Psychology of Diversity

James M. Jones is Professor of Psychology and Director of the Center for the Study for Diversity at the University of Delaware. John F. Dovidio is Professor of Psychology at Yale University. Deborah L. Vietze is Professor of Psychology at the City University of New York.

“The Psychology of Diversity not only teaches readers about research on prejudice, but it helps them understand how they can personally contribute to a better and more inclusive  society.”  (PsycCRITIQUES, 4 May 2015)

• Preface xvDedication xviiiAcknowledgments xixPart One Framing Diversity 1Chapter 1 The Psychology of Diversity: Challenges and Benefits 3Introduction 4The Goals of This Book 6What is Diversity About? 6A Taxonomy of Diversity 9When Diversity Does Not Add Up To Equality 10Perspectives on Diversity 11Behavioral Science and Diversity 11Diversity within Diversity 13The Diversity Divide: Benefits versus Challenges 14What Are the Benefits of Diversity? 14What Are the Challenges of Diversity? 17Organization of this Book 19Summary 22Chapter 2 Central Concepts in the Psychology of Diversity 27Introduction 27Understanding Diversity 30What is the Psychology of Diversity? 30What’s in a Social Group Label? 33Social Biases: Stereotypes, Prejudice, and Discrimination 34What Are They Like? Stereotypes 34How Do I Feel About Them? Prejudice 35How Do I Treat Them? Discrimination and Fairness 37Biases Below and Above the Surface 40The Structure of Social Bias 41Racism: A Case Example of Social Bias 41The Different Layers of Social Bias 42Research Methods for the Study of Social Bias 45The Scientific Enterprise 45Making Sense of the World Scientifically: Theories and Research Methods 46Testing Our Ideas: Research Designs 47Making Meaning from Research: Measures and Analysis of Data 49Summary 49Chapter 3 Historical Perspectives on Diversity in the United States 55Introduction 55Push–Pull: Dynamics of Diversity 57Immigration, Importation, and Citizenship 57U.S. Population Growth is Fueled by Immigration 58Who Are Citizens of the United States? 59Immigration and Ethnic Diversity 61Benevolent Sexism as Legal Argument 62Cultural Conditioning of American Indians 63Negative Responses to Diversity 64Immigration Policy 65Civil Rights 68Diversity and Civil Rights 68Expanding Diversity and Inclusion in U.S. Society Through Civil Rights 72Affirmative Action as a Diversity Approach 74A Nation of Minorities 78Challenges of Diversity 80Individual Rights, Diversity, and Prejudice Collide 80Diversity and Difference 81Majority and Minority 82Summary 83Part Two Psychological Processes 87Chapter 4 Personality and Individual Differences: How Different Types of People Respond to Diversity in Different Ways 89Introduction 89Origins of Prejudice: Allport’s Lens Model 90Personality and Prejudice 92The Abnormality of Prejudice: The Psychodynamic Model 93Psychodynamic Theory and Prejudice 93Prejudice against Difference: The Authoritarian Personality 94The Legacy of Authoritarianism: Contemporary Measures 96The Normality of Prejudice 99Conformity and Norms 99Social Dominance 100Authoritarianism and SDO: Sometimes a Lethal Combination 104Religion and Prejudice 106Politics and Prejudice 107Individual Differences in Blatant and Subtle Prejudice 109Summary 111Chapter 5 Social Cognition and Categorization: Distinguishing “Us” from “Them” 117Introduction 117We Are Social Animals 118How We Think About People: Social Cognition 119Acquiring Information: Attributions 120Integrating Information: Cognitive Consistency 124How We Think About Groups: Social Categorization and Group Membership 128Who is “In” and Who is “Out”? Social Categorization 129Thinking Differently About Us and Them 132What Can We Do? Reducing Bias and Embracing Diversity 133“Me” and “You” Instead of “Us” and “Them”: Decategorization 134Playing on the Same Team: Recategorization 136Implications and Applications of Category-based Models for Reducing Bias 138Summary 141Chapter 6 Social Identity, Roles, and Relations: Motivational Influences in Responses to Diversity 147Introduction 147Feeling Good about Us: Social Identity 148Who Am I? Personal and Social Identity 149Many Me’s: Multiple Identities 151My Group Is Better Than Yours: Creating Positive Identity 152Confusing “What is” with “What Should Be”: Social Roles and System Justification 155Blaming the Victim: Attributions to Groups 155Judging Who People Are by What Jobs They Do: Social Roles 156Maintaining the Status Quo: System Justification 158Slipping into the Darkness: Groups in Competition 161“You Dirty Rattler”: Conflict between Groups 162Threatening What We Have and What We Are: Realistic and Symbolic Conflict 162What Can We Do? Changing How Groups Relate 164Achieving More Together Than Alone: Superordinate Goals 165Putting the Pieces Together: Jigsaw Classroom 165You Complete Me (Us): Mutual Intergroup Differentiation 166Which Approach is Best? 167Summary 168Chapter 7 Is Bias in the Brain? 173Introduction 173What’s Under the Hood? The Organization of the Human Brain 175How We Know How the Brain Functions 176Brain Structure and Function 177Brain Structure, Diversity, and Intergroup Relations 178Warning! Difference Ahead! 179Who Are You? Race and Face Perception 183Brain Function and Intergroup Bias 187Explicit and Implicit Bias 188Contemporary Prejudice 192What Can We Do? Addressing Implicit Bias 195Acknowledging Implicit Bias 196Controlling Implicit Bias Through Unconscious Goals 197Summary 198Chapter 8 Coping and Adapting to Stigma and Difference 205Introduction 205Social Stigma and Cultural Difference 207The Social “Stain” of Stigma 208How Social and Cultural Difference Divides Us 210Racial Socialization and Acculturation 211Preparing Children for a Racialized Society: Racial Socialization 212Adapting to a Different Culture: Acculturation 212Stresses Caused by Stigma and Difference 213Perceiving Discrimination is Bad for Your Health 213Stereotype Threat is “in the Air” 214Coping with Perceived Discrimination 220How Group Membership Influences the Ways We Cope with Discrimination 220The Ways We Cope with Discrimination Individually 223Collective Identities 224How We Relate to Our Racial Group: Racial Identity 225How We Relate to Our Ethnic Group: Ethnic Identity 228Summary 231Chapter 9 Intergroup Interactions: Pitfalls and Promises 239Introduction 239Psychological Challenges of Intergroup Interaction 241Preparing for the “First Date” 241Where Do We Go from Here? Experiences in Intergroup Interactions 242You (Can) Complete Me 246Under the Radar? Implicit Bias and Intergroup Interaction 248Some Conclusions About Intergroup Interactions 251The Promise of Positive Intergroup Interaction 252How Does Contact Work? 253Friends of My Friends 255Just Imagine! 256Summary 257Part Three Culture, Power, and Institutions 263Chapter 10 Cultural Diversity: Preferences, Meaning, and Difference 265Introduction 265What is Culture? 268When Do Race Preferences Begin? 270Why Do Early Preferences Matter? 271How Do Cultures Differ? 272What We Value 272How We See Power 274How We Relate to Others: Individualism–Collectivism 276How We Perceive “the Other”: Enemyship 278How We Understand Time: Psychological Time 279How We Create Meaning: Religion 280Cultural Diversity 283Now We See It, Now We Don’t: Perspectives on Cultural Diversity 285Culture Wars Promote Conflict and Contest 287Culture Peace Promotes Representation and Belonging 289Preventing Bias and Favoritism 291Summary 293Chapter 11 Social Roles and Power in a Diverse Society 299Introduction 299Power Matters 302Who’s Got the Power? Power Dynamics and Diversity 305It’s Just Natural: The Power of Social Roles and Social Groups 306Who’s at the Top and Why? CEOs, Lawyers, and Janitors 307Multiple Me: Intersectionality and Power 308A Social Hierarchy: What’s Diversity Got To Do With it? 310Psychological Sources of Power 310Skin Color, Social Role, and Power 312Social Dominance: My Group Versus Your Group 314Social Class as a Source of Power 315Pathways to Fairness: Reducing Bias in Power Dynamics 316You Have More Power—What Should I Expect? 317Maybe the Status Quo Has Too Much Power 318Stereotyping: Can it Help and Not Harm? 319Summary 320Chapter 12 The Challenge of Diversity for Institutions 327Introduction 327Portraits of Institutional Bias 329Texaco: Recognizing Diversity Bias and Doing Something About it 329An All-Girls Math Class: Educational Bias on Purpose 330How Institutional Bias Operates 332The Origins of Institutional Bias: A Case Example 333Types of Institutional Bias 333Most Bias is Standard-of-Practice Bias 335Can Affirmative Action Address Institutional Bias? 336Home Ownership and Mortgage Lending 337Race, Ethnicity, Gender, and Age Disparities in Unemployment 339The Criminal Justice System and Ethnicity Disparities 340Ethnic Disparities in Capital Punishment 341Healthcare, Marriage, and Environmental Safety 341What Makes Institutional Bias so Challenging? 343Effects of Institutional Bias Are Far-reaching 344Emotions May Run High 345Maybe Poverty Leads to Institutional Bias 347Preventing Institutional Bias is a Challenge 348Valuing Diversity 348Diversity Training in Higher Education 349Summary 350Chapter 13 The Psychology of Diversity: Principles and Prospects 355Introduction 356Diversity is Diverse 357Diversity When it is All Good 359Diversity is Normal 361Doing Diversity is Hard 362Diversity Demands Change 363Diversity Sometimes Stands Opposed to Fairness 363Bias Has Deep-seated Psychological Roots and Consequences 363Diversity Complicates Interpersonal and Intergroup Interactions 364Principles of Diversity: What Have We Learned in This Book? 365Bias Against Diversity is Not Inevitable 365Diversity Presents Opportunities to Learn 366Interaction Improves Attitudes Toward Other Groups 366Diverse Contexts Promote Flexibility, Adaptability, and Creativity 366Personal Motivation Can Limit or Prevent Bias 367Belief That Biases Can Be Changed Increases People’s Interest in Diversity 367People Can Learn To Be Unprejudiced 367Approach and Avoidance Motivations Are Keys to Diversity Dynamics 368Individual Ideology and Values Determine Diversity Attitudes, Support, and Actions 368People Are Resilient in the Face of Discrimination 368Respect Promotes Diversity Among Members of Racial and Ethnic Minority Groups 369Support for Diversity is Greatest When it Includes Your Group 369Programs to Promote Intergroup Relations Can Succeed 370Trust is Crucial for Dealing with Difference and Change 370Organizational Values, Goals, and Practices Determine the Success of Diversity Efforts 371Conclusion 371Glossary 377Index 401