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"Prejudices"
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Dos Lados de Reclamar la Discriminación: Atribuciones al Prejuicio y Bienestar Social en las Personas Inmigrantes en España
Research on the consequences of making attributions to prejudice for the psychological functioning of minority groups is still scare and rather inconsistent. In this study we set out to examine the consequences of making attributions to prejudice in response to social rejection for social wellbeing among immigrants in Spain. We tested this relationship and the mediating effects with representative samples of 1250 foreign-born immigrants who had lived for at least six months in the Basque Country, having been born in Bolivia, Colombia, Morocco, Romania, or Sub-Saharan African countries. The sample was drawn from public records and obtained through a probability sampling procedure by ethnicity with stratification by age and sex. We conducted mediation analyses using structural equation modeling (SEM) to verify whether the perceived ethnic discrimination effect on the five dimensions of social wellbeing was partially or completely explained by the attributions to prejudice. Our results indeed partially revealed that making attributions to prejudice protect social wellbeing form negative consequences of personal discrimination only the dimension of social contribution. In turn, attributions to prejudice explained the negative relationship between perceived discrimination and social acceptance and social actualization: that is, these dimensions of social wellbeing that reflect social trust. We discuss the results integrating social identity, social stigma, and positive psychology framework, through inclusion of societal aspects of wellbeing for measuring immigrants’ adaptation in the host society.
Journal Article
Counterspeech encouraging users to adopt the perspective of minority groups reduces hate speech and its amplification on social media
Online intergroup hostility is a pervasive and troubling issue, yet experimental evidence on how to curb it remains scarce. This study examines counterspeech as a user-driven strategy to reduce hate speech. Drawing on theories that suggest adopting the perspective of minority groups can reduce prejudice, we randomized four counterspeech strategies across the senders of 2102 xenophobic Twitter messages. Compared to a passive control group, we find that the pooled effect of the three perspective-centered strategies—traditional perspective-taking, analogical perspective-taking, and perspective getting—increased the likelihood that the sender deleted their xenophobic message by +0.14 SD (
), decreased the number of likes the xenophobic message received by others (− 0.133 SD,
), but yielded a limited and not statistically significant estimate for the share of xenophobic messages the sender posted over the following four weeks (− 0.084 SD,
). Differences between the three perspective-centered strategies were generally small and not statistically significant, though analogical perspective-taking—encouraging senders to compare their own experiences of being attacked online with their discriminatory behavior toward outgroups—appears to have slightly larger effects across multiple outcomes. Disapproval messages without a perspective shift produced smaller and non-significant estimates. These findings advance our theoretical understanding of how counterspeech works and provide actionable insights for how users can contribute to reducing intergroup hostility and its amplification online—especially at a time when many platforms are scaling back content moderation.
Journal Article
Benign bigotry : the psychology of subtle prejudice
\"While overt prejudice is now much less prevalent than in decades past, subtle prejudice - prejudice that is inconspicuous, indirect, and often unconscious - continues to pervade. Laws do not protect against subtle prejudice and, because of its covert nature, it is difficult to observe and frequently goes undetected by both perpetrator and victim. Benign Bigotry uses a fresh, original format to examine subtle prejudice by addressing six commonly held cultural myths based on assumptions that appear harmless but actually foster discrimination: 'those people all look alike'; 'they must be guilty of something'; 'feminists are man-haters'; 'gays flaunt their sexuality'; 'I'm not a racist, I'm color-blind' and 'affirmative action is reverse racism'. Kristin J. Anderson skillfully relates each of these myths to real world events, emphasizes how errors in individual thinking can affect society at large, and suggests strategies for reducing prejudice in daily life\"--Provided by publisher.
BOOK
Evidence for effective interventions to reduce mental-health-related stigma and discrimination
Stigma and discrimination in relation to mental illnesses have been described as having worse consequences than the conditions themselves. Most medical literature in this area of research has been descriptive and has focused on attitudes towards people with mental illness rather than on interventions to reduce stigma. In this narrative Review, we summarise what is known globally from published systematic reviews and primary data on effective interventions intended to reduce mental-illness-related stigma or discrimination. The main findings emerging from this narrative overview are that: (1) at the population level there is a fairly consistent pattern of short-term benefits for positive attitude change, and some lesser evidence for knowledge improvement; (2) for people with mental illness, some group-level anti-stigma inventions show promise and merit further assessment; (3) for specific target groups, such as students, social-contact-based interventions usually achieve short-term (but less clearly long-term) attitudinal improvements, and less often produce knowledge gains; (4) this is a heterogeneous field of study with few strong study designs with large sample sizes; (5) research from low-income and middle-income countries is conspicuous by its relative absence; (6) caution needs to be exercised in not overgeneralising lessons from one target group to another; (7) there is a clear need for studies with longer-term follow-up to assess whether initial gains are sustained or attenuated, and whether booster doses of the intervention are needed to maintain progress; (8) few studies in any part of the world have focused on either the service user's perspective of stigma and discrimination or on the behaviour domain of behavioural change, either by people with or without mental illness in the complex processes of stigmatisation. We found that social contact is the most effective type of intervention to improve stigma-related knowledge and attitudes in the short term. However, the evidence for longer-term benefit of such social contact to reduce stigma is weak. In view of the magnitude of challenges that result from mental health stigma and discrimination, a concerted effort is needed to fund methodologically strong research that will provide robust evidence to support decisions on investment in interventions to reduce stigma.
Journal Article
Monitoring hiring discrimination through online recruitment platforms
Women (compared to men) and individuals from minority ethnic groups (compared to the majority group) face unfavourable labour market outcomes in many economies
1
,
2
, but the extent to which discrimination is responsible for these effects, and the channels through which they occur, remain unclear
3
,
4
. Although correspondence tests
5
—in which researchers send fictitious CVs that are identical except for the randomized minority trait to be tested (for example, names that are deemed to sound ‘Black’ versus those deemed to sound ‘white’)—are an increasingly popular method to quantify discrimination in hiring practices
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,
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, they can usually consider only a few applicant characteristics in select occupations at a particular point in time. To overcome these limitations, here we develop an approach to investigate hiring discrimination that combines tracking of the search behaviour of recruiters on employment websites and supervised machine learning to control for all relevant jobseeker characteristics that are visible to recruiters. We apply this methodology to the online recruitment platform of the Swiss public employment service and find that rates of contact by recruiters are 4–19% lower for individuals from immigrant and minority ethnic groups, depending on their country of origin, than for citizens from the majority group. Women experience a penalty of 7% in professions that are dominated by men, and the opposite pattern emerges for men in professions that are dominated by women. We find no evidence that recruiters spend less time evaluating the profiles of individuals from minority ethnic groups. Our methodology provides a widely applicable, non-intrusive and cost-efficient tool that researchers and policy-makers can use to continuously monitor hiring discrimination, to identify some of the drivers of discrimination and to inform approaches to counter it.
An analysis of the search behaviour of recruiters on a Swiss online recruitment platform shows that jobseekers from minority ethnic groups are less likely to be contacted by recruiters, and also provides evidence of gender-based discrimination.
Journal Article