Treating the Child or Syndrome: Does Context Matter for Treatment Decisions for Antisocially Behaving Youth?

Using a between-subject 3 × 3 design of an experimentally manipulated realistic case vignette of Black, White, and Hispanic youth in a survey mailed to 1540 experienced psychologists, psychiatrists, and social workers, the authors examined if clinicians alter their judgments about treatment for antisocially behaving youth based on the symptom’s social context (e.g., life circumstances) and the youth’s race or ethnicity, even among youth who are otherwise identical in terms of behavioral symptoms. Vignettes describe behaviors meeting DSM-IV criteria for conduct disorder, but contain contextual information suggesting either internal dysfunction (ID) or a normal response to a difficult environment [i.e., environmental-reaction (ER)]. Comparison was symptom-only (SO). Judgments of effectiveness of 14 treatments for youth exhibiting antisocial behavior were examined. Frequencies and median scores of perceived effectiveness level (1–9, Likert) were compared in bivariate analyses, stratifying context and youth’s race or ethnicity. The context of the behavior was associated significantly with differences in effectiveness judgments in 13 of 14 treatments. Within ID and ER contexts, clinicians judged three different treatments as effective (median ≥ 7 of 9). In the SO condition, clinicians were less selective, judging six as effective. In the ID context, psychiatric medications, systems oriented family therapy, and residential care were judged more effective for White than for Black or Hispanic youth. Evidence-based practice research may be hampered by inattention to the social context of behavioral symptoms. Context may activate implicit racial assumptions about treatment effectiveness. Implications are for clinical training to improve service delivery, and future clinical research.     

Change Pathways in Indigenous and Nonindigenous Youth Suicide

Multivariate dynamic relationships among suicide attempts, anxiety and/or depressive symptoms, hope, and help‐seeking were examined across time in Native Hawaiian and non‐Hawaiian adolescents, using data from a 5‐year longitudinal cohort study (N = 7,317). The rate of suicide attempts decreased over time, but this reduction was significantly less among Native Hawaiian youth than their non‐Hawaiian peers. There were also significant differences between groups in hope and help‐seeking, with Native Hawaiian youth increasing help‐seeking and decreasing hope to a greater degree. Youth‐centered, cultural approaches to suicide prevention are essential in enhancing well‐being in indigenous communities.     

Differences in Sexual Behaviors and Teen Dating Violence among Black,Hispanic, and White Female Adolescents

We examined differences in sexual behaviors among White, Black, and Hispanic adolescent females exposed to dating or sexual violence (DSV) using the 2009 Youth Risk Behavior Survey. We also examined the interaction effect of exposure to DSV and race or ethnicity on sexual behaviors. Sexual behaviors were significantly associated with both race or ethnicity and DSV; DSV was a stronger predictor of sexual behaviors than race or ethnicity; and the effect of DSV on condom use was more pronounced among Hispanic adolescents, whereas the effect of DSV on birth control use was more pronounced among both Black and Hispanic adolescents. Adolescent health programs should simultaneously address DSV and sexual risk reduction, with particular emphasis on birth control and condom use among ethnic minority populations.     

The effects of race and racial priming on self-report of contamination anxiety

African Americans show unusually high endorsement rates on self-report measures of contamination anxiety. The purpose of this study was to replicate this finding in a nationally representative sample and conduct a randomized experiment to determine the effect of salience of race as a causal factor. Black and White participants were given contamination items from two popular measures of obsessive-compulsive disorder, half prior to being primed about ethnic identity and half after being primed, via the administration of an ethnic identity measure. The experiment took the form of a 2 (Black and White participant) X 2 (ethnicity salient and ethnicity non-salient) double-blind design, with ethnic saliency assigned at random by computer. Participants consisted of a geographically representative US sample of African Americans supplemented with a similar sample of European Americans (N=258). Black participants scored significantly higher than White participants on contamination scales. Participants from Southern states scored higher than those from other regions. Over-endorsements by Black participants were greater when awareness of ethnic and racial identification was increased. Clinical and research implications were discussed; these measures should be used with caution in African Americans.     

A comparison of race‐related pain stereotypes held by White and Black individuals

Pain judgments are the basis for pain management. The purpose of this study was to assess Black and White participants' race‐related pain stereotypes. Undergraduates (n = 551) rated the pain sensitivity and willingness to report pain for the typical Black person, White person, and themselves. Participants, regardless of race, rated the typical White person as being more pain sensitive and more willing to report pain than the typical Black person. White participants rated themselves as less sensitive and less willing to report pain than same‐race peers; however, Black participants rated themselves as more pain sensitive and more willing to report pain than same‐race peers. These findings highlight similarities and differences in racial stereotypic pain beliefs held by Black and White individuals.     

Variation in black anti-white bias and target distancing cues: factors that influence perceptions of "ambiguously racist" behavior

Experiment 1 indicated that when the White supervisor's negative treatment of a Black subordinate was unconstrained, participant race had no impact on attributions. Conversely, when the treatment was constrained, Black participants reported greater racist attributions than did White participants. Experiment 2 indicated that when the supervisor reported no response or a minimal negative response (i.e., indicating that he did not support his actions) after his negative treatment of the Black subordinate, Black participants reported greater racist attributions than did White participants. Conversely, when the supervisor's negative treatment was followed by a more extreme negative response, participant race had no impact on attributions. Experiment 3 indicated that Black participants were less likely than White participants to perceive a minimal negative response as reflecting a White supervisor's lack of support for his negative actions. Conversely, participant race had no impact on attributions of a Black supervisor's negative actions.     

Gender and racial favouritism in Black and White preschool girls

The authors examined gender and racial preferential behaviour in 108 3‐ and 5‐year‐old Black and White girls. Children set up a birthday party for dolls that differed in gender and racial physical characteristics. Whereas White girls showed favouritism towards the doll most closely resembling themselves in both gender and race, Black girls showed most favouritism towards the White girl doll. Black girls were more likely to show preference based on gender rather than race, whereas White girls were equally likely to show race‐ or gender‐based favouritism. Among White 5‐year‐olds, greater prior interaction with Blacks was positively associated with race‐related favouritism (i.e., secondary preference to the White boy doll rather than the Black girl doll). Interracial contact was unrelated to racial favouritism among the other three groups. Results demonstrate the salience of gender identity during the preschool years, and indicate that majority/minority status and intergroup contact shape the development of collective identity and social behaviour.     

Family emotion expressivity,emotion regulation,and the link to psychopathology: Examination across race

Research has established links between parental emotion socialization behaviours and youth emotional and psychological outcomes; however, no study has simultaneously compared these relations for White, Black, and Asian individuals. In this study, emerging adults identifying as White (n= 61), Black (n= 51), or Asian (n= 56) retrospectively reported on parents’ emotion socialization behaviours during childhood, existing emotion regulation (ER) skills, and current psychopathology symptoms. Asian participants reported fewer positive displays of emotions in their families during childhood than White and Black participants. Despite this difference, low expression of positive emotions in families during childhood did not relate to negative outcomes for Asian participants but was linked for White and Black participants. Overall, Asian participants reported more difficulties with ER than Black or White participants, and relations between ER difficulties and psychopathology varied by racial group. The findings emphasize the need to consider race when conducting research on emotion functioning with families and highlight emotion dysregulation as a potential treatment target for White, Black, and Asian individuals.     

Toward kuleana (responsibility): A case study of a contextually grounded intervention for Native Hawaiian youth and young adults

As a minority ethnic group, Native Hawaiian youth and young adults face an array of issues associated with colonization, such as persistent structural discrimination and the loss of land and indigenous ways of knowing. They are also at risk for a wide range of negative behaviors, including interpersonal violence, suicide, substance use, and juvenile delinquency. This article explores how community youth development, critical pedagogies, and Hawaiian epistemology can help Native Hawaiian young adults cope with such issues. It begins with a brief discussion of critiques on conventional youth violence prevention programs. To address these critiques, three bodies of literature are introduced: 1) community youth development, 2) critical pedagogy, and 3) community epistemology. Data were derived from a single case study of a community-based youth program. The program, located in an impoverished, rural community in Hawai'i, entailed running an organic farm. Seventeen participants were involved in the study. Semi-structured interviews were used to collect data. Utilizing critical indigenous qualitative research, a content analysis of the interviews was conducted to build a working conceptual model. Preliminary findings suggest that a program with key processes of community youth development, critical pedagogies, and Hawaiian epistemology may serve as a vehicle for health and wellness, thus preventing a host of negative behaviors, such as violence. Based on the findings, a critical contextually based approach to violence prevention that focuses on providing opportunities for Native Hawaiian young adults to take an active participatory role in promoting health is proposed.     

What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination

Because research is needed to identify the conditions that facilitate or impede the prevalence of perceived workplace discrimination, the authors examined the effects of demographics and demographic similarity on the prevalence of sex- and race/ethnicity-based perceived workplace discrimination. Results from a national survey of 763 full-time, United States employees show perceived sex-based discrimination at work was more prevalent among female than male employees, and perceived race-based discrimination at work was more prevalent among Black and Hispanic than White employees. Additionally, perceived racial/ethnic discrimination was less prevalent among those with same-race/ethnicity supervisors. The effect of employee-coworker sex similarity on perceived sex discrimination was significant only for women, and the effects of supervisor-subordinate racial similarity on the prevalence of perceived racial discrimination varied between Black and White respondents, depending on employee-residential-community racial similarity.     

Does harboring hostility hurt? Associations between hostility and pulmonary function in the Coronary Artery Risk Development in (Young) Adults (CARDIA) study.

OBJECTIVE: To examine the cross-sectional association between hostility and pulmonary function (PF) and its consistency across race/ethnicity-gender groups. DESIGN: Data were from the Coronary Artery Risk Development in (Young) Adults (CARDIA) cohort study (N=4,629). Participants were recruited from 4 metropolitan areas in the United States, ages 18-30 years at baseline in 1985-1986, approximately balanced across race/ethnicity (Black, White) and gender. MAIN OUTCOME MEASURES: Main outcome measures were percent predicted values for forced expiratory volume in 1 second (FEV1) and forced vital capacity (FVC). RESULTS: In full-sample multiple linear regression analyses, each 1 standard deviation (SD) increase in hostility was associated with a 0.66% decrease in FEV-sub-1 (p=.0002) and a 0.60% decrease in FVC (p=.0006). This inverse association of hostility with PF remained after controlling for age, height, current socioeconomic status (SES), participant smoking status, and asthma and is more consistent than that of smoking and PF. In stratified analyses, each 1 SD increase in hostility predicted statistically significant reductions in PF for Black women, White women, and Black men. For White men, hostility showed no statistically significant relation with PF, although the pattern relating hostility to PF was similar to the pattern in the other three groups. Further, both of the post hoc three-way interaction terms for hostility, race/ethnicity, and gender predicting FEV-sub-1 and FVC were nonsignificant. CONCLUSION: PF was inversely associated with hostility across race/ethnicity and gender, independent of age, height, current SES, smoking, and asthma. On the basis of these cross-sectional findings, the authors hypothesize that higher hostility will predict a more rapid decline in PF.     

Failure is not an option for Black women: Effects of organizational performance on leaders with single versus dual-subordinate identities

We contribute to a current debate that focuses on whether individuals with more than one subordinate identity (i.e., Black women) experience more negative leader perceptions than do leaders with single-subordinate identities (i.e., Black men and White women). Results confirmed that Black women leaders suffered double jeopardy, and were evaluated more negatively than Black men and White women, but only under conditions of organizational failure. Under conditions of organizational success, the three groups were evaluated comparably to each other, but each group was evaluated less favorably than White men. Further, leader typicality, the extent to which individuals possess characteristics usually associated with a leader role, mediated the indirect effect of leader race, leader gender, and organizational performance on leader effectiveness. Taken together, these results suggest that Black women leaders may carry a burden of being disproportionately sanctioned for making mistakes on the job.     

Examining Race and Ethnicity in the Context of General Strain Theory,Depression, and Delinquency

The current study draws on general strain theory (GST) to explore the relationship between strain, race, and delinquent behavior. White, black, and Hispanic youth were examined to assess the effect of strain on nonserious and serious delinquency. Results indicate mixed support for GST in that indicators of strain to varying degrees predicted depression and youth involvement in delinquency. However, depression did not mediate the strain–delinquency relationship, and race and ethnicity were still directly related to delinquent coping. While white, black, and Hispanic youth experienced certain types of strain, these groups overall were not statistically different from one another.     

Reducing White Juror Bias: The Role of Race Salience and Racial Attitudes1

Both Black and White jurors exhibit a racial bias by being more likely to find defendants of a different race guilty than defendants who are of the same race. Sommers & Ellsworth (2000, 2001 ) found that salient racial issues in a trial reduced White juror racial bias toward a Black defendant. We examined if race salience could reduce White juror racial bias, even for individuals who reported high levels of racism. Making race salient reduced White juror racial bias toward a Black defendant. Jurors' racist beliefs were only associated with the verdict when the defendant's race was not made salient. This finding suggests that the effects of individual prejudice toward a Black defendant can be reduced by making the defendant's race salient.     

Different sides of the same conversation: Black and White partners differ in perceptions of interaction content

A positive interracial interaction can create a foundation for friendships, improved intergroup attitudes and reduced prejudice. Recent research has demonstrated that what people talk about in important. Here, two studies expand the interaction content model of interracial interactions to reveal that Black and White Americans perceive interaction content in similar and different ways. As expected, Black and White participants evaluated conversation topics along the same three dimensions, but differed in their perceptions of specific conversation topics. These convergences and differences emerged for pre‐generated (Study 1) and self‐generated (Study 2) topics. Factor analyses revealed that conversation attributes similarly distilled to the predicted underlying content dimensions of intimacy, valence, and controversy for Black and White Americans. However, Black individuals found interaction content, in general, to be more controversial, race‐related, enjoyable, and predictable than White individuals. Although both groups found race‐related content more controversial, Black individuals were less bothered by discussing race and found race‐related topics to be more predictable and enjoyable to discuss. These findings supported the interaction content model which may provide a framework for future research on interracial interactions. We conclude with the importance of considering differences in perceptions of interaction content, as well as suggestions for how intergroup interaction research could benefit from systematically incorporating such content.     

Interactions with senior managers: Perceived differences by race/ethnicity and by gender

Differences among junior managers in their perceptions of various types of interactions with senior managers and levels of self-efficacy in initiating interactions were investigated. Study variables were determined following preliminary focus group interviews. These variables were subjected to a multivariate analysis of covariance (MANACOVA) to assess differences among the various racial, ethnic, and gender groups. Data were derived from a 53% response rate to a survey of 3106 junior managers in a Fortune 500 company. Subjects included Asian men (n = 29), Asian women (n = 21), Black men (n = 94), Black women (n = 84), Hispanic men (n = 28), Hispanic women (n = 18), White men (n = 708), and White women (n = 647). Results reveal that women perceived having less access to career-related interactions and to informal interactions with senior managers. Women also reported lower levels of self-efficacy in their personal skills and abilities in informal social activities. Black managers presented higher levels of self-efficacy related to initiating career-related interactions than White managers and Asian managers. Asian managers reported lower levels of self-efficacy related to initiating informal interactions with senior managers than Black, Hispanic, and White managers. Findings suggest that gender has a stronger influence than race or ethnicity on the nature of interactions with senior managers within this organization.This research was funded by a Susquehanna University Research Grant. The authors would like to thank Stacy Ross for her assistance with data collection and Richard K. Caputo, Paul Dion, and two anonymous reviewers for their comments on an earlier version of this article.     

Bias at the intersection of race and gender: Evidence from preschool‐aged children

There is ample evidence of racial and gender bias in young children, but thus far this evidence comes almost exclusively from children's responses to a single social category (either race or gender). Yet we are each simultaneously members of many social categories (including our race and gender). Among adults, racial and gender biases intersect: negative racial biases are expressed more strongly against males than females. Here, we consider the developmental origin of bias at the intersection of race and gender. Relying on both implicit and explicit measures, we assessed 4‐year‐old children's responses to target images of children who varied systematically in both race (Black and White) and gender (male and female). Children revealed a strong and consistent pro‐White bias. This racial bias was expressed more strongly for males than females: children's responses to Black boys were less positive than to Black girls, White boys or White girls. This outcome, which constitutes the earliest evidence of bias at the intersection of race and gender, underscores the importance of addressing bias in the first years of life.     

Are Adewale and Ngochi more employable than Jamal and Lakeisha? The influence of nationality and ethnicity cues on employment-related evaluations of Blacks in the United States

ABSTRACT

Previous research has consistently shown that racial bias can influence employers’ perceptions and evaluations of Black individuals in hiring and promotion decisions. However, within-race differences (e.g., skin tone, Afrocentric features) can lead to variation in these decisions. In addition to phenotypical variation, ethnicity cues (e.g., perceived country of origin, name) may be important within-race factors influencing the perception and evaluations of Black job applicants. Using a resume evaluation paradigm, participants evaluated one of three resumes in which the target applicant’s name provided cues about ethnicity (either Black American, Black African, or White American). Results suggest that Black Americans may experience more discrimination in hiring and are generally perceived less positively across several employment-related domains than both White and Black African applicants. Specifically, we find that Black Americans are less likely to be selected for an interview or offered a job and are evaluated more negatively overall relative to Black Africans.     

Gender and Ethnic Differences in Obesity-Related Behaviors and Attitudes In a College Sample

This study looked at gender and Black/White differences for a number of variables related to attitudes toward obesity in a sample of 650 college students. The overall stereotypes of overweight persons were both negative and unrelated to subjects' own degree of obesity, although individuals reported that their personal views were less negative than those of others.
Women indicated greater concern with obesity than men in several ways, and the societal stereotype of an overweight woman was seen as more negative than that of an overweight man. Men were more concerned about a date's weight than women, and White women's weight (unlike that of other subgroups) was negatively related to their likelihood and frequency of dating. Although Blacks, particularly Black females, were heavier than Whites, they were more satisfied with their body shape. Black males were less likely than White males to have refused to date someone because of her weight, and Blacks personally considered overweight women to be more attractive, sexier, less ugly, and less sloppy than did Whites. The findings suggest that both gender and ethnicity should be considered when discussing people's attitudes towards obesity and the consequences of such attitudes.     

Interactive effects of characteristics of defendant and mock juror on U.S. participants' judgment and sentencing recommendations.

The authors examined the effects of interactions (a) between defendant attractiveness and juror gender and (b) between defendant race and juror race on judgment and sentencing among 207 Black, Hispanic, and White participants in the United States. After reading a vehicular-homicide vignette in which the defendant's attractiveness and race varied, the participants rated guilt and recommended sentences. The women treated the unattractive female defendant more harshly than they treated the attractive female defendant; the men showed an opposite tendency. The Black participants showed greater leniency when the defendant was described as Black rather than White. The Hispanic participants showed an opposite trend, and the White participants showed no race-based leniency. The findings on racial effects were consistent (a) with in-group favorability bias among the Black participants and (b) with attribution effects unrelated to race among the White participants.