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Aversive Racism and Selection Decisions: 1989 and 1999
Abstract
The present study investigated differences over a 10-year period in whites' self-reported racial prejudice and their bias in selection decisions involving black and white candidates for employment. We examined the hypothesis, derived from the aversive-racism framework, that although overt expressions of prejudice may decline significantly across time, subtle manifestations of bias may persist. Consistent with this hypothesis, self-reported prejudice was lower in 1998–1999 than it was in 1988–1989, and at both time periods, white participants did not discriminate against black relative to white candidates when the candidates' qualifications were clearly strong or weak, but they did discriminate when the appropriate decision was more ambiguous. Theoretical and practical implications are considered.
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Research works printed but not linked: 14
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A question of belonging: Race, social fit, and achievement.
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The essence of innocence: Consequences of dehumanizing Black children.
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Racial microaggressions and the Asian American experience.
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Metadata
- Authors
- Dovidio, J. F., & Gaertner, S. L.
- Venue
- Psychological Science
- Publisher
- SAGE Publications
- Published
- 2000-07
- Volume
- 11
- Issue
- 4
- Pages
- 315-319
- ISSN
- 0956-7976 (ISSN-L)
- 1467-9280
- OpenAlex
- W2135436757
- Cited by
- 1,137
- References
- 0
- FWCI
- 32.15
- Type
- journal article
- Language
- en
- Open access
- closed
- Licence
- journals.sagepub.com/page/policies/text-and-data-mining-license (tdm)
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Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
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