The white group of laborers, while they received a low wage, were compensated in part by a sort of public and psychological wage. They were given public deference and titles of courtesy because they were white. They were admitted freely with all classes of white people to public functions, public parks, and the best schools. The police were drawn from their ranks, and the courts, dependent upon their votes, treated them with such leniency as to encourage lawlessness.W. E. B. Du Bois, 1935Dhanani and colleagues (2022) have provided a strategy for I-O psychologists to reduce the crisis of police violence against Black people in the US with the overhaul of recruitment, selection, training, and performance criteria for police officers. We applaud their efforts and wish to expand upon and complement their work with an equity and systems approach, arguing that the abilities of I-O psychologists can be readily applied beyond the policing context to existing communitybased organizations that are themselves improving public safety.Regardless of individual intentions, "every system [or organization] is perfectly designed to get the results it gets" (see IHI Multimedia Team, 2015); for policing, we contend that a predominant result is the use of force. However, different outcomes are needed to address the increasing list of tasks assigned to police officers such as mental illness and addiction crisis response, conflict resolution, and insecure housing. Use of force is clearly misaligned with the needs of these situations. Community-based organizations perform these tasks and many others-without use of force-as first line interventions to either prevent police involvement or deescalate emergency responses, such as when active domestic violence emergency responses are mediated by social workers.To continue, we provide justification for our arguments and outline an approach for I-O psychologists to contribute to ending excessive use of police force by partnering with and supporting community-based organizations that promote health and safety. We explain and evaluate the predominant systemic outcomes of community-based organizations compared to police forces. We suggest that I-O psychologists provide evidence-based strategies to streamline the many recruitment, selection, training, and management processes that will continue to arise during the ongoing transition of tasks from police forces to more appropriate agents, such as community-based organizations. We conclude that I-O psychologists have capabilities to support diverse community-based organizations as intervention points outside the police force that can reduce violence.
With the increasingly diverse workforce in the hospitality and tourism industry, it is imperative to identify strategies to reduce biases in the workplace. Across two studies, we examined the utility of providing individual-level positive individuating information as a strategy to combat customers’ stereotypes in service encounters. In Study 1, we explored the effectiveness of providing either positive stereotypical or counter-stereotypical individuating information to remediate negative perceptions toward older workers in an experimental vignette study using a hypothetical customer service encounter. In Study 2, we demonstrated the robustness of this technique with a group that has opposing stereotypes compared with older workers (Asian adults). Across these two studies, we found that providing positive counter-stereotypical individuating information most strongly affected customers’ satisfaction ratings of employees by boosting positive counter-stereotypical perceptions of both older and Asian targets. We discuss the implications of our study along with possible future research related to individual-level strategies to reduce workplace discrimination.
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