Prototypes of Discrimination: How Status Asymmetry and Stereotype Asymmetry Affect Judgments of Racial Discrimination

Simon, Stefanie; Kinias, Zoe; O’Brien, Laurie T.; Major, Brenda; Bivolaru, Eliza

doi:10.1080/01973533.2013.823620

Cited by 27 publications

(44 citation statements)

References 26 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…According to SIIT, stigmatized individuals use situational cues to assess identity threat potential in their environments (Major & O’Brien, 2005). One such cue is identity, with discrimination attributions increasing in intergroup, versus intragroup, contexts (Simon et al, 2013). However, past research has not examined how multiple identities shape discrimination attributions.…”

Section: Discussionmentioning

confidence: 99%

An Identity-Threat Perspective on Discrimination Attributions by Women of Color

Remedios

Reiff

Hinzman

2020

Social Psychological and Personality Science

View full text Add to dashboard Cite

The model of stigma-induced identity threat suggests that stigmatized individuals use situational cues (e.g., presence of an out-group member) to assess the identity threat potential of, or the risk of experiencing discrimination in, their environments. To date, however, this model has been tested in samples of participants with only one stigmatized identity. In three studies, we show that women of color attribute rejection to sexism more than racism when men are involved and to racism more than sexism when Whites are involved. Participants clearly attended to situational cues, despite predictions advanced in past research that women of color see all ambiguous situations in the same way: as involving primarily racism ( ethnic prominence) or as involving both racism and sexism ( double jeopardy). Study 3 further revealed that double-jeopardy-like attributions are more likely when rejections involve “double” out-group members, and single attributions are more likely when rejections involve “partial” out-group members.

show abstract

Section: Discussionmentioning

confidence: 99%

An Identity-Threat Perspective on Discrimination Attributions by Women of Color

Remedios

Reiff

Hinzman

2020

Social Psychological and Personality Science

View full text Add to dashboard Cite

show abstract

“…We further explored whether women would show the same sensitivity to the non‐egalitarian elements of tokenism as was found in Studies 1 and 2. On the one hand, it could be the case that women are sensitive to gender‐related tokenism because they are sensitive to discrimination against their own group in particular (as was found for Black people; Simon, Kinias, O'Brien, Major, & Bivolaru, ). On the other hand, women's sensitivity might extend to other groups, given their enduring experiences of disadvantage, particularly in the workplace.…”

Section: Studymentioning

confidence: 99%

Reactions to tokenism: The role of individual characteristics in shaping responses to token decisions

Anisman-Razin

Saguy

2016

Euro J Social Psych

View full text Add to dashboard Cite

When only a handful of members from a disadvantaged group occupy positions of power, they are considered tokens. Previous research suggests that observers tend to consider tokenism as an egalitarian practice. Given its ambiguous nature, we hypothesized that reactions to tokenism would be shaped by individuals' sensitivity to inequality. In Study 1, we showed that women (vs. men) and individuals low (vs. high) on social dominance orientation differentiated more between a token and an egalitarian decision in the context of gender‐related practices. Similar findings were observed in Study 2, which involved gender and feminist identification as independent variables. Additional support, particularly for the role of social dominance orientation, was found in Study 3, which involved an ethnic token. Together, results demonstrate the role of individuals' chronic sensitivity to inequality in shaping their reactions to token practices. Theoretical and practical implications regarding the effect of tokenism on individuals' evaluations and responses to inequality are discussed. Copyright © 2016 John Wiley & Sons, Ltd.

show abstract

“…According to Brown and Erskine (2009) only the documented discretionary actions are taken into consideration as law violation, this show that the indirect oral cues are out of accountability. (Simon, Kinias, O'Brien, Major, & Bivolaru, 2013) admitted that race composed the largest percentage of discrimination; stereotyping made the issue wider and deeper.…”

Section: Human Resources Diversity and Diversity Dimensionsmentioning

confidence: 99%

The Reality of Applying Human Resources Diversity Management and Its Impact on Workers’ (Performance, Cooperation, Commitment and Loyalty): A Field Study on the Jordanian Food Industry Companies

Bakir¹

2017

IBR

View full text Add to dashboard Cite

Globalization, political instability, poverty, forced immigration and many other factors created a state of diversity in the composition of the world population, and accordingly diversity transferred into organizations, causing a big and unavoidable challenge to business organizations. Diverse human resources can be a source of success if they are well managed strategically, and could be the opposite if they were ignored, and don't have the needed inclusiveness.This study aimed first to find out the degree to which the Jordanian food industry companies are engaged in Human Resources Diversity Management (DM) in terms of (equity and justice in applying human resources strategies), empowerment and religious freedom. And second to examine the influence of (DM) strategies on workers (performance, cooperation, commitment and loyalty), 150 of non-Jordanian workers at 5 companies operating at King Abdulla the second industrial city were surveyed, depending on the workers responses it was found that the 5 companies do engage in (DM) strategies, except for staffing which is restricted by the Jordanian Labor Law, the results of multiple regression showed that all DM strategies have an influence on workers performance.Empowerment has only an influence on workers cooperation, and religious freedom affects workers commitment and loyalty.The researcher recommended that more involvement in organizational activities, equity, justice and good treatment, will enhance workers cooperation, commitment and loyalty.

show abstract

Prototypes of Discrimination: How Status Asymmetry and Stereotype Asymmetry Affect Judgments of Racial Discrimination

Cited by 27 publications

References 26 publications

An Identity-Threat Perspective on Discrimination Attributions by Women of Color

An Identity-Threat Perspective on Discrimination Attributions by Women of Color

Reactions to tokenism: The role of individual characteristics in shaping responses to token decisions

The Reality of Applying Human Resources Diversity Management and Its Impact on Workers’ (Performance, Cooperation, Commitment and Loyalty): A Field Study on the Jordanian Food Industry Companies

Contact Info

Product

Resources

About