Aversive Racism and Selection Decisions: 1989 and 1999

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 expre...

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Bibliographic Details
Published inPsychological science Vol. 11; no. 4; pp. 315 - 319
Main Authors Dovidio, John F., Gaertner, Samuel L.
Format Journal Article
LanguageEnglish
Published Los Angeles, CA Blackwell Publishing 01.07.2000
SAGE Publications
SAGE PUBLICATIONS, INC
Subjects
Adult
African Americans
African Americans - psychology
Ambivalence
Bias
Black people
Employment discrimination
European Continental Ancestry Group - psychology
Female
High school students
Humans
Male
Personnel Selection
Prejudice
Prejudices
Pretests
Racial discrimination
Racism
Recommendations
Social Change
Social Values
White people
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Summary: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.
Bibliography:ObjectType-Article-2
SourceType-Scholarly Journals-1
ObjectType-Feature-1
ObjectType-News-3
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ISSN:0956-7976
1467-9280
DOI:10.1111/1467-9280.00262