Beverley Shaw; Sexual Discrimination and the Equal Opportunities Commission: ought schools to eradicate sex stereotyping?, Journal of Philosophy of Education, V.

This paper explores the psychological phenomena of sex stereotypes and their consequences for the occurrence of sex discrimination in work settings. Differential conceptions of the attributes of women and men are shown to extend to women and men managers, and the lack of fit model is used to explain how stereotypes about women can detrimentally affect their career progress. Commonly-occurring organizational conditions which facilitate the use of stereotypes in personnel decision making are identified and, lastly, data are provided demonstrating (...) the way in which affirmative action programs and practices can act to promote the stereotyping of women suggesting, that rather than being a remedy for sex discrimination, such programs might in fact be another contributor to the problem. Conclusions focus on the importance of attending to the role sex stereotypes play in hindering women's career progress when procedures to combat sex discrimination in organizations are designed and implemented. (shrink)

Research on gender inequality has posited the importance of gender discrimination for women’s experiences at work. Previous studies have suggested that gender stereotyping and organizational factors may contribute to discrimination. Yet it is not well understood how these elements connect to foster gender discrimination in everyday workplaces. This work contributes to our understanding of these relationships by analyzing 219 discrimination narratives constructed from sex discrimination cases brought before the Ohio Civil Rights Commission. By looking (...) across a variety of actual work settings, the analysis sheds light on the cultural underpinnings and structural contexts in which discriminatory actions occur. The analyses reveal how gender stereotyping combines in predictable ways with sex composition of workplaces and organizational policies, often through interactional dynamics of discretionary policy usage, to result in discrimination. The findings suggest the importance of cultural, structural, and interactional influences on gender discrimination. (shrink)

Comment on Beeghly, Erin. 2021. “Stereotyping as Discrimination: Why Thoughts Can Be Discriminatory.” Social Epistemology 35 (6): 547–63. -/- Beeghly’s “Stereotyping as Discrimination” is—characteristically—clear, thorough, and persuasive, rich with incisive arguments and thought-provoking case studies. In defending the view that stereotyping often constitutes discrimination, she makes a powerful case that, “Living ethically means cultivating a certain kind of ‘inner’ life and avoiding pernicious habits of thought, no matter how culturally pervasive” (Beeghly 2021b, 13). Support (...) for such claims is traced back not just to Aristotle and the Ten Commandments (Beeghly 2021b, 10), but also to critical social traditions. “As feminists and theorists of race have long noted, the most intimate aspects of our selves, including our ways of thinking, agency, and modes of embodiment, are among the mechanisms of group oppression” (Beeghly 2021b, 13). I offer, first, a tiny friendly amendment to one brief passage, followed by invitations to explore some of the further potential implications of Beeghly’s central theses. (shrink)

This study provides a ‘pyramid of hate’ perspective on issues and challenges facing minority religious communities in social and political climates that bestow permission to hate. Previous research shows that adverse social stereotypes and biases, together with non-inclusive policies and practices at the level of the state, create an enabling environment that signals the legitimacy of public hostility towards a minority community. This paper argues that such climates of hate within and outside the workplace may be better understood by paying (...) attention to the multiple levels of hate, i.e., biased attitudes, biased actions, discrimination and violence. In its extreme form, such climate may lead to indiscriminate massacres and genocide. This contextual study draws on interviews with 76 Shia Muslim professionals and employees in Pakistan to provide a ‘pyramid of hate’ perspective on issues of bias, discrimination and violence facing them. The study unveils a range of experiences, from subtle bias and stereotyping to blatant harassment, discrimination and hostilities facing Shia professionals and employees in Pakistan. The study is unique as it integrates the notion of pyramid of hate into management and organization studies and advances this theory by examining issues of sect-based bias, discrimination and violence within one religion. (shrink)

In the last few years, we have witnessed a surge in scholarly interest and scientific evidence of how algorithms can produce discriminatory outcomes, especially with regard to gender and race. However, the analysis of fairness and bias in AI, important for the debate of AI for social good, has paid insufficient attention to the category of age and older people. Ageing populations have been largely neglected during the turn to digitality and AI. In this article, the concept of AI ageism (...) is presented to make a theoretical contribution to how the understanding of inclusion and exclusion within the field of AI can be expanded to include the category of age. AI ageism can be defined as practices and ideologies operating within the field of AI, which exclude, discriminate, or neglect the interests, experiences, and needs of older population and can be manifested in five interconnected forms: (1) age biases in algorithms and datasets (technical level), (2) age stereotypes, prejudices and ideologies of actors in AI (individual level), (3) invisibility of old age in discourses on AI (discourse level), (4) discriminatory effects of use of AI technology on different age groups (group level), (5) exclusion as users of AI technology, services and products (user level). Additionally, the paper provides empirical illustrations of the way ageism operates in these five forms. (shrink)

This paper addresses the gender pay gap among Italian university graduates on entry to the labor market, and stresses the potential for gender stereotypes to impact subjective assessment of individual productivity. We build upon previous research about gender and wage inequality, introducing tournament theory as a framework for the gender pay gap analysis. We hypothesize that the effects of gender make occupational tournaments less fair in some arenas compared with others. As a consequence, men workers have higher probabilities of winning (...) the wage competition, but this process is uneven. Our data show that in contexts where stereotypes are most likely to occur, tournaments appear to be less fair and the unexplained component of the gender pay gap is higher. (shrink)

How do cognition and affect interact to produce action? Research in intergroup psychology illuminates this question by investigating the relationship between stereotypes and prejudices about social groups. Yet it is now clear that many social attitudes are implicit. This raises the question: how does the distinction between cognition and affect apply to implicit mental states? An influential view—roughly analogous to a Humean theory of action—is that “implicit stereotypes” and “implicit prejudices” constitute two separate constructs, reflecting different mental processes and neural (...) systems. On this basis, some have also argued that interventions to reduce discrimination should combat implicit stereotypes and prejudices separately. We propose an alternative framework. We argue that all putative implicit stereotypes are affect-laden and all putative implicit prejudices are “semantic,” that is, they stand in co-activating associations with concepts and beliefs. Implicit biases, therefore, consist in “clusters” of semantic-affective associations, which differ in degree, rather than kind. This framework captures the psychological structure of implicit bias, promises to improve the power of indirect measures to predict behavior, and points toward the design of more effective interventions to combat discrimination. (shrink)

Refugee migration leads to increased diversity in host societies and refugees have to face many stereotyped attitudes in the host society. However, there has been little research on minority group stereotypes toward host society members and how these stereotypes relate to the acculturation-relevant attitudes of refugees in their first phase of acculturation. This study surveyed 783 refugees in Germany who had migrated mostly in the so-called “refugee crisis” between 2015 and 2016. At the time of the survey in 2018, they (...) had been in Germany for an average of 27 months. These refugees reported their positive and negative sociability stereotypes toward German host society members, acculturation-related orientations, shared reality values, and perceived discrimination. Results showed that positive sociability stereotypes toward host society members were associated with increased cultural adoption and shared reality. In contrast, negative sociability stereotypes negatively affected cultural adoption and shared reality. However, stereotypes showed no association at all with cultural maintenance. Interactions between sociability stereotypes and discrimination experiences highlighted a disillusion effect, in the sense that discrimination reduced the motivation to adopt the host culture more strongly among refugees who held strongly positive sociability stereotypes. The study extends knowledge on the significance of minority group stereotypes in the context of refugee migration and reveals the maladaptive consequences of discriminatory behavior against refugees by host society members. (shrink)

Age attitudes and age stereotypes in the workplace can lead to discrimination and impaired productivity. Previous studies have predominantly assessed age stereotypes with explicit measures. However, sole explicit measurement is insufficient because of social desirability and potential inaccessibility of stereotypical age evaluations to introspection. We aimed to advance the implicit and explicit assessment of work-related evaluations of age groups and age stereotypes and report data collected in three samples: students (n = 50), older adults (n = 53), and workers (...) (n = 93). Evaluative age attitudes were measured implicitly with an Implicit Association Test. Regardless of group, age, and condition (neutral or semantically biased stimuli), the results confirm a stable, moderate implicitly measurable preference for younger over older workers. Whereas explicit measures of general age preferences showed no clear age preference, differentiated explicit measures of work-related age stereotypes also revealed stable preferences in all three samples: Younger workers were rated higher on performance and adaptability and older workers were rated higher on competence, reliability, and warmth. The explicit-implicit correlations were relatively low. Although explicit work-related age stereotypes are differentiated, the stable implicitly measured age bias raises concern. We suggest to apply implicit and explicit measures in the field of ageism in the workplace. (shrink)

In this paper I argue that certain ways in which the relationship among discrimination, emotions and health is presented can undermine equity. I identify a model of this relationship the discrimination-emotion-health model - and claim that while the model is important for understanding the detrimental impact that discrimination and oppression can have on emotions and health, certain implications of the model are troubling. I identify six critiques of the model, and show that equity could be undermined, for (...) example, when stereotypes of the oppressed are reinforced and the experiences of the privileged are normalized. I then assess the implications of my analysis of the model and its critique for a framework of health equity, demonstrating what such a framework would need to look like in order for it to best represent discrimination as a psychosocial determinant of health. (shrink)

Social categorizations regarding gender or age have proven to be relevant in human-robot interaction. Their stereotypical application in the development and implementation of robotics in eldercare is even discussed as a strategy to enhance the acceptance, well-being, and quality of life of older people. This raises serious ethical concerns, e.g., regarding autonomy of and discrimination against users. In this paper, we examine how relevant professional stakeholders perceive and evaluate the use of social categorizations and stereotypes regarding gender and age (...) in robotics for eldercare. Based on 16 semi-structured interviews with representatives from technology development, industry, and nursing science as well as practice, we explore the subjects’ awareness, evaluations, and lines of argument regarding the corresponding moral challenges. Six different approaches of dealing with categorizations and stereotypes regarding gender and age in care robotics for older people are identified: negation, functionalistic relativization, explanation, neutralization, stereotyping, and queering. We discuss the ethical implications of these approaches with regard to professional responsibility and draw conclusions for responsible age tech in pluralistic societies. (shrink)

Gender differences in dishonesty and mistrust have been reported across cultures and linked to stereotypes about females being more trustworthy and trusting. Here we focus on fundamental issues of trust-based communication that may be affected by gender: the decisions whether to honestly deliver private information and whether to trust that this delivered information is honest. Using laboratory experiments that model trust-based strategic communication and response, we examined the relationship between gender, gender stereotypes, and gender discriminative lies and challenges. Drawing from (...) a student sample, we presented males and females with incentivized stereotype elicitation tasks that reveal their expectations of lies and challenges from each gender, followed by a series of strategic communication interactions within and between genders. Before interacting, both genders stereotyped females as more trustworthy and more trusting than males, in accord with cross-cultural gender differences. In best response to these stereotypes, both genders discriminately accepted or challenged messages based on the sender’s gender. However, we find no differences between males’ and females’ overall rates of lies and challenges. After learning the results of their strategic interactions, males and females revised their stereotypes about lies and challenges expected of each gender; these stereotype revisions resulted in greater predictive accuracy and less disparate gender discrimination. This suggests an important facultative feature of human trust-based communication and gender stereotyping: while the delivery and trust of private information is informed by gender stereotypes, these stereotypes are recalibrated with experience. (shrink)

Projecting essence onto a social category means to think, talk, and act as if the category were a discrete natural kind and as if its members were all endowed with the same immutable attributes determined by the category's essence. Essentializing may happen implicitly or on purpose in representing ingroups and outgroups. We argue that essentializing is a versatile representational tool that is used to create identity in groups with chosen membership in order to make the group appear as a unitary (...) entity, that outsiders often draw on a group's essentialist self-construal in their judgements about the groups, that judgements about members of forced social categories are often informed by essentialist thinking that easily switches to discrimination and racism, and that under certain historical and political conditions members of social categories and groups may contest their essentialized identity, such as parts of the feminist movement, or that they may attempt to reconstruct an essentialized identity, such as parts of the homosexual movement or the largely defunct European nobility. Besides explicit political and power interests, we see communication processes and language use as a tacit force driving essentialization of social categories. (shrink)

In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management (HRM), (...) I will argue that the well known tools of legislation and ethical codes are necessary although insufficient to cope with the problem. However, based on empirical evidence, we know which set of measures is likely to diminish discrimination. Taking non-discrimination seriously implies complex and longitudinal policies which include assigning responsibility for a non-discrimination policy within the firm, making managers conscious of implicit stereotypes and helping them to cope with prejudices that no one can totally overcome. Insofar as corporate responsibility with respect to non-discrimination is accepted and strategies that are not prohibitively expensive are known, companies are bound to implement them. Not implementing the best set of measures may be considered at least as a moral shortcoming or, depending on the size of the company, mere lip service to the non-discrimination principle. Although the paper refers to empirical material of diverse backgrounds, its intent is clearly normative. It wishes to spell out what companies ought to do if they are committed to responsible behaviour. The discussion of effective remedies against discrimination is based on a case study of a French company. The retailer Auchan was recently surprised to learn that it was discriminating against ethnic minorities despite strong ethical standards, an ethics committee and ethical leadership. The company dropped its naïve beliefs and set up an ambitious policy cope with the issue. The case illustrates what recent empirical research has revealed about the effectiveness of diversity policies: establishing responsibility for diversity results, firm ethical commitment and support from top management make diversity programs effective. (shrink)

In this essay, we examine one of our perennial favorites, the story of “The Sneetches” (the first of four stories in Seuss 1961) as an exposition and condemnation of the role of shame and humiliation in maintaining oppressive social systems. We argue that Seuss’s Sneetches vividly demonstrate how we contribute to the unjustified oppression of a disadvantaged group when we allow our shaming behaviors to be guided by stereotypical presumptions about aperson’s moral character based on non-voluntary personal characteristics, rather than (...) by evaluations of character based on the evidence of voluntary behavior. (shrink)

In this essay, we examine one of our perennial favorites, the story of “The Sneetches” as an exposition and condemnation of the role of shame and humiliation in maintaining oppressive social systems. We argue that Seuss’s Sneetches vividly demonstrate how we contribute to the unjustified oppression of a disadvantaged group when we allow our shaming behaviors to be guided by stereotypical presumptions about aperson’s moral character based on non-voluntary personal characteristics, rather than by evaluations of character based on the evidence (...) of voluntary behavior. (shrink)

Ethical decisions are contextualized in the dialectic of a multidimensional system, including situation, setting, culture, and generation. There may be further gaps between the ethical considerations of professionals and folk values. The experience of promoting equal opportunities in Hong Kong illustrates some of these challenges. Whereas the rule of law under a Western legal system advocates human rights, the traditional emphasis on harmony and preference for balancing in conflict resolution underlie the gaps in the interpretation of these ideals. The case (...) of the Hong Kong secondary school places allocation system highlights the conflicting perspectives of law, gender stereotypes, psychological knowledge, as well as ethical principles of justice and fairness in promoting equal opportunities in educational assessment and placement. The cultural perspective highlighted in this case illustrates the complex contexts of ethical decisions. (shrink)

Based on a major research project funded by the European Commission,_ Populism, Media and Education_ studies how discriminatory stereotypes are built online with a particular focus on right-wing populism. Globalization and migration have led to a new era of populism and racism in Western countries, rekindling traditional forms of discrimination through innovative means. New media platforms are being seen by populist organizations as a method to promote hate speech and unprecedented forms of proselytism. Race, gender, disability and sexual orientation (...) are all being used to discriminate and young people are the preferred target for populist organizations and movements. This book examines how media education can help to deconstruct such hate speech and promote young people’s full participation in media-saturated societies. Drawing on rich examples from Austria, Belgium, Bulgaria, France, Italy, Slovenia, and the UK - countries characterized by different political and cultural contexts – _Populism, Media and Education_ addresses key questions about the meaning of new populism, the nature of e-engagement, and the role of education and citizenship in the digital century. With its international and interdisciplinary approach, this book is essential reading for academics and students in the areas of education, media studies, sociology, cultural studies, political sciences, discrimination and gender studies. (shrink)

Pregnancy-based employment discrimination has long been a topic of interest for gender inequality scholars and civil rights agencies. Prior work suggests that employer stereotypes and financial interests leave pregnant women vulnerable to being fired. We still know little, however, about women’s interpretations of their terminations and how employers justify such decisions in the face of arguably protective laws. This article provides much needed, in-depth analyses of such dynamics and a relational account of pregnancy-based employment discrimination claims. Elaborating on (...) theoretical expositions of power and research surrounding the patriarchal character of organizational life, we draw on unique quantitative and qualitative data from verified cases of pregnancy-based firing discrimination. Our analyses reveal a two-pronged legitimation process where employers symbolically vilified pregnant workers while simultaneously amplifying ostensibly meritocratic organizational procedures and concerns. Pregnancy discrimination plaintiffs attempted to counter employer arguments. Yet, their limited power within the organizational hierarchy along with the culturally resonant nature of employer logics—logics that seem gender-neutral but that reify gendered assumptions and prioritize business profit—place pregnant women at a considerable disadvantage. Without attending to such cultural and structural power imbalances and the relational processes that undergird them, pregnancy discrimination will remain a significant problem. (shrink)

In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management, I (...) will argue that the well known tools of legislation and ethical codes are necessary although insufficient to cope with the problem. However, based on empirical evidence, we know which set of measures is likely to diminish discrimination. Taking non-discrimination seriously implies complex and longitudinal policies which include assigning responsibility for a non-discrimination policy within the firm, making managers conscious of implicit stereotypes and helping them to cope with prejudices that no one can totally overcome. Insofar as corporate responsibility with respect to non-discrimination is accepted and strategies that are not prohibitively expensive are known, companies are bound to implement them. Not implementing the best set of measures may be considered at least as a moral shortcoming or, depending on the size of the company, mere lip service to the non-discrimination principle. Although the paper refers to empirical material of diverse backgrounds, its intent is clearly normative. It wishes to spell out what companies ought to do if they are committed to responsible behaviour. The discussion of effective remedies against discrimination is based on a case study of a French company. The retailer Auchan was recently surprised to learn that it was discriminating against ethnic minorities despite strong ethical standards, an ethics committee and ethical leadership. The company dropped its naïve beliefs and set up an ambitious policy cope with the issue. The case illustrates what recent empirical research has revealed about the effectiveness of diversity policies: establishing responsibility for diversity results, firm ethical commitment and support from top management make diversity programs effective. (shrink)

We comment on Cesario's assertion that social psychological intergroup research focuses solely on stereotypes, neglecting actual differences between groups to explain group disparities. This reasoning, however, misses yet another explaining force: In addition to stereotypes, ample laboratory and field research documents relationships between group disparities, discrimination, and prejudice, which cannot be explained by people's accurate judgments of real-world group differences.

Unjustifiable assumptions about sex and gender roles, the untamable potency of maleness, and gynophobic notions about women's bodies inform and influence a broad range of policy-making institutions in this society. In December 2004, the U.S. Court of Appeals for the Sixth Circuit continued this ignoble cultural pastime when they decided Everson v. Michigan Department of Corrections. In this decision, the Everson Court accepted the Michigan Department of Correction's claim that “the very manhood” of male prison guards both threatens the safety (...) of female inmates and violates the women's “special sense of privacy in their genitals” and declared that sex-specific employment policies for prison guards is not impermissibly discriminatory. I believe that the Court's decision relies on unacceptable stereotypes about sex, gender and sexuality and it significantly undermines Title VII's power to end discriminatory employment practices. (shrink)

In this paper I consider the role of freedom in the justification of prohibitions on discrimination. As a case study, I focus mainly on U.S. constitutional and employment law and, in particular, restrictions on sex-stereotyping. I present a new argument that freedom can play at least some important role in justifying these restrictions. Not just any freedom, I claim: the Millian freedom to challenge existing stereotypes and contribute to social change. This ‘social change account’, I argue, can be (...) a useful supplement to the existing theories where their explanations run out. It also draws support from familiar liberal justifications for speech and other liberties, and provides an attractive role for the courts. (shrink)

Adrian Piper provides an excellent way of thinking about both what motivates discrimination and the relationship between stereotyping and discrimination. Piper elucidates two kinds of political discrimination, namely first- and higher-order political discrimination. The relationship between discrimination and stereotyping can be captured by a form that I call “discrimination from descriptive stereotyping.” Here, stereotypical properties are taken to be possessed by and principally define individuals because of groups to which they belong; (...) they are descriptive properties explain what group-members must be like. Discrimination results from and is thought to be justified by the perception that group-members must unfailingly possess certain negatively valued attributes because they belong to targeted groups. In this article I add a form of discrimination as related to stereotyping that has been rather overlooked, call it “discrimination from normative stereotyping.” Here, stereotypes prescribe criteria for what legitimate members of some group are like, and thus which attributes group-members ought to possess. Discrimination results from a failure of group-members to possess these stereotypical attributes. And thus negative evaluations that lead to discrimination are not made insofar as persons are thought to possess some negatively valued attribute. Herein I take discrimination from normative stereotyping to explain the use of particular slurs, namely race-traitor terms such as “Uncle Tom” and “Nigger Lover.” Targets of these slurs are discriminated against in some sense because they are perceived as failing to be legitimate group-members. (shrink)

Stereotypes are commonly alleged to be false or inaccurate views of groups. For shorthand, I call this the falsity hypothesis. The falsity hypothesis is widespread and is often one of the first reasons people cite when they explain why we shouldn’t use stereotypic views in cognition, reasoning, or speech. In this essay, I argue against the falsity hypothesis on both empirical and ameliorative grounds. In its place, I sketch a more promising view of stereotypes—which avoids the falsity hypothesis—that joins my (...) earlier work on stereotypes in individual psychology with the work of Patricia Hill Collins on cultural stereotypes. According to this two-part hybrid theory, stereotypes are controlling images or ideas that enjoy both a psychological and cultural existence, which serve a regulative social function. (shrink)

This article is about the rights of the Roma in North Macedonia and the level of discrimination that Roma are facing while employed in the public sector in the Republic of North Macedonia. The aims and objectives of the article are theoretical and practical understanding of the situation of Roma and the violation of their rights through direct and indirect discrimination at work. The data was collected during the period from May-July 2019 via 52 collected questionaries from a (...) total of 70 public servants who were asked to be a part of the research. The article shows new data we have collected from employed Roma as public servants in different institutions in the state. The surveyed public servants were 52 in total, from which 34 are employees with secondary education, 17 are with university education and only 1 has a masters degree. The questionnaire is composed out of 17 questions about the forms of discrimination, feeling or witnesing discrimination at their workplace, who caused the discrimination, witnessing the spread of prejudices and stereotypes about the Roma, rejection of colleagues to share an office with Roma, and who caused the discrimination. One of the results shows that 55% of the surveyed Roma did not have a single training from their employer in the last 12 months and that 69% of those surveyed stated that they felt discrimination in the last 12 months on everyday basis. (shrink)

This chapter contains sections titled: Introduction Respect and Valuing Persons Lookism Discrimination and Stereotyping The Self, Stereotyping and Lookism Lookism, Common Schools and Educating for Respect Conclusion References.

Negative gender-role stereotypes continue to pervade the careers of many women. The current study examines the careers of female National Health Service (NHS) nurses in the United Kingdom. The study identifies organizational mindsets which militate against women's career advancement. These mindsets form the basis of the "ethic of discrimination" which both maintains and perpetuates unequal outcomes for women in NHS nursing. We examine the implications for management in promoting non-discriminatory decision making, and the barriers that are faced in overcoming (...) the "ethic of discrimination". (shrink)

1,857 adults rated the grandparental solicitude they received in childhood. Through a simple model based on the evolutionary concepts of ontogenetically differentiated reproductive strategy and paternity confidence, an ordered discriminative pattern of grandparental caregiving was predicted and confirmed by solid main effects, based on 603 complete cases. The maternal grandmother was the most caring. Unlike prevalent gender stereotypes, she was followed by the maternal grandfather, the paternal grandmother, and the paternal grandfather. The preferential grandparental solicitude was not influenced by residential (...) distance, grandparent age, and availability of other grandparents. A predicted higher correlation for male than for female progenitors between solicitude and phenotypic resemblance could be confirmed. (shrink)

Background Implicit biases are present in the general population and among professionals in various domains, where they can lead to discrimination. Many interventions are used to reduce implicit bias. However, uncertainties remain as to their effectiveness. -/- Methods We conducted a systematic review by searching ERIC, PUBMED and PSYCHINFO for peer-reviewed studies conducted on adults between May 2005 and April 2015, testing interventions designed to reduce implicit bias, with results measured using the Implicit Association Test (IAT) or sufficiently similar (...) methods. -/- Results 30 articles were identified as eligible. Some techniques, such as engaging with others’ perspective, appear unfruitful, at least in short term implicit bias reduction, while other techniques, such as exposure to counterstereotypical exemplars, are more promising. Robust data is lacking for many of these interventions. -/- Conclusions Caution is thus advised when it comes to programs aiming at reducing biases. This does not weaken the case for implementing widespread structural and institutional changes that are multiply justified. (shrink)

African American adolescents have become more active users of digital media, which may increasingly expose them to direct online discrimination based on their racial and gender identities. Despite well-documented impacts of offline discrimination, our understanding of if and how direct online discrimination affects African American adolescents similarly remains limited. Guided by intersectional and ecological frameworks, we examined the association between direct online discrimination and internalized computing stereotypes in African American adolescents. Further, we explored the moderating effects (...) of systemic and individual factors – vicarious online discrimination, parental technological attitudes, and racial identity centrality – on this association by adolescent gender. Utilizing data from 1041 African American parent-adolescent dyads, we found a positive association between adolescents’ direct online discrimination and internalized computing stereotypes. Surprisingly, greater vicarious online discrimination mitigated this association for both male and female adolescents. Further, parental technological attitudes and racial identity centrality mitigated this association only for female but not male adolescents. Our findings highlight the importance of understanding the impact of media on adolescents’ online experiences from intersectional and systemic perspectives. We discuss the implications for prospective research and educational programs focused on African American adolescents’ digital media use and online experiences. (shrink)

Discrimination is typically understood to be a comparative phenomenon: S is discriminated against on the basis of trait T if she would not have been treated in the same way if she did not possess T. But the comparative test for discrimination may hide from view some important cases: associational discrimination and stereotype policing. These cases show more clearly what is true of discrimination in general: that it involves a vicarious wrong, that is, an action which (...) wrongs someone other than the primary object of disregard. This suggests why philosophers disagree whether discrimination is wrong because it causes harm or because it expresses disrespect. Paradigmatic cases of discrimination involve both harm and disrespect, but direct the harm and the disrespect towards different targets by treating the harmed individual as a mere representative of the targeted group. Discrimination is dehumanizing, and morally distinctive, precisely because of this fact. (shrink)

How, if at all, do the findings of social psychology impact upon philosophical analyses of discrimination? In this chapter, I outline key findings from three research programs from psychology – concerning in-group/out-group favoritism; implicit bias; and stereotype threat. I argue that each set of findings presents challenges to how philosophical analyses of group discrimination are formulated, and propose possible revisions to be explored in future work.

Purpose. The purpose of this paper is to investigate the anthropological and socio-philosophical dimensions of human existence of the older age group given the challenges of pandemic threats caused by COVID-19. To this end, it is planned to solve a number of tasks, among which one should distinguish the following: 1) to investigate the manifestations of age discrimination in the context of the social and labor areas of human existence; 2) to focus on the asymmetry of the behavior of (...) society and the state relative to persons of the older age group in the field of healthcare in the context of a pandemic crisis; 3) to represent the anthropological features of changes in the socialization and activity of older people under the current conditions of globalization-pandemic challenges. Theoretical basis. Despite such a broad representation of the age-related issue in public relations, there are still no practical guarantees that would apply to discriminatory aspects of older age groups in various areas of their manifestation. The synergistic evolution of social reality requires substantive analysis of the issue under the current conditions for the transformation of social life, which is affected by globalization crises caused by the pandemic threats of COVID-19. Originality. The stereotypical assumptions underlying legal policy and established social relations are based solely on the application of chronological age. The novelty is in justifying an individual approach to the elderly through the personification of the personal characteristics of a person. The study of anthropological and socio-philosophical dimensions of the existence of a person of the older age group in the face of the challenges of pandemic threats caused by COVID-19 has made it possible to analyze the destructive nature of age discrimination in the context of the social and labor areas of human existence. As well as focus on the asymmetry of the behavior of society and the state in relation to these persons in the field of health care, and emphasize the anthropological features of changes in the socialization and human activity under the current conditions of globalization-pandemic challenges. Conclusions. External threats to human existence call for special attention to the implementation and protection of human rights, freedoms, individual freedoms, and identity. Pandemic threats have transformed all dimensions of human existence, especially for those groups of society that are less socially protected. The pandemic crisis has created additional grounds for discrimination against older people in various areas of human existence. Equalization of persons by age without personifying the personal characteristics of an individual is discrimination on an age basis, which violates the principles of democracy and humanism in the society, leads to stigmatization of the person, is the cause of the anthropological crisis of a person. (shrink)

Against the background of a deeply uneven package of work–family reconciliation measures and an increasing focus on engaging men in unpaid care work, in this article I discuss the extension of the Irish discrimination law framework to provide protection against family status discrimination to workers who are engaged in certain care relationships. While this development of the law to recognize a relational understanding of inequality is welcome, its confined definition of family status fails to capture the range of (...) workers’ caring relationships and networks. Adopting a contextualized assessment of 12 years of litigation generated under the ‘family status’ ground, with reference to complainants’ gender and work status, the study considers the types of experiences being litigated as ‘family status’ discrimination. The study show how much of the nature and forms of inequality presented before the tribunals are beyond the conceptual boundaries of the principle of equal treatment that depends upon a sameness of treatment model with the ‘care-less’ comparator. Despite its potential to question the neutrality of workplace structures predicated upon the division between paid work and unpaid care, the principle of indirect family status discrimination has been under utilised as a litigation strategy. The most successful dimension of family status discrimination protection has been in respect of its ability to capture the negative stereotyping of worker–carers who continue to perform as ideal workers. I suggest that this extension of a limited negative rights framework, when considered alongside the state’s extremely poor support for workcare reconciliation more broadly, places negligible obligations on employers, and that the gender neutrality implicit in its provisions have yet to impact on gender equality as regards work–care reconciliation. (shrink)

Sometimes, a form of discrimination is hard to register, understand, and articulate. A rich precedent demonstrates how victim testimonies have been key in uncovering such “hidden” forms of discrimination, from sexual harassment to microaggressions. I reflect on how this plausibly goes too for “attentional discrimination”, referring to cases where the more meaningful attributes of one social group are made salient in attention in contrast to the less meaningful attributes of another. Victim testimonies understandably dominate the “context-of-discovery” stage (...) of research into these initially opaque forms of discrimination; a victim’s encounter with the gap between their experience and dominant conceptual frameworks for understanding it is what provides an initial foothold for analysis to begin. Some object, however, to this methodology continuing to dominate the later “context-of-justification” stage, where the hypothesis is rigorously challenged. I argue that this objection underestimates not just how other methodologies are more likely to inherit the various mechanisms of invisibility hiding the discrimination in question, but also how victim testimonies are distinctively well-suited to recognize and challenge those mechanisms. Victim testimonies, then, ought to continue playing a dominant role into these later stages of research regarding hidden forms of discrimination. (shrink)

This paper revisits the issue of gender stereotypes in sales professions given new views of what makes for effective sales performance and sales management. Women's continued disadvantaged position in the sales profession is documented, and the role of gender role stereotypes in sustaining this situation in the profession is examined. The paper then turns to the newly emerging, ostensibly "pro-female", view of sales. This emphasises the importance of building and sustaining relationships – qualities that women have traditionally been stereotyped as (...) "good" at. Despite the positive emphasis accorded to women's skills in this new sales landscape, the ethical problems which arise from constructing this debate around the issue of gender are explored. In particular, the extent to which the view of women as "good at relationships" constitutes a stereotype is examined, and the value of this stereotype for redressing women's disadvantaged position from the perspectives of justice and utility is set out. In the final part of the paper we look at potential avenues for future theory and research which may help bring into focus a new view of gender role stereotypes in sales. (shrink)

Social interaction is laden with stereotypes. Throughout history negative stereotypes have been immensely harmful, leading to hatred, vilification, and direct harm such as discrimination, and they continue to be so in almost all societies. It is widely accepted that we ought not to view members of other groups negatively in stereotypical ways, and also ought not to apply negative stereotypes to members of our own group (or even to ourselves). However, is there any special moral obligation on the targets (...) of such negative stereotypes to take care not to confirm them? May one even be blameworthy for not doing so? The very thought seems outrageous. Yet I will argue that it is plausible to think that, in fact, the victims, too, have pro tanto obligations to prevent stereotype confirmation (henceforth sc), in many central contexts. I am not aware of any sustained philosophical discussion making this claim. (shrink)

An essential overview of the science behind stereotypes: from why our brains form them to how recognizing them can help us be less biased.From the time we're babies, our brains constantly sort and label the world around us --- a skill that's crucial for our survival. But, as adolescents are all too aware, there's a tremendous downside: when we do this to groups of people it can cause great harm. Here's a comprehensive introduction to the science behind stereotypes that will (...) help young people make sense of why we classify people, and how we can change our thinking. It covers the history of identifying stereotypes, secret biases in our brains, and how stereotypes affect our sense of self. Most importantly, it covers current research into how science can help us overcome our biases, offering hope for a future where stereotypes are less prevalent and the world is more fair for everyone.Written by award-winning author Tanya Lloyd Kyi, this timely and hopeful book addresses the issues of discrimination, racism, sexism, ableism and homophobia and offers concrete suggestions on how to make change. It uses scientific inquiry and loads of relatable and interesting examples to explore these uncomfortable topics in age-appropriate and engaging ways. Chapters, sidebars and colorful illustrations break the text into manageable chunks. Besides the many ways this book could be used to inspire frank and in-depth discussions on the importance of addressing stereotypes and bias, it also links to many science and social studies curriculum topics. Backmatter includes an extensive list of sources, suggestions for further reading and an index. (shrink)

Due to its wide-ranging reservations and lack of effective enforcement mechanisms the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) has failed to dismantle widespread and systemic discrimination. The present paper proposes a broad, theoretical, preventive and relational approach to creating and enhancing the effectiveness of novel interventions to accelerate gender equality. We describe the main elements of affective empathy (i.e. intersubjectivity, multisensory engagement and empathic embodiment) and identify potential interventions that build on those (...) elements to advance gender equality. We ultimately argue that increased empathy towards women, transwomen and girls is required to disrupt the beliefs and behaviours that lead to discrimination, and that these changes must be enacted alongside legislative reforms and community education that construct equality environments. Our affective empathy framework could have the capacity to operationalise the normative fight against gender stereotypes and inequality in line with article 5(a) of CEDAW. (shrink)

A number of philosophers attribute the underrepresentation of women in philosophy largely to bias against women or some kind of wrongful discrimination. They cite six sources of evidence to support their contention: (1) gender disparities that increase along the path from undergraduate student to full time faculty member; (2) anecdotal accounts of discrimination in philosophy; (3) research on gender bias in the evaluation of manuscripts, grants, and curricula vitae in other academic disciplines; (4) psychological research on implicit bias; (...) (5) psychological research on stereotype threat; and (6) the relatively small number of articles written from a feminist perspective in leading philosophy journals. In each case, we find that proponents of the discrimination hypothesis have tended to present evidence selectively. Occasionally they have even presented as evidence what appears to be something more dubious. (shrink)

In “Stereotyping as Discrimination: Why Thoughts Can Be Discriminatory,” I propose that stereotyping someone—even if you manage to keep your thoughts hidden and don’t act on them—can constitute a form of discrimination (2021b). What, Alex Madva asks, are the practical implications of this claim? Even if I am correct that stereotyping constitutes a form of discriminatory treatment, it’s still possible that people should keep on speaking and acting as if “discrimination” refers exclusively to behaviors (...) and policies. He invites me to explore the “potential payoffs and perils” of referring to thoughts and perceptions as discriminatory, especially as they relate to legal practice and social-scientific inquiry (2021, 46). (shrink)

Tricycles are one of the most popular, most accessible, and least expensive forms of public transit in the Philippines. In addition to being common modes of transportation, motorcycles, and tricycles also contribute significantly to the livelihoods of millions of Filipinos who rely on them for a living. Hence, this study explores the lived experiences and challenges faced by female tricycle drivers. Employing the Interpretative Phenomenological Analysis, the findings of this study were: The participants strive to assist their husbands in providing (...) for their families. Their motivation comes primarily from their families. They each make every effort to provide a better life for their children. Thus, have faced challenges related to their ability to make ends meet, find time to balance job and family obligations, and encounter discrimination and stereotypes in others, and day-to-day life. Moreover, they evade and disregard the problem and discrimination as a coping mechanism. They feel that if they ignore their problem and focus on achieving their goal of providing for their family, it would eventually disappear. (shrink)

Cesario criticizes the experimental design of studies of bias by claiming that acting on stereotypes in the experimental situation might not be an “error” from a Bayesian perspective. However, social psychologists might have an ethical reason to label the observed decision-maker biases as “erroneous.” Decision-making can be considered as “biased” and “erroneous,” because it reflects illegal and morally condemnable discrimination.

If you care about securing knowledge, what is wrong with being biased? Often it is said that we are less accurate and reliable knowers due to implicit biases. Likewise, many people think that biases reflect inaccurate claims about groups, are based on limited experience, and are insensitive to evidence. Chapter 3 investigates objections such as these with the help of two popular metaphors: bias as fog and bias as shortcut. Guiding readers through these metaphors, I argue that they clarify the (...) range of knowledge-related objections to implicit bias. They also suggest that there will be no unifying problem with bias from the perspective of knowledge. That is, they tell us that implicit biases can be wrong in different ways for different reasons. Finally, and perhaps most importantly, the metaphors reveal a deep—though perhaps not intractable—disagreement among theorists about whether implicit biases can be good in some cases when it comes to knowledge. (shrink)

Recent research in the field of social robotics has shed light on the considerable role played by biases in the design of social robots. Cues that trigger widespread biased expectations are implemented in the design of social robots to increase their familiarity and boost interaction quality. Ethical discussion has focused on the question concerning the permissibility of leveraging social biases to meet the design goals of social robotics. As a result, integrating ethically problematic social biases in the design of robots-such (...) as, e.g., discriminatory gender stereotypes-has been opposed as morally unacceptable. Building on this debate, the present paper explores a related but different question: would it be permissible to design social robots in ways that intentionally challenge widespread discriminatory social biases, thus fostering moral education? The analysis shows that, while the potential benefits of such a design strategy could be significant, its practical endorsement raises important ethical issues. Hence, caution and further discussion are advised. (shrink)