Employment Discrimination: The Role of Implicit Attitudes, Motivation, and a Climate for Racial Bias.

Abstract

This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modern racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist attitudes and motivation to control prejudice. Although the authors were unable to replicate the earlier interaction, they did illustrate that implicit racist attitudes interacted with a climate for racial bias to predict discrimination. Further, results partially illustrate that motivation to control prejudice moderates the relationship between explicit and implicit attitudes. Taken together, the findings illustrate the differences between implicit and explicit racial attitudes in predicting discriminatory behavior.

A social Bayesian brain: How social knowledge can shape visual perception

“…A simple categorization of others as similar to oneself or different (ingroup vs outgroup) can lead to ingroup favouritism and outgroup discrimination (Mullen, Brown, & Smith, 1992;Tajfel, 1982). In addition, stereotypes about, and negative associations with, a person's race or gender can determine whether they will be offered a job (Ziegert & Hanges, 2005), how much they get paid to do that job (Wood, Corcoran, & Courant, 1993), the quality of medical care they receive American than European faces (Hugenberg & Bodenhausen, 2003). This effect of race on 10 emotion perception does not just rely on a change in judgement or responses: the neural representation of the emotion is altered by the race of the face (Otten & Banaji, 2012).…”

“…A simple categorization of others as similar to oneself or different (ingroup vs outgroup) can lead to ingroup favouritism and outgroup discrimination (Mullen, Brown, & Smith, 1992;Tajfel, 1982). In addition, stereotypes about, and negative associations with, a person's race or gender can determine whether they will be offered a job (Ziegert & Hanges, 2005), how much they get paid to do that job (Wood, Corcoran, & Courant, 1993), the quality of medical care they receive (Krieger et al, 2010;Williams & Rucker, 2000), the harshness of sentencing (Bowers, Sandys, & Brewer, 2003), or simply how much distance other people will keep when they are waiting at the bus stop (Dotsch & Wigboldus, 2008). There is now ample evidence that stereotypes and (implicit) biases influence not just behavior, but also perceptual processes.…”

What moderates implicit—explicit consistency?

“…These findings suggest that adjustment to internal standards may be a stronger moderator than adjustment to external norms. Finally, Ziegert and Hanges (2005) employed only the external subscale and found it moderated the relationship between a race IAT and the attitudes towards blacks scale (Brigham, 1993), but not the more subtle modern racism scale (McConahay, 1986). This latter finding suggests that external motivation may be a significant moderator only for blatant explicit measures that clearly elicit social desirability concerns and not for explicit measures including more subtle but socially acceptable items.…”

A Positive Approach to Studying Diversity in Organizations

“…Research that has examined dominant group members' identities and attitudes, such as White racial identity salience, has often linked it to intolerance (Ziegert & Hanges, 2005) and motivations to maintain privilege (Unzueta, Lowery & Knowles, 2008;. In contrast, Flynn (2005) shows that for Whites the personality trait of "Openness to Experience" is positively associated with attitudes of racial tolerance.…”