4 Social Cognition
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The Role Arabic Literature Can Play to Redress The
READ TO CHANGE: THE ROLE ARABIC LITERATURE CAN PLAY TO REDRESS THE DAMAGE OF STEREOTYPING ARABS IN AMERICAN MEDIA A dissertation submitted to Kent State University in partial fulfillment of the requirements for the degree of Doctor of Philosophy by Mohammed Albalawi May 2016 © Copyright All rights reserved Except for previously published Dissertation written by Mohammed H. Albalawi B.A., King Abdulaziz University, 2001 M.A., King Abdulaziz University, 2010 Ph.D., Kent State University, 2016 Approved by Babacar M’Baye , Chair, Doctoral Dissertation Committee Mark Bracher , Members, Doctoral Dissertation Committee Sarah Rilling Richard Feinberg Ryan Claassen Accepted by Robert Trogdon, Chair, Department of English James L. Blank, Dean, College of Arts and Sciences ii TABLE OF CONTENTS TABLE OF CONTENTS ............................................................................................................... iii LIST OF FIGURES ........................................................................................................................ iv ACKNOWLEDGMENTS .............................................................................................................. v DEDICATION .............................................................................................................................. vi CHAPTERS I. INTRODUCTION ......................................................................................................... 1 II. UNDERSTANDING STEREOTYPES ...................................................................... -
Addressing Implicit Bias, Racial Anxiety, and Stereotype Threat in Education and Health Care
Rachel D. Godsil THE SCIENCE OF EQUALITY, VOLUME 1: Seton Hall University School of Law ADDRESSING IMPLICIT Linda R. Tropp University of BIAS, RACIAL ANXIETY, AND Massachusetts Amherst STEREOTYPE THREAT IN UCLA and Harvard Kennedy School of EDUCATION AND HEALTH CARE Government john a. powell University of California, November 2014 Berkeley REPORT AUTHORS Rachel D. Godsil Director of Research, Perception Institute Eleanor Bontecou Professor of Law Seton Hall University School of Law Linda R. Tropp, Ph.D. Professor, Department of Psychological and Brain Sciences Director, Psychology of Peace and Violence Program University of Massachusetts Amherst President, Center for Policing Equity Associate Professor of Psychology, UCLA Visiting Scholar, Harvard Kennedy School of Government john a. powell Director, Haas Institute for a Fair and Inclusive Society Professor of Law, African American and Ethnic Studies University of California, Berkeley PERCEPTION INSTITUTE Alexis McGill Johnson, Executive Director Rachel D. Godsil, Director of Research Isaac Butler, Senior Editor Research Advisors Joshua Aronson, New York University Matt Barreto, University of Washington DeAngelo Bester, Workers Center for Racial Justice Ludovic Blain, Progressive Era Project Camille Charles, University of Pennsylvania Nilanjana Dasgupta, University of Massachusetts Amherst Rachel D. Godsil, Seton Hall University Law School Jerry Kang, University of California, Los Angeles, School of Law john a. powell, University of California, Berkeley L. Song Richardson, University of California, Irvine College of Law Linda R. Tropp, University of Massachusetts Amherst Board of Directors john a. powell, Chair Connie Cagampang Heller Steven Menendian We wish to thank the Ford Foundation, the Open Society Foundation’s Campaign for Black Male Achievement, and the W.K. -
Race Equity Project – Debiasing Techniques
Race Equity Project – Debiasing Techniques A Pick List of Debiasing Techniques _________________________________________________________ The starting point for any debiasing intervention is implicit bias training. A group of interactive exercises that allow the participant to experience the functions, quirks and limitations of their own brain, creates a starting point to understand ones’ own bias and provides insight into the formation of bias in others. It provides the language of the cognitive processes that opens the door to a discussion of debiasing. Implicit bias training implicates our life personally, interpersonally, in our programs and in our advocacy. It is the necessary starting point for any debiasing effort. Debiasing techniques are designed to interrupt decision making process at the unconscious level where bias resides and to insert into the thought process filters and associations that may lead to more equitable outcomes. In this intervention guide you will find brief summaries of successful debiasing techniques that have been tested and peer reviewed by cognitive scientists. We then, offer examples of applications of these techniques in the context of services delivery. The examples are not intended to be exhaustive. They are a starting point for examination of debiasing interventions in your program. All will need to be contextualized to the systems in each program. Ten years ago, debiasing studies focused on interventions at each point in a decision-making process seeking to reduce the automaticity of certain negative associations related to race, ethnicity, gender, LGBTQ issues et al. Recently cognitive scientists and social psychologists have found that success in mitigation requires programs to simultaneously take stock of racial anxiety and stereotype threat that may exist in the culture of the program in which the decision-making process unfolds. -
Jerry Kang's “Trojan Horses of Race”
Trojan Horses of Race Author(s): Jerry Kang Source: Harvard Law Review, Vol. 118, No. 5 (Mar., 2005), pp. 1489-1593 Published by: The Harvard Law Review Association Stable URL: http://www.jstor.org/stable/4093447 Accessed: 29/07/2009 13:58 Your use of the JSTOR archive indicates your acceptance of JSTOR's Terms and Conditions of Use, available at http://www.jstor.org/page/info/about/policies/terms.jsp. JSTOR's Terms and Conditions of Use provides, in part, that unless you have obtained prior permission, you may not download an entire issue of a journal or multiple copies of articles, and you may use content in the JSTOR archive only for your personal, non-commercial use. Please contact the publisher regarding any further use of this work. Publisher contact information may be obtained at http://www.jstor.org/action/showPublisher?publisherCode=harvardlaw. Each copy of any part of a JSTOR transmission must contain the same copyright notice that appears on the screen or printed page of such transmission. JSTOR is a not-for-profit organization founded in 1995 to build trusted digital archives for scholarship. We work with the scholarly community to preserve their work and the materials they rely upon, and to build a common research platform that promotes the discovery and use of these resources. For more information about JSTOR, please contact [email protected]. The Harvard Law Review Association is collaborating with JSTOR to digitize, preserve and extend access to Harvard Law Review. http://www.jstor.org TROJAN HORSES OF RACE JerryKang TABLE OF CONTENTS INTR O D U C T IO N 149 ............................................................................................................................ -
Civil Rights Perestroika: Intergroup Relations After Affirmative Action
Civil Rights Perestroika: Intergroup Relations after Affirmative Action Linda Hamilton Kriegert TABLE OF CONTENTS Introduction ................................................................................... 1254 I. Preferences and Social Perception ............................................ 1258 A. Preferences and Social Cognition: The Problems of Stigma and Self-Derogation ............................................................ 1259 1. Self-Evaluations of Aptitude and Achievement ............. 1261 2. The Effect of Preferences on Motivation, Commitment, and Task Selection ................................. 1262 B. Preferences and Social Perception: Evaluation, Attribution, and the Perpetuation of Negative Stereotypes .................... 1263 1. Preferential Selection and the Evaluation of Affirmative Action Beneficiaries .................................. 1264 2. Affirmative Action Preferences and the Perpetuation of Negative Stereotypes: The Role of Attributional A mbiguity ..................................................................... 1265 C. Preferences and Procedural Justice ...................................... 1271 D. Preferences and Social Identity ........................................... 1274 II. After Affirmative Action: Recognizing Discrimination in the Land of the Colorblind .............................................................. 1276 A. The Inefficacy of Colorblindness as a Normative C onstruct ............................................................................ 1277 1. Automatic Processes