Personal harm from the Covid-19 pandemic predicts advocacy for equality

Birnbaum, Hannah; Dittmann, Andrea; Stephens, Nicole M.; Reinhart, Ellen C.; Carey, Rebecca M.; Markus, Hazel Rose

doi:10.1016/j.jesp.2022.104400

Cited by 3 publications

(2 citation statements)

References 45 publications

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“…It remains to be seen how these collective experiences will translate into longer term cultural and psychological changes, some incidental and others intentional. For instance, people who experienced personal hardship during the early stages of the pandemic were more likely to advocate for equality 1 year later (Birnbaum et al, 2023).…”

Section: Seven Principles For Intentional Culture Changementioning

confidence: 99%

We built this culture (so we can change it): Seven principles for intentional culture change.

Hamedani,

Markus,

Hetey

et al. 2024

American Psychologist

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Calls for culture change abound. Headlines regularly feature calls to change the "broken" or "toxic" cultures of institutions and organizations, and people debate which norms and practices across society are now defunct. As people blame current societal problems on culture, the proposed fix is "culture change." But what is culture change? How does it work? Can it be effective? This article presents a novel social psychological framework for intentional culture change-actively and deliberately modifying the mutually reinforcing features of a culture. Synthesizing insights from research and application, it proposes an integrated, evidence-based perspective centered around seven core principles for intentional culture change: Principle 1: People are culturally shaped shapers, so they can be culture changers; Principle 2: Identifying, mapping, and evaluating the key levels of culture helps locate where to target change; Principle 3: Culture change happens in both top-down and bottom-up ways and is more effective when the levels are in alignment; Principle 4: Culture change can be easier when it leverages existing core values and harder when it challenges deep-seated defaults and biases; Principle 5: Culture change typically involves power struggles and identity threats; Principle 6: Cultures interact with one another and change can cause backlash, resistance, and clashes; and Principle 7: Timing and readiness matter. While these principles may be broadly used, here they are applied to the issue of social inequality in the United States. Even though culture change feels particularly daunting in this problem area, it can also be empowering-especially when people leverage evidence-based insights and tools to reimagine and rebuild their cultures. Public Significance StatementCalls for culture change abound. Headlines regularly feature calls to change the "broken" or "toxic" cultures of the police, the workplace, U.S. politics, and more, and norms and practices across society are hotly debated. The proposed fix is "culture change." But what is culture change? How does it work? And can it be effective? This article presents an emerging social psychological framework for intentional culture change, with a focus on behavioral change and addressing societal disparities in the United States.

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Section: Seven Principles For Intentional Culture Changementioning

confidence: 99%

We built this culture (so we can change it): Seven principles for intentional culture change.

Hamedani,

Markus,

Hetey

et al. 2024

American Psychologist

Self Cite

View full text Add to dashboard Cite

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“…In attempting to understand how the pandemic has affected wellbeing (and may continue to do so), it is important to consider risk factors. Indeed, the pandemic has perfectly highlighted the plethora of existing social inequalities that influence health and wellbeing [ 5 ], so much so that in the US, understanding of external sources of inequality has improved and advocacy efforts have grown [ 6 ]. Gender is a significant factor in this [ 7 , 8 ] and the “COVID Motherhood Penalty” is a term that has been coined to describe the negative impact on working mothers’ employment and finances as a result of the disproportionate childcare burden experienced during the pandemic [ 9 ].…”

Section: Introductionmentioning

confidence: 99%

COVID-19 and coping: Absence of previous mental health issues as a potential risk factor for poor wellbeing in females

Witcomb

White

Haycraft

et al. 2023

Dialogues in Health

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Neoliberalism and pandemics: A critical cultural psychological perspective

Jimenez,

Schmitt

2024

J. Soc. Polit. Psych.

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In this theoretical article, we analyze from a critical cultural psychological perspective why neoliberalism is ill-suited to handle crises such as the COVID-19 pandemic. In doing so, we describe a process whereby neoliberalism motivates individualism, which in turn contributes to precarity, inequality, depoliticization, and penality, each of which have exacerbated the severity of the COVID-19 pandemic. We conclude with a critique of how hegemonic practices in the field of psychological science are implicated in this process of neoliberal individualism and consider how the field might resist neoliberalism.

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Personal harm from the Covid-19 pandemic predicts advocacy for equality

Cited by 3 publications

References 45 publications

We built this culture (so we can change it): Seven principles for intentional culture change.

We built this culture (so we can change it): Seven principles for intentional culture change.

COVID-19 and coping: Absence of previous mental health issues as a potential risk factor for poor wellbeing in females

Neoliberalism and pandemics: A critical cultural psychological perspective

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