Aversive racism in Britain: the use of inadmissible evidence in legal decisions

The aversive racism framework (S. L. Gaertner & J. F. Dovidio, 1986 ) suggests that bias against Blacks is most likely to be expressed by Whites when it can be explained or justified along non‐racial grounds. The present experiment adopted a 2 (Evidence: admissible vs. inadmissible) × 2 (Defendant Race: White vs. Black) between subjects design, asking White participants, whose self‐reported prejudice was assessed, to judge a legal case. As predicted, increased guilt ratings and longer sentencing recommendations were forwarded for the Black (vs. White) defendant only when DNA evidence linking the defendant to the crime had previously been ruled inadmissible. This result was not qualified by self‐report racial attitudes. The implications for evidence inadmissibility in interracial contexts are considered, along with the repercussions of finding experimental evidence of aversive racism outside of North America. Copyright © 2005 John Wiley & Sons, Ltd.     

Aversive racism and medical interactions with Black patients: A field study

Medical interactions between Black patients and nonBlack physicians are usually less positive and productive than same-race interactions. We investigated the role that physician explicit and implicit biases play in shaping physician and patient reactions in racially discordant medical interactions. We hypothesized that whereas physicians’ explicit bias would predict their own reactions, physicians’ implicit bias, in combination with physician explicit (self-reported) bias, would predict patients’ reactions. Specifically, we predicted that patients would react most negatively when their physician fit the profile of an aversive racist (i.e., low explicit-high implicit bias). The hypothesis about the effects of explicit bias on physicians’ reactions was partially supported. The aversive racism hypothesis received support. Black patients had less positive reactions to medical interactions with physicians relatively low in explicit but relatively high in implicit bias than to interactions with physicians who were either: (a) low in both explicit and implicit bias, or (b) high in both explicit and implicit bias.     

Designing Pareto-optimal selection systems: formalizing the decisions required for selection system development

The article presents an analytic method for designing Pareto-optimal selection systems where the applicants belong to a mixture of candidate populations. The method is useful in both applied and research settings. In an applied context, the present method is the first to assist the selection practitioner when deciding on 6 major selection design issues: (1) the predictor subset, (2) the selection rule, (3) the selection staging, (4) the predictor sequencing, (5) the predictor weighting, and (6) the stage retention decision issue. From a research perspective, the method offers a unique opportunity for studying the impact and relative importance of different strategies for reducing adverse impact.     

How decisions evolve: The temporal dynamics of action selection

To study the process of decision-making under conflict, researchers typically analyze response latency and accuracy. However, these tools provide little evidence regarding how the resolution of conflict unfolds over time. Here, we analyzed the trajectories of mouse movements while participants performed a continuous version of a spatial conflict task (the Simon task). We applied a novel combination of multiple regression analysis and distribution analysis to determine how conflict on the present trial and carry-over from the previous trial affect responding. Response on the previous trial and the degree of conflict on the previous and the current trial all influenced performance, but they did so differently: The previous response influenced the early part of the mouse trajectory, but the degree of previous and current conflict influenced later parts. This suggests that in this task experiencing conflict may not proactively ready the system to handle conflict on the next trial; rather, when conflict is experienced on the subsequent trial the previous compensatory processing may be re-activated more efficiently.     

Context effects on group-based employee selection decisions

The decoy effect occurs when preferences between two alternatives reverse as a result of the manipulation of a third alternative (i.e., a decoy) such that it is dominated by only one of the two original alternatives. Previous research has demonstrated this effect in employee selection decisions, but only when decisions were made by individuals. The present investigation was designed to test the generalizability of the phenomenon to decisions made by groups, and to determine the influence of process and outcome accountability on the decoy effect. Results showed that the overall decoy effect held for both individual and group decisions. However, for both individuals and groups, the decoy effect held only when decision makers knew they would have to justify their decision processes.     

Aversive procedures: The minnesota experience

Aversive and deprivation procedures for controlling and reducing challenging behaviors have received increasing attention. Many states have adopted guidelines on the use of these procedures treating persons with developmental disabilities. The Minnesota state rule promulgated in October, 1987 requires reviews from both local and state-wide review committees on permitted, but controlled procedures. Data generated from state-wide committees revealed that (a) state operated regional treatment centers (RTCs) employed individual habilitative training programs with controlled procedures more frequently than community-based agencies (b) a higher proportion of RTC submissions were for treatment of self-injury than submissions from community services, and (c) RTCs had a higher usage of mechanical restraints than community facilities with both services settings using manual restraints more frequently than all other controlled procedures combined. Reasons for the above differences in the two service settings were discussed.     

The impact of drug screening on selection decisions

This paper discusses the use of drug screening for employee selection decisions. Common methods of drug screening are described, and a recent study of drug screening accuracy is summarized. It is argued that drug screening is subject to the same standards as are other selection procedures, and that human resource professionals must assume responsibility for understanding the potential problems associated with drug screening. Issues relevant to determining the benefits of drug screening are discussed, and an illustration of the impact of drug screening on decision accuracy is presented. It is suggested that, in many instances, the value of drug screening in the selection process may be low enough to warrant serious concern. Implications for human resource research and practice are noted.An earlier version of this paper was presented at the 95th Annual Convention of the American Psychological Association in New York; August 31, 1987. The authors would like to thank Michael Bramel for his assistance in locating and summarizing some of the medical literature cited, and two anonymous reviewers for their helpful comments.     

Dismantling institutional racism: theory and action

Despite a strong commitment to promoting social change and liberation, there are few community psychology models for creating systems change to address oppression. Given how embedded racism is in institutions such as healthcare, a significant shift in the system's policies, practices, and procedures is required to address institutional racism and create organizational and institutional change. This paper describes a systemic intervention to address racial inequities in healthcare quality called dismantling racism. The dismantling racism approach assumes healthcare disparities are the result of the intersection of a complex system (healthcare) and a complex problem (racism). Thus, dismantling racism is a systemic and systematic intervention designed to illuminate where and how to intervene in a given healthcare system to address proximal and distal factors associated with healthcare disparities. This paper describes the theory behind dismantling racism, the elements of the intervention strategy, and the strengths and limitations of this systems change approach.     

Procrastination: Self-regulation in Initiating Aversive Goals

Procrastination is a common phenomenon that is easily recognised as one of the behaviours involved in not doing and avoiding work. However, work motivation theories have not devoted much attention to why people don't do things at work. Just as the study of abnormal behaviour is used to understand normal behaviour, so can the study of procrastination enhance the understanding of self-regulation. In this paper, procrastination is defined as the avoidance of the implementation of an intention. It is characterised by the avoidance of the intention and the preference for behaviour or thoughts that distract from the aversiveness of the intention. Individual difference variables, processes, and conditions are identified. Strategies to overcome procrastination are suggested.     

A non-linear multi-criteria model for strategic fms selection decisions

The strategic decision of selecting an optimal flexible manufacturing system (FMS) configuration is a complicated question which involves evaluating trade-offs between a number of different, potentially conflicting criteria such as annual production volume, flexibility, production and investment costs and average throughput of the system. Recently, several structured multicriteria approaches have been proposed to aid management in the FMS selection process. While acknowledging the non-linear nature of a number of the relationships in the model, notably between batch size and the number of batches produced of each part, these studies used linear simplifications to illustrate the decision dynamics of the problem. These linear models were shown to offer useful analytical tools in the FMS pre-design process. Owing to the non-linearities of the true relationships, however, the trade-offs between the criteria could not fully be explored within the linear framework. This paper builds on the two-phase decision support framework proposed by Stam and Kuula (1991) and uses a modified non-linear multi-criteria formulation to solve the problem. The software used in the illustration can easily be implemented, is user-interactive and menu-driven. The methodology is applied to real data from a Finnish metal product company and the results are compared with those obtained in previous studies.     

Sexism and racism: one battle to fight

“Top policy-making positions in the American establishment remain in the hands of white males who are not responsive to the needs of the poor, of minorities, or of women.”     

Anti-racism and inclusive racism

Ethical Theory and Moral Practice -     

An application of visual interactive goal programming: a case in vendor selection decisions

This article presents the vendor selection problem of the hydraulic pump division of a US original equipment manufacturing company. The division wants to identify appropriate vendors and allocate purchase orders among them while minimizing product acquisition costs and maximizing total product quality and delivery reliability. Visual interactive goal programming is used as a multi‐criteria decision analysis tool. Interaction with decision makers during the model building and solution process, and implications are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Think fast: The role of thin slices of behavior in employee selection decisions

This study integrates past research addressing decision‐making, employee selection, and influence processes in an attempt to provide both a theoretical and empirical foundation for future research addressing initial impressions throughout the interview process. Using data from a simulated hiring situation comprised of 28 recruiters and 229 applicants, the results suggest that initial impressions formed at the beginning of the interview make a substantive impact on final impressions. However, impressions formed at the career fair do not appear to impact final impressions without considering the interactive effects of decision confidence. Hypotheses proposing that decision confidence would moderate linkages between initial impressions formed at the beginning of the interview and both interview scores and final impressions were not supported. We discuss the theoretical and practical implications of these findings for selection.