Bystanders' thresholds for intervention in Black vs. White women's sexual harassment.

Black women's sexual harassment is often overlooked and dismissed relative to White women's harassment. In three pre-registered experiments, we test whether this neglect extends to bystander intervention in sexual harassment. Participants observed an ostensibly live job interview between a man manager and a Black or White woman job candidate.

Gender Prototypes Hinder Bystander Intervention in Women's Sexual Harassment.

Bystander intervention is a powerful response to sexual harassment that reduces victims' burden to respond. However, gender prototypes depicting sexual harassment victims as prototypical women (i.e.

Diversity Initiatives and White Americans' Perceptions of Racial Victimhood.

Seven experiments explore whether organizational diversity initiatives heighten White Americans' concerns about the respect and value afforded toward their racial group and increase their perceptions of anti-White bias. The presence (vs. absence) of organizational diversity initiatives (i.

When is women's benevolent sexism associated with support for other women's agentic responses to gender-based threat?

Three studies examine how women's benevolent sexism (BS) shapes support for other women's agentic responses to gender-based threat. In Study 1, women read vignettes about a woman who agentically responded (vs. no response) to gender-based threat (e.

Narrow prototypes and neglected victims: Understanding perceptions of sexual harassment.

Sexual harassment is pervasive and has adverse effects on its victims, yet perceiving sexual harassment is wrought with ambiguity, making harassment difficult to identify and understand. Eleven preregistered, multimethod experiments (total N = 4,065 participants) investigated the nature of perceiving sexual harassment by testing whether perceptions of sexual harassment and its impact are facilitated when harassing behaviors target those who fit with the prototype of women (e.g.

Person-Message Fit: Racial Identification Moderates the Benefits of Multicultural and Colorblind Diversity Approaches.

Although diversity approaches attempt to foster inclusion, one size may not fit all. In five studies, African Americans ( = 1,316), who varied in strength of racial identification, contemplated interviewing at a company with a multicultural or colorblind approach. Participants in the multicultural condition anticipated pressure to be prototypical group members relative to colorblind and control conditions.

Show Don't Tell: Diversity Dishonesty Harms Racial/Ethnic Minorities at Work.

Organizations aim to convey that they are diverse and inclusive, in part, to recruit racial minorities. We investigate a previously unexamined downside of this recruitment strategy: , that is, belief that an organization is falsely or incorrectly inflating its actual diversity. In four studies (total = 871), we found that diversity dishonesty heightened minorities' concerns about fitting in, being authentic, and performing well at the organization.

Bargaining while Black: The role of race in salary negotiations.

The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e.

When do high and low status group members support confrontation? The role of perceived pervasiveness of prejudice.

This paper examines how perceived pervasiveness of prejudice differentially affects high and low status group members' support for a low status group member who confronts. In Experiment 1 (N = 228), men and women read a text describing sexism as rare or as pervasive and subsequently indicated their support for a woman who confronted or did not confront a sexist remark. Experiment 2 (N = 324) specified the underlying process using a self-affirmation manipulation.

Parents' empathic perspective taking and altruistic behavior predicts infants' arousal to others' emotions.

Empathy emerges in children's overt behavior around the middle of the second year of life. Younger infants, however, exhibit arousal in response to others' emotional displays, which is considered to be a precursor to fully developed empathy. The goal of the present study was to investigate individual variability in infants' arousal toward others' emotional displays, as indexed by 12- and 15-month-old infants' (n = 49) pupillary changes in response to another infant's emotions, and to determine whether such variability is linked to parental empathy and prosociality, as indexed via self-report questionnaires.

Racial progress as threat to the status hierarchy: implications for perceptions of anti-White bias.

In three studies, we examined how racial progress affects Whites' perceptions of anti-White bias. When racial progress was chronically (Study 1) and experimentally (Study 2) salient, Whites who believed the current U.S.

Presumed fair: ironic effects of organizational diversity structures.

This research tests the hypothesis that the presence (vs. absence) of organizational diversity structures causes high-status group members (Whites, men) to perceive organizations with diversity structures as procedurally fairer environments for underrepresented groups (racial minorities, women), even when it is clear that underrepresented groups have been unfairly disadvantaged within these organizations. Furthermore, this illusory sense of fairness derived from the mere presence of diversity structures causes high-status group members to legitimize the status quo by becoming less sensitive to discrimination targeted at underrepresented groups and reacting more harshly toward underrepresented group members who claim discrimination.

Racial stereotypes and interracial attraction: phenotypic prototypicality and perceived attractiveness of Asians.

What does it take to find a member of a different race attractive? In this research, we suggest that for Whites, attraction to Asians may be based, in part, on stereotypes and variations in Asians' racial appearance. Study 1 reveals that Asians are stereotyped as being more feminine and less masculine than other racial groups-characteristics considered appealing for women but not for men to possess. Study 2 examines how variation in racial appearance, phenotypic prototypicality (PP), shapes the degree to which Asians are gender stereotyped and how PP relates to perceptions of attractiveness.

Distributing prejudice unequally: do Whites direct their prejudice toward strongly identified minorities?

Across 6 studies, Whites expressed more negative attitudes toward strongly identified racial minorities than toward weakly identified minorities. Whites who personally endorsed worldviews that legitimize the status hierarchy were particularly likely to express negative attitudes toward strongly identified minorities relative to weakly identified minorities, whereas Whites who personally rejected status-legitimizing worldviews displayed the opposite pattern. In addition, Whites' biases against strongly identified minorities dissipated when strongly identified minorities expressed strong endorsement of status-legitimizing worldviews.

Perceived discrimination as worldview threat or worldview confirmation: implications for self-esteem.

In 3 studies, the authors tested the hypothesis that discrimination targets' worldview moderates the impact of perceived discrimination on self-esteem among devalued groups. In Study 1, perceiving discrimination against the ingroup was negatively associated with self-esteem among Latino Americans who endorsed a meritocracy worldview (e.g.

Why are attributions to discrimination interpersonally costly? A test of system- and group-justifying motivations.

In two studies, Whites' endorsement of system-justifying beliefs predicted increased negativity toward Blacks who blamed negative events on discrimination. Whites' system-justifying beliefs were not associated with negativity toward Blacks who blamed negative events on other internal causes, external causes, or nondiscriminatory unfairness. These negative reactions toward discrimination claimants were mediated by perceptions that the claimant held dissimilar values and failed to take personal responsibility for outcomes.

Prejudice expectations moderate preconscious attention to cues that are threatening to social identity.

Two studies examined whether chronic and situational expectations about being stigmatized predict attention toward cues that are threatening to social identity. In Study 1, women's chronic expectations about experiencing sexism were positively associated with their attention toward subliminal cues threatening to their social identity. In Study 2, women were vigilant toward subliminal cues threatening to their social identity when the experimental situation conveyed that their gender was devalued, but not when the experimental situation promoted value and respect for their gender.

A prospective investigation of the relationship between just-world beliefs and the desire for revenge after September 11, 2001.

We prospectively examined the relationship between individuals' belief in a just world and their desire for revenge against the perpetrators of the September 11 terrorist attacks against the United States. Eighty-three undergraduate students who had completed a measure of just-world beliefs prior to the terrorist attacks were assessed approximately 2 months following the attacks. The more strongly they had endorsed just-world beliefs prior to the attacks, the more distressed they felt about the attacks and the more they desired revenge.

It's not my fault: when and why attributions to prejudice protect self-esteem.

This study tested the hypothesis that awareness of the possibility of being a target of discrimination can provide individuals with a means of self-esteem protection when they are faced with negative outcomes. Men and women contemplated being rejected from a course due to sexism, personal deservingness, or an exclusively external cause. Regardless of gender, participants in the sexism condition blamed themselves less, attributed the rejection less to internal causes, and anticipated feeling less depressed than those in the personal deservingness condition.

Expectations about the future and the emotional consequences of perceiving prejudice.

Three studies tested the hypothesis that possessing a pessimistic outlook on life moderates the effects of perceiving sexism on emotions and self-esteem. Across all studies, a pessimistic outlook on life (either dispositionally held or experimentally induced) served as a source of emotional vulnerability among women (Studies 1-3) and men (Study 1) faced with evidence of sexism directed against their gender group. Study 3 demonstrated that one's outlook on life influences emotional adjustment to prejudice through the cognitive appraisal process.