. A Measure of Identity Fusion: In (E), the Self and the Group Are Completely Fused. Reprinted from Figure 1 of “Identity Fusion and Self-Sacrifice: Arousal as a Catalyst of Pro-Group Fighting, Dying, and Helping Behavior,” by W. B. Swann Jr, A. Gómez, C. Huici, J. F. Morales, & J. G. Hixon, November 2010, Journal of Personality and Social Psychology, 99, pp. 824–841, doi: 10.1037/a0020014.

Many Me’s: Multiple Identities

My Group Is Better than Yours: Creating Positive Identity

Feeling superior to other groups

Feeling connected to your group

Becoming an extremist

Responding to diversity

Confusing “What Is” with “What Should Be”: Social Roles and System Justification

Blaming the Victim: Attributions to Groups

Judging Who People Are by What Jobs They Do: Social Roles

Figure 6.2. Eagly and Wood’s Social Role Theory. Adapted from “Social Role Theory,” by A. H. Eagly & W. Wood, 2011. In A. W. Kruglanski, E. T. Higgins, & P. A. M. Van Lange (Eds.), Handbook of Theories in Social Psychology (Vol. 2, pp. 458–476). Thousand Oaks, CA: Sage.

Maintaining the Status Quo: System Justification

Box 6.1. Feeling Like a Body: Objectification

Figure 6.3. Advertisers Frequently Objectify Women to Market Even Products That Have Little Directly to do With Sex. Magazine Advertisement for Kahlua. Image Courtesy of The Advertising Archives.

Slipping into the Darkness: Groups in Competition

“You Dirty Rattler”: Conflict between Groups

Threatening What We Have and What We Are: Realistic and Symbolic Conflict

What Can We Do? Changing How Groups Relate

Achieving More Together Than Alone: Superordinate Goals

Putting the Pieces Together: Jigsaw Classroom

You Complete Me (Us): Mutual Intergroup Differentiation

Which Approach Is Best?

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 7 Is Bias in the Brain?

Introduction

What’s Under the Hood? The Organization of the Human Brain

How We Know How the Brain Functions

Figure 7.1. In fMRI Images, Different Colors Show Increases or Decreases in Activity in Areas of the Brain When People Are Exposed to People of Different Groups or Perform Different Tasks. © Miguel Medina/AFP/Getty Images.

Brain Structure and Function

Figure 7.2. Three Basic Areas of the Human Brain Are the Hindbrain, Midbrain, and Forebrain.

Brain Structure, Diversity, and Intergroup Relations

Warning! Difference Ahead!

Box 7.1. Shooter Bias

Figure 7.3. White Participants Are Quicker to Recognize Crime-related Objects After Seeing a Black Than a White Face. Reprinted from “Seeing Black: Race, Crime, and Visual Processing,” by J. L. Eberhardt, P. A. Goff, V. J. Purdie, & P. G. Davies, 2004, Journal of Personality and Social Psychology, 87, pp. 876–893.

Who Are You? Race and Face Perception

Figure 7.4. People Draw Radically Different Pictures of a Racially Ambiguous Person (top image) After They Label the Person as Black or White (bottom pictures). Reprinted from “Believing is Seeing: The Effects of Racial Labels and Implicit Beliefs on Face Perception,” by J. L. Eberhardt, N. Dasgupta, & T. I. Banaszynski, 2003, Personality and Social Psychology Bulletin, 29, pp. 360–370.

Brain Function and Intergroup Bias

Explicit and Implicit Bias

Table 7.1. Average Acceptability of Prejudice Toward 105 Target Groups

Figure 7.5. White 6-Year-Olds, 10-Year-Olds, and Adults Show Implicit Biases Against Blacks to the Same Degree, But Explicit Bias Decreases for Older Age Groups. Adapted from “The Development of Implicit Attitudes: Evidence of Race Evaluations from Ages 6, 10, and Adulthood,” by A. S. Baron, & M. R. Banaji, 2006, Psychological Science, 17, pp. 53–58.

Contemporary Prejudice

Symbolic racism

Aversive racism

Figure 7.6. Across Three Different Time Periods (1989, 1999, and 2005) White Participants Do Not Discriminate Against Black Job Applicants Relative to White Job Applicants When the Person Candidate Is Strongly Qualified for the Position. However, They Do Discriminate, and to the Same Degree Across 16 years, When the Candidate Has Only Moderate Credentials and the Decision is More Complicated. Adapted from “New Directions in Aversive Racism Research: Persistence and Pervasiveness,” by J. F. Dovidio & S. L. Gaertner, 2007. In C. W. Esqueda (Ed.), Nebraska Symposium on Motivation: Motivational Aspects of Prejudice and Racism (pp. 43–67). New York: Springer.

Contemporary racism and implicit attitudes

What Can We Do? Addressing Implicit Bias

Acknowledging Implicit Bias

Controlling Implicit Bias Through Unconscious Goals

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 8 Coping and Adapting to Stigma and Difference

Introduction

Social Stigma and Cultural Difference

The Social “Stain” of Stigma

How Social and Cultural Difference Divides Us

Racial Socialization and Acculturation

Preparing Children for a Racialized Society: Racial Socialization

Adapting to a Different Culture: Acculturation

Table 8.1. Profiles of Acculturation Orientations

Stresses Caused by Stigma and Difference

Perceiving Discrimination Is Bad for Your Health

Stereotype Threat Is “in the Air”

Figure 8.1. Correlation Between Self-esteem and GPA for Black and White Eighth and Tenth Grade Boys and Girls: Evidence of Disidentification. From “Academics, Self-esteem, and Race: A Look at the Underlying Assumptions of the Disidentification Hypothesis,” by J. W. Osborne, 1995, Personality and Social Psychology Bulletin, 21, pp. 449–455.

Figure 8.2. Generational Differences in Stereotype Threat among West Indian Immigrants. From “Becoming American: Stereotype Threat Effects in Afro-Caribbean Immigrant Groups,” by K. Deaux, N. Bikmen, A. Gilkes, A. Ventuneac, Y. Joseph, Y. A. Payne, & C. M. Steele, 2007, Social Psychology Quarterly, 70, pp. 384–404 (Figure 1 as published).

Figure 8.3. Stereotype Boost for Asian and Stereotype Threat for Latino Students on Math Performance. Adapted from “Stereotype Boost and Stereotype Threat Effects: The Moderating Role of Ethnic Identification,” by B. E. Armenta, 2010, Cultural Diversity and Ethnic Minority Psychology, 16, pp. 94–98 (Figure 1 as published).

Box 8.1. Communicating Across the Racial Divide

Coping with Perceived Discrimination

How Group Membership Influences the Ways We Cope with Discrimination

Rejection identification

Rejection sensitivity to race

The universal context of racism

The Ways We Cope with Discrimination Individually

Psychological disengagement

Attributional ambiguity and explaining outcomes

Worldview verification

Collective Identities

How We Relate to Our Racial Group: Racial Identity

Black identity

Racial identity and collective threat

White identity

How We Relate to Our Ethnic Group: Ethnic Identity

Multigroup Ethnic Identity Measure

Table 8.2. The Multigroup Ethnic Identity Measure

Multiracial identity

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 9 Intergroup Interactions Pitfalls and Promises

Introduction

Psychological Challenges of Intergroup Interaction

Preparing for the “First Date”

Where Do We Go From Here? Experiences in Intergroup Interactions

Figure 9.1. Blacks Are Most Cognitively Depleted After Exposure to Ambiguous Bias; Whites Are Most Depleted After Exposure to Blatant Bias. Reprinted from “Cognitive Costs to Exposure to Racial Prejudice,” by J. Salvatore, & J. N. Shelton, 2007, Psychological Science, 18, pp. 810–815.

You (Can) Complete Me

Figure 9.2. Whites Show More Ingratiation Behaviors Than Self-presentational Behaviors in Interracial Interactions, Whereas Blacks Show More Self-presentational Behaviors Than Ingratiation Behaviors. From “To Be Liked Versus Respected: Divergent Goals in Interracial Interaction,” by H. B. Bergsieker, J. N. Shelton, & J. A. Richeson, 2010, Journal of Personality and Social Psychology, 99, pp. 248–264.

Under the Radar? Implicit Bias and Intergroup Interaction

Figure 9.3. Whites Higher in Implicit Prejudice See Hostility (Depicted by Images on the Left) Longer on the Faces of Blacks than of Whites. Reprinted from “Facing Prejudice: Implicit Prejudice and the Perception of Facial Threat,” by K. Hugenberg, & G. V. Bodenhausen, 2003, Psychological Science, 14, pp. 640–643.

Box 9.1. Health Disparities and Implicit Bias in Healthcare

Some Conclusions About Intergroup Interactions

The Promise of Positive Intergroup Interaction

How Does Contact Work?

Friends of My Friends

Just Imagine!

Summary

Questions for Thinking and Knowing

Key Terms

References

Part Three Culture, Power, and Institutions

Chapter 10 Cultural Diversity Preferences, Meaning, and Difference

Introduction

Figure 10.1. Elizabeth Eckford Withstands Taunts and Insults to Attend a White-only Central High School in Little Rock, Arkansas, September 4, 1957. © Bettmann/CORBIS.

What Is Culture?

Figure 10.2. Changes in Self-esteem Among American Indian High-School Students When Exposed to Indian Mascots, Cartoons, and Negative Stereotypes. From “Of Warrior Chiefs and Indian Princesses: The Psychological Consequences of American Indian Mascots,” by S. A. Fryberg, H. R. Markus, D. Oyserman, & J. M. Stone, 2008, Basic and Applied Social Psychology, 30, pp. 208–218 (adapted from Figure 1).

When Do Race Preferences Begin?

Figure 10.3. Experimental Sample of a Male White, Middle Eastern, African, and Asian face. From “Three-month-olds, But Not Newborns, Prefer Own-race Faces,” by D. J. Kelly, P. C. Quinn, A. M. Slater, K. Lee, A. Gibson, M. Smith, L. Ge, & O. Pascalis, 2005, Developmental Science, 8, pp. 31–36 (Figure 1).

Why Do Early Preferences Matter?

How Do Cultures Differ?

What We Value

Table 10.1. Ten Values Expressed Across Cultures

How We See Power

Procedural justice

Voice in decision-making

Closeness

Interethnic relations

How We Relate to Others: Individualism–Collectivism

Table 10.2. Individualistic and Collectivist Cultures

How We Perceive “the Other”: Enemyship

How We Understand Time: Psychological Time

How We Create Meaning: Religion

Box 10.1. Being Muslim in America

Figure 10.4. Imane Boudlal Speaks During a News Conference at the ACLU With Her Lawyer Mark Rosenbaum, Chief Counsel ACLU in Los Angeles on Monday, August 13, 2012. Boudlal, a Former Disneyland Employee Who Says She Was forbidden to Wear a Muslim Head Scarf at Work Plans to Sue the Walt Disney Company for Discrimination. © AP Photo/Nick Ut.

Cultural Diversity

Table 10.3. United States Population by Race/Ethnicity, Sex, and Age, 2010

Figure 10.5. Percent Total U.S. Worker Income Earned by Lowest to Highest Income Groups, 1979–2007. Source: Congressional Budget Office (2011). Retrieved from http://www.cbo.gov/sites/default/files/cbofiles/attachments/10-25-HouseholdIncome.pdf

Table 10.4. Change in Household Wealth by Socioeconomic Status, 1962 to 2009

Now We See It, Now We Don’t: Perspectives on Cultural Diversity

Multicultural

Identity safety

Culture Wars Promote Conflict and Contest

Figure 10.6. White and Black Perceptions of Bias against Whites and Blacks (10, very much; 1, not at all). From “Whites See Racism as a Zero-sum game That They Are Now Losing,” by M. I. Norton & S. R. Sommers, 2011, Perspectives on Psychological Science, 6, pp. 215–218 (Figure 1).

Culture Peace Promotes Representation and Belonging

Diversity benefits all

Social belonging enhances achievement

Preventing Bias and Favoritism

Circles of inclusion for children

What parents can do

You don’t have to be prejudiced!

Breaking the prejudice habit

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 11 Social Roles and Power in a Diverse Society

Introduction

Power Matters

Figure 11.1. Skyboxes Denote Special Privilege and Are Often Inaccessible to Persons With Disabilities. © Adam Haylock/iStockPhoto.

Box 11.1. Becoming Aware of Power and Privilege

Who’s Got the Power? Power Dynamics and Diversity

It’s Just Natural: The Power of Social Roles and Social Groups

Who’s at the Top and Why? CEOs, Lawyers, and Janitors

Table 11.1. Occupations and Wage Estimates for Employment in the United States

Multiple Me: Intersectionality and Power

Table 11.2. Implications of Three Questions on Multiple Group Identity for Each Stage of the Research Process

A Social Hierarchy: What’s Diversity Got To Do With It?

Psychological Sources of Power

Figure 11.2. Lack of Economic and Social Power Can Lead to Political Protest as Disenfranchised People Seek Political Power. Egyptian Women Gather in Cairo’s Tahrir Square, the Epicenter of the Popular Revolt That Drove Veteran Strongman Hosni Mubarak From Power on February 12, 2011. © Mohammed Abed/AFP/Getty Images.

Skin Color, Social Role, and Power

Social Dominance: My Group Versus Your Group

Social Class as a Source of Power

Pathways to Fairness: Reducing Bias in Power Dynamics

You Have More Power—What Should I Expect?

Maybe the Status Quo Has Too Much Power

Stereotyping: Can It Help and Not Harm?

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 12 The Challenge of Diversity for Institutions

Introduction

Portraits of Institutional Bias

Texaco: Recognizing Diversity Bias and Doing Something About It

An All-Girls Math Class: Educational Bias on Purpose

Figure 12.1. Girls Enjoy Excelling in Math as Well as Boys When Given Opportunities to Do So. © lightpoet/Shutterstock.com.

How Institutional Bias Operates

The Origins of Institutional Bias: A Case Example

Types of Institutional Bias

Box 12.1. At a Slaughter House, Some Things Never Die: Tar Heel, North Carolina

Most Bias is Standard-of-Practice Bias

Can Affirmative Action Address Institutional Bias?

Home Ownership and Mortgage Lending

Table 12.1. Homeownership Rates (%) by Race and Ethnicity of Householder 2009–2011

Race, Ethnicity, Gender, and Age Disparities in Unemployment

Table 12.2. Unemployment Rates (%) Among Age, Gender, Race, Ethnicity Diversity Groups for First Quarter of 2012

The Criminal Justice System and Ethnicity Disparities

Ethnic Disparities in Capital Punishment

Healthcare, Marriage, and Environmental Safety

What Makes Institutional Bias so Challenging?

Figure 12.2. The Theoretical Barriers to Diversity. From “Workplace Diversity and Public Policy: Challenges and Opportunities for Psychology,” by R. E. Fassinger, 2008, American Psychologist, 63, pp. 252–268.

Effects of Institutional Bias Are Far-reaching

Emotions May Run High

Maybe Poverty Leads to Institutional Bias

Preventing Institutional Bias is a Challenge

Valuing Diversity

Diversity Training in Higher Education

Summary

Questions for Thinking and Knowing

Key Terms

References

Chapter 13 The Psychology of Diversity Principles and Prospects

Introduction

Diversity Is Diverse

Diversity When It Is All Good

Diversity Is Normal

Doing Diversity Is Hard

Diversity Demands Change

Diversity Sometimes Stands Opposed to Fairness

Bias Has Deep-seated Psychological Roots and Consequences

Diversity Complicates Interpersonal and Intergroup Interactions

Principles of Diversity: What Have We Learned in This Book?

Bias Against Diversity Is Not Inevitable

Diversity Presents Opportunities to Learn

Interaction Improves Attitudes Toward Other Groups

Diverse Contexts Promote Flexibility, Adaptability, and Creativity

Personal Motivation Can Limit or Prevent Bias

Belief That Biases Can Be Changed Increases People’s Interest in Diversity

People Can Learn To Be Unprejudiced

Approach and Avoidance Motivations Are Keys to Diversity Dynamics

Individual Ideology and Values Determine Diversity Attitudes, Support, and Actions

People Are Resilient in the Face of Discrimination

Respect Promotes Diversity Among Members of Racial and Ethnic Minority Groups

Support for Diversity Is Greatest When it Includes Your Group

Programs to Promote Intergroup Relations Can Succeed

Trust Is Crucial for Dealing with Difference and Change

Organizational Values, Goals, and Practices Determine the Success of Diversity Efforts

Conclusion

Questions for Thinking and Knowing

Key Terms

References

Back Matter

Glossary

Index

James M. Jones is Professor of Psychology and Director of the Center for the Study for Diversity at the University of Delaware.

John F. Dovidio is Professor of Psychology at Yale University.

Deborah L. Vietze is Professor of Psychology at the City University of New York.

What makes us different?

• Instant Download

• Always Competitive Pricing

• 100% Privacy

• FREE Sample Available

• 24-7 LIVE Customer Support