Do the “Eyes” Have It? A Program Evaluation of Jane Elliott's “Blue‐Eyes/Brown‐Eyes” Diversity Training Exercise1

The effectiveness of Jane Elliott's well‐known “blue‐eyes/brown‐eyes” exercise in reducing college students’ stereotyping and prejudice was assessed. College students were randomly assigned to either the exercise group or a comparison group. Blue‐eyed and brown‐eyed exercise participants were given discriminatory versus preferential treatment, respectively; a procedure purportedly designed to sensitize participants to the emotional and behavioral consequences of discrimination. Participation in the exercise was found to be associated with White students (a) indicating significantly more positive attitudes toward Asian American and Latino/Latina individuals, but only marginally more positive attitudes toward African American individuals; and (b) reporting anger with themselves when noticing themselves engaging in prejudiced thoughts or actions—negative affect that theoretically could prove to be either helpful or detrimental in promoting long‐term reduction of stereotyping and prejudice.     

Open-field behavior of spontaneously hypertensive and Wistar-Kyoto normotensive rats: effects of reciprocal cross-fostering

The influence of the maternal environment on the development of open-field behavior in spontaneously hypertensive (SHR) rats was investigated using the technique of reciprocal cross-fostering. Entire litters of SHR and Wistar-Kyoto (WKY) normotensive rats were either reared by their natural mothers, in-fostered to dams of the same strain, or cross-fostered to dams of the opposite strain on the day after birth. Open-field behavior was assessed in male and female rats from the six groups (2 strains x 3 rearing conditions) at 30, 60, 90, and 120 days of age. Animals were observed in the open-field during a 5-min test period and the number of squares entered and hindlimb rears were recorded. At all ages tested, SHR rats were more active in the open field, entering more squares and rearing more frequently than WKYs. SHR females were more active than age-matched SHR males, while no sex differences were apparent in the WKY strain. At each age, open-field behavior was similar across WKY rearing groups. SHR control and in-fostered animals responded similarly in the open field; however, SHR cross-fostered rats (particularly females) tended to be more active than controls. Although cross-fostering has profound effects on cardiovascular development and functioning in the SHR, it appears that altering the early maternal environment experienced by SHR pups does not grossly affect the development of open-field behavior.     

The Importance of the Task in Analyzing Expert Judgment

The accuracy of judgmental forecasts of temperature and precipitation was analyzed. In contrast to the findings of many studies of expert judgment and forecasting, forecasts were highly accurate and forecaster agreement was high. Human forecasters performed better than an operational forecasting model and about the same as a linear regression model. Differences between temperature and precipitation forecasts could be predicted from differences between the tasks. In general, differences between tasks were much greater than differences between forecasters. Task predictability was an excellent indicator of forecast accuracy. The characteristics of the environment for forecasting temperature and precipitation that contribute to accuracy include high-quality information and the availability of "guidance" based on a computer model. It is concluded that an understanding of the properties of the task is essential for understanding the accuracy of expert judgment.     

Psychotherapy training via a task-based assessment of the multicultural orientation framework: A pilot study

This pilot study involved the development and initial testing of an applied Multicultural Orientation Performance Task (MCO-PT) and coding system. The MCO-PT was comprised of seven brief video simulations of cultural exchanges. Seventy-four graduate students recorded responses and then completed measures of desirable responding and multicultural competence. Research assistants coded the videos on three dimensions: cultural humility, cultural opportunities and cultural comfort (ICCs 0.61–0.97). Exploratory factor analysis yielded three factors that corresponded with the MCO constructs (alphas 0.77–0.97). Cultural opportunities were positively correlated with multicultural competence, and none of the subscales were associated with social desirability.     

Attachment,self-esteem,and psychomotor development in extremely premature children at preschool age

The aim of the study was to evaluate concomitantly self-esteem and model of attachment to the mother in extremely premature (24–28 weeks of gestation) and full-term children, in relation to the child's variables (neonatal condition, gender, cognitive development) and family variables (family adversity, socioeconomic status). Forty-two extremely premature and 27 fullterm children were assessed at 5 years 9 months. For the premature children, neonatal status and developmental quotient (DQ) at 18 months were also obtained. Premature and fullterm children did not differ in attachment and self-esteem categories. For all subjects, IQ at 5 years 9 months differed significantly across self-esteem categories. Seventy percent of premature children who showed a decrease in IQ from 18 months to 5 years 9 months had a negative self-esteem. In the premature group, DQ at 18 months was lower for the children that were categorized at 5 years 9 months with nonsecure attachment to the mother. Attachment appeared sensitive to early neuromotor impairments, and self-esteem to the developmental level at the time of the evaluation.     

Applicant Race, Job Status, and Racial Attitude as Predictors of Employment Discrimination

It is important to understand why biased employee selection occurs in the workplace. We examined applicant race, job status, and the evaluator's attitudes toward blacks as possible predictors of unfair selection decisions. After completing an attitude toward blacks scale, one hundred and eighty-one people evaluated the qualifications of either a black or white applicant for either a high or low status job. Results showed no differences in the hiring decision. However, evaluators with more negative attitudes toward blacks reported greater confidence in their decision to hire the black applicant than the white applicant for the low status job compared to the confidence of evaluators with more positive attitudes. They also reported greater confidence in their decision to hire the white applicant than the black applicant for the high status job as compared to evaluators with more positive attitudes towards blacks. We observed the opposite results for less biased individuals. Evaluator ratings do not explain these findings. These data suggest that unfair discrimination may operate in subtle ways.