What's in a Name? The Hidden Historical Ideologies Embedded in the Black and African American Racial Labels.

History can inconspicuously repeat itself through words and language. We explored the association between the "Black" and "African American" racial labels and the ideologies of the historical movements within which they gained prominence (Civil Rights and Black Power, respectively). Two content analyses and two preregistered experimental studies (N = 1,204 White American adults) show that the associations between "Black" and "bias and discrimination" and between "African American" and "civil rights and equality" are evident in images, op-eds, and perceptions of organizations. Google Images search results for "Black people" evoke more racially victimized imagery than search results for "African American people" (Study 1), and op-eds that use the Black label contain more bias and discrimination content than those that use the African American label (Study 2). Finally, White Americans infer the ideologies of organizations by the racial label within the organization's name (Studies 3 and 4). Consequently, these inferences guide the degree to which Whites support the organization financially.

Reexamining the Link Between Economic Downturns and Racial Antipathy: Evidence That Prejudice Against Blacks Rises During Recessions.

Scholars have long argued that economic downturns intensify racial discord. However, empirical support for this relationship has been mixed, with most recent studies finding no evidence that downturns provoke greater racial animosity. Yet most past research has focused on hate crimes, a particularly violent and relatively infrequent manifestation of racial antipathy. In this article, we reexamine the relationship between economic downturns and racial acrimony using more subtle indicators of racial animosity. We found that during economic downturns, Whites felt less warmly about Blacks (Studies 1 and 2), held more negative explicit and implicit attitudes about Blacks, were more likely to condone the use of stereotypes, and were more willing to regard inequality between groups as natural and acceptable (Study 2). Moreover, during downturns, Black musicians (Study 3) and Black politicians (Study 4) were less likely to secure a musical hit or win a congressional election.

Gendered races: implications for interracial marriage, leadership selection, and athletic participation.

Six studies explored the overlap between racial and gender stereotypes, and the consequences of this overlap for interracial dating, leadership selection, and athletic participation. Two initial studies captured the explicit and implicit gender content of racial stereotypes: Compared with the White stereotype, the Asian stereotype was more feminine, whereas the Black stereotype was more masculine. Study 3 found that heterosexual White men had a romantic preference for Asians over Blacks and that heterosexual White women had a romantic preference for Blacks over Asians; preferences for masculinity versus femininity mediated participants' attraction to Blacks relative to Asians. The pattern of romantic preferences observed in Study 3 was replicated in Study 4, an analysis of the data on interracial marriages from the 2000 U.S. Census. Study 5 showed that Blacks were more likely and Asians less likely than Whites to be selected for a masculine leadership position. In Study 6, an analysis of college athletics showed that Blacks were more heavily represented in more masculine sports, relative to Asians. These studies demonstrate that the gender content of racial stereotypes has important real-world consequences.

Measuring Racial Discrimination Remotely: A Contemporary Review of Unobtrusive Measures.

Social-science researchers have increasingly moved from conducting their studies in a face-to-face format to an online format. Although new and innovative remote platforms afford researchers generalizability and scale, many of these platforms also tend to solicit socially desirable responses. This pattern of socially desirable responding is evident in examinations of racial discrimination, in which participants are particularly determined to present themselves as ethical and moral. In the current article, we rectify the concern between remote platforms and inauthentic participant responses by reviewing unobtrusive measures of racial discrimination. First, we conceptualize unobtrusive measures as measurements that assess a participant's discriminatory action without the participant's knowledge that the specific discriminatory action is under observation. Next, we review the landscape of unobtrusive studies conducted within three broad categories-audit, helping, and friendly interaction-and discuss how these measures have changed over time. Finally, we discuss how to adapt classic face-to-face measures to remote platforms and provide recommendations for implementing unobtrusive measures into remote examinations of discrimination.

Composition and compensation: The moderating effect of individual and team performance on the relationship between Black team member representation and salary.

Despite considerable focus on how the demographic composition of a workplace (e.g., the representation of minorities, women) may adversely affect the salaries of all individuals within that workplace, few researchers have investigated the factors that may impede this deleterious effect. In two distinct samples of multiracial work teams and one experiment, we test the moderating factors that attenuate or exacerbate these demographic influences on the monetary assessments of individuals' worth. Specifically, we demonstrate that the proportion of Black coworkers on a team is more negatively related to individual compensation for poorer, rather than higher, performing individuals or teams. Experimentally, we show that when performance is lower (individual or team), having more Black coworkers on a work team is related to greater stigmatization and, consequently, lower salaries. No such indirect effect is present, however, when performance is higher. These studies demonstrate that, under poor performance, the pernicious effects of stigma may have a wider reach than previously believed. Theoretical and practical implications of this finding are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Black and blue: Exploring racial bias and law enforcement in the killings of unarmed black male civilians.

In late 2014, a series of highly publicized police killings of unarmed Black male civilians in the United States prompted large-scale social turmoil. In the current review, we dissect the psychological antecedents of these killings and explain how the nature of police work may attract officers with distinct characteristics that may make them especially well-primed for negative interactions with Black male civilians. We use media reports to contextualize the precipitating events of the social unrest as we ground our explanations in theory and empirical research from social psychology and industrial and organizational (I/O) psychology. To isolate some of the key mechanisms at play, we disentangle racial bias (e.g., stereotyping processes) from common characteristics of law enforcement agents (e.g., social dominance orientation), while also addressing the interaction between racial bias and policing. By separating the moving parts of the phenomenon, we provide a more fine-grained analysis of the factors that may have contributed to the killings. In doing so, we endeavor to more effectively identify and develop solutions to eradicate excessive use of force during interactions between "Black" (unarmed Black male civilians) and "Blue" (law enforcement).

Gender profiling: a gendered race perspective on person-position fit.

The current research integrates perspectives on gendered race and person-position fit to introduce the concept of a gender profile. We propose that both the "gender" of a person's biological sex and the "gender" of a person's race (Asians are perceived as feminine and Blacks as masculine) help comprise an individual's gender profile-the overall femininity or masculinity associated with their demographic characteristics. We also propose that occupational positions have gender profiles. Finally, we argue that the overall gender profile of one's demographics, rather than just one's biological sex, determines one's fit and hirability for feminine or masculine occupational roles. The current five studies establish the gender profiles of different races and sexes, and then demonstrate that individuals with feminine-typed and masculine-typed gender profiles are selected for feminine and masculine positions, respectively. These studies provide new insights on who gets ahead in different environments.