Sex discrimination in job opportunities for women

The object of this study was to examine the extent of sex discrimination in the job market for accountants. The research design involved sending application letters to job advertisements appearing in the press. These letters came from males and females of varying race and marital backgrounds, although all had identical qualifications and work experience. The responses to these applications were then analyzed and formed the basis of the tests for discrimination. The results showed a significant level of discrimination against women and this was enhanced for those who were Colored, and/or those who were married and had children.     

Reflections on an Anti-discriminatory Stance in Psychotherapy

Challenges and opportunities for psychologists and psychotherapists in respect to explicit and implicit discrimination issues in therapy are explored, both from the side of the therapist and the client. Furthermore, personal reflections on such issues are discussed drawing on examples of indirect discrimination on the basis of race and sexual orientation. It is suggested that a combination of professional anti-discriminatory guidelines, a willingness to understand deeply the client’s frame of reference and self-reflection can guard against such phenomena that can harm ethical and constructive psychotherapy.     

Stepping up Your Game: Workplace Experiences of Second-Generation Nigerians in the USA

This article discusses the workplace experiences of second-generation Nigerian adults in the USA. Drawing on data from semi-structured interviews with 67 respondents, I show that second-generation Nigerians differ in whether they perceive racial discrimination in the workplace. There was an almost even split between subjects who felt they had been discriminated against because of their race and those who said they had not experienced anti-black discrimination. For those who felt they had been racially discriminated against at work, their experiences took very similar forms to those of African Americans, with many drawing analogies between their workplace experiences and those of African Americans and other blacks. But there was evidence of intra-black dynamics with some experiencing ethnic discrimination from African Americans and some enjoying an advantage over African Americans because they are children of black immigrants. I showcase two strategic responses found among respondents: minimizing ethnic difference and stepping up one’s game, which were used to negotiate racism and achieve economic mobility. This is consistent with the minority cultures of mobility thesis; that minority groups have cultures of mobility that foster upward social mobility, and it challenges segmented assimilation theory’s perception that black immigrant groups and their children lack tenacity or adaptive strategies.     

RACE AND SEX DIFFERENCES IN SEX ROLE ATTITUDES OF SOUTHERN COLLEGE STUDENTS

A sample of southern college students is used to investigate race and sex differences among nine Likert-type sex role attitudes. Results show that black and white men share a similar sex role orientation while black and white women also share a similar world view. There were only two instances where blacks were notably different from whites. First, blacks were more likely to feel that a woman's real fulfillment in life comes from motherhood, and second, blacks were more likely to feel that it was appropriate for a mother with school-age children to work.     

Race versus social class: Social orientation and cognitive play in black and white middle SES preschool children

Black and white middle socioeconomic status (SES) preschool boys and girls were compared on the frequency with which they interacted socially with peers (people orientation) and on the frequency with which they engaged in nonsocial activity which involved being occupied with some material or task (object orientation). They also were compared on the frequency with which they engaged in the cognitive play types: functional, constructive, and dramatic. No race differences were found for people and object orientation. Sex, but not race, differences were found for level of social interaction. Boys engaged more frequently than girls in the highest level of social interaction. On frequency of the cognitive play types, neither race differences, nor sex differences, nor a race by sex interaction occurred. These findings raise questions about other assumed differences between black and white children. This study underscores the necessity not to treat black children as a monolithic group, but to recognize that sex, SES, and possibly other psychological and sociological characteristics influence their social and cognitive behaviors.     

Disentangling Discrimination: Victim Characteristics as Determinants of the Perception of Behavior as Racist or Sexist

The present experiment examined the impact of victim characteristics on the judgment of behavior as being sexist or racist. Freshmen from the University of Amsterdam read eight scenarios describing instances of everyday discrimination. The race, gender, and socioeconomic status (SES) of the victims in the scenarios were varied systematically. Each scenario was followed by three consecutive questionnaires designed to assess the degree to which research participants perceived the behavior of the agent as racist, sexist, or otherwise. The asymmetry hypothesis for blacks of high and low SES was confirmed Blacks of low SES were more often considered to be victims of racism than blacks of high SES. However, contrary to the asymmetry hypothesis, we found that women of high rather than low SES were more likely to be considered victims of sexism. This finding is inconsistent with other results, and demonstrates that it is not always the less empowered group that is judged as being the most discriminated against. Further, this study demonstrates the relevancy of victim's SES in discrimination research. Finally, the importance of disentangling sexist and racist elements of discrimination is stressed, especially in research involving black women.     

Psychological availability and work engagement: The moderating role of sex and race

This study sought to determine the relationship of sex and race as moderators of psychological availability on work engagement in various South African organisations. Participants were 1 059 employees predominantly from the corporate sector in Gauteng province (females = 61%, blacks = 36%). Cross-sectional survey data were collected from the employees using the Psychological Conditions Scale and the Utrecht Work Engagement Scale (UWES). Moderated hierarchical regression analyses tested the prediction of work engagement from psychological availability, while controlling for the sex and race of employees. Psychological availability increased the level of work engagement for both men and women, the relationship, however, was stronger for women as compared to men. White employees were less work engaged compared to other race group members. Psychological availability was higher for the black, Indian, and coloured employees compared to white employees. The results confirmed the positive relationship of psychological availability on work engagement, and that sex and race differences exist for employees in a developing country.     

Perceptual-motor development of first graders as related to class,race, intelligence,visual discrimination,and motivation

The Bender Motor Gestalt Test was administered to 60 white advantaged, 60 white disadvantaged, and 60 black disadvantaged first graders. Contrary to expectation, there was no significant difference between the perceptual-motor performance of the white advantaged and disadvantaged children despite meaningful group differences in verbal IQ. The disadvantaged black children, however, performed significantly more poorly than either of the white groups. Perceptual-motor proficiency was also examined in relation to sex, intelligence, accuracy of visual discrimination, level of motivation, and familiarity with test content. While no single factor investigated was clearly related to level of perceptual-motor functioning, the perceptual-motor performance of girls regardless of race or class, was found to improve following familiarization with the test figures and heightening of motivation. The educational implications of a group-specific perceptual-motor “lag” are discussed.     

Doubly Bound: The Impact of Gender and Race on the Politics of Black Women

Gender has been thought to be less salient than race among black women. Data from two national surveys of black Americans, conducted in 1984 and 1996, show that black women identify as strongly on the basis of their gender as their race, and that these gender and racial identities are mutually reinforcing. Nevertheless, among black women, their identification with their race more powerfully affected their political attitudes than did their identification on the basis of gender, except in instances where the interests of blacks directly conflict with the interests of women. These empirically based findings speak to the issue of why the attitudes of black women toward contemporary gender issues can sharply diverge from those of white women.     

Sex and race discrimination resulting from manager-client relationships: Applying the rational bias theory of managerial discrimination

Rational bias theory predicts that discrimination may be situationally influenced by circumstances in which a show of bias seems likely to be rewarded or punished by others. This study applies the theory in an examination of managerial sex and race discrimination in situations in which normative or unusual signals are given. In agreement with rational bias theory, the participants, acting in the role of managers, indicated that they would be less likely to discriminate in personnnel decisions with cues indicating that discrimination might not be needed or wanted. The results are interpreted as supportive of rational bias theory and as useful for the design of new policies aimed at ending discrimination. The findings also suggest that the importance of discrimination against blacks of both sexes in management has been widely ignored.     

Inez Beverly Prosser and the education of African Americans

Inez Beverly Prosser (ca. 1895-1934) was arguably the first African American woman to earn a doctorate in psychology. Her dissertation, completed in 1933, examined personality differences in black children attending either voluntarily segregated or integrated schools and concluded that black children were better served in segregated schools. This research was one of several studies in the 1920s and 1930s that was part of the debate on segregated schools as maintained in the United States under the "separate but equal" doctrine of Plessy v. Ferguson (1896). This article examines the life and career of Prosser in the context of educational barriers and opportunities for African Americans in the early part of the twentieth century and explores the arguments that pitted African Americans against one another in determining how best to educate black children, arguments that eventually led to the desegregation decision of Brown v. Board of Education (1954).     

Implications of Racial Diversity in the Supervisor-Subordinate Relationship

This study addresses the impact of race on the supervisor-subordinate relationship. The purpose is to examine this relationship with minority subordinates reporting to both majority and minority group members. Using the subordinates needs framework identified by Baird and Kram (1983), 5 areas were addressed: supervisory support, developmental opportunities, procedural justice, acceptance or assimilation, and discrimination. The results indicated that African American subordinates with White supervisors experience less supervisory support, developmental opportunities, procedural justice, assimilation, and more discrimination than African American subordinates with African American supervisors.     

Discrimination based on gender and ethnicity in English and Polish housing markets

Discrimination in the housing market is associated with decreased social integration and is costly at both social and individual levels. Here, we studied discrimination in English and Polish housing markets. In line with previous research, we expected ethnic‐ and gender‐based discrimination to occur in both housing markets. Conducting a preregistered field experiment of discrimination in the housing market, we sent e‐mails with inquiries about advertisements for 960 rentals in England and Poland. Inquiries were signed with Arabic‐, English‐, or Polish‐sounding male and female names. As a measure of discrimination, we calculated the proportion of answers that we received. In the English housing market, there was no statistically significant difference between the proportions of responses received for inquiries signed with Arabic, English, or Polish male or female names. In the Polish housing market, we received fewer responses to inquiries signed with Arabic male names than inquiries signed with any other names. The study shows discrimination against Arabic men in the Polish housing market, but there was no evidence of ethnic‐ or gender‐based discrimination in the English housing market. The results are discussed against the subordinate male target hypothesis as well as the current social and political situations in both countries.     

Sex and Race Bias in Employment Decisions: Black Women Considered

The purpose of this investigation was to explore sex and race discrimination in employment at the managerial level, with special focus on Black women.     

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.     

The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models

A gender gap in earnings has proven both persistent and universal. This paper relies mainly on U.S. data, but a gap between women’s and men’s earnings exists in every country. There is a continuing debate as to the extent to which the gap reflects merely the inevitable and reasonably fair result of differing work patterns and behaviors by women and men or the impact of employment discrimination against women. The human capital approach, in which various explanatory variables are used to shrink the perceived size of the gap, is often used to argue that much of the gap is due, not to discrimination, but to differing investments in employment by women and men. However, neither “investments” nor “outcomes” can be assessed in gender-neutral ways and the model’s underlying notion of rational choices made against the backdrop of a gender-neutral playing field is flawed. Discrimination appears to be entwined with gendered work patterns and behaviors; many of the human capital “explanatory” variables themselves require explanation. Understanding the gap requires recognition of the limitations of human capital models, and a willingness both to take a more sophisticated approach to such models, and to think beyond this approach.     

Author Race, Essay Quality, and Reverse Discrimination

This study examines the interaction between author race and essay quality on evaluations of essays by experienced teachers and student teachers. Subjects ( n = 160) were told that they were reading essays written by high school seniors applying for university admission and that their evaluations would result in the authors' admission and class assignment to remedial, normal, or advanced composition classes. Four preselected and prerated essays: one poor, two moderate, and one excellent were presented to the subjects in a booklet, each with a bogus admissions form, an essay rating scale, and a class assignment form. The attribution of author race was accomplished surreptitiously. Results showed that both the essay quality manipulation and author race attribution were successful. Subjects easily discriminated the difference in quality among the essays. They also showed a significant tendency to use reverse discrimination in rating black authors higher than authors whose race was not indicated. An interesting finding was that reverse discrimination was greatest for the moderate essays. Class assignments showed a similar trend, but differences in assignment of black and non-black authors were not generally significant. Discussion focuses on the distinction between ambiguity and ambivalence as psychological constructs in explaining prejudice and discrimination. The significance of these findings for minority education is also examined.     

Biased-Interaction Theory of Psychosexual Development: “How Does One Know if One is Male or Female?”

Eighty-nine black women’s racial and gender identities were examined within an intersectional framework that emphasized their unique integration of these identities. Quantitative analyses indicated that the intersected black-woman identity was more important than the individual identities of woman and black person. Further, interference in the black identity (but not interference in the woman identity) was related to lower self-esteem and depression. Qualitative analyses of rewards and difficulties experienced as black women identified four themes: stereotyping and discrimination, personal esteem, isolation from others, and opportunities and resources. Black women who mentioned any reward reported higher self-esteem than those who did not. The value of an intersectional framework for thinking about black women’s identities is discussed.