Responding responsively: Benefits of responsive racism-specific support for Black college students in same- and cross-race friendships.

Objectives: Black people seek racism-specific support (RSS)-social support in response to racism-from same-race (vs. cross-race) friends because they feel more understood by Black friends. The present study tested whether supportive and responsive (i.

Experiencing Burnout: John Henryism, Gender Role Conflict, and Anxiety Among Incarcerated Black Men.

At the intersection of race and gender, Black men encounter conflicting and often stress-inducing gender norms. Research suggests Black men may utilize John Henryism Active Coping (JHAC), a culturally-relevant strategy to manage stress. However, little is known about how incarcerated Black men cope with gender role conflict (GRC) and resulting psychological distress.

The Struggle Is Real: Employee Reactions to Indirect Trauma from Anti-Black Policing.

Despite increased media coverage of police using lethal force against Black civilians, little research aims to understand how such events affect employees, particularly Black employees, at work. We draw on -transferring emotions and/or behaviors from one domain to another-to examine how collective, indirect trauma, or trauma experienced by a large group of people not directly involved in an event, affected employees at work. Across two studies, we investigated Black and White employees' differential cognitive (Study 1), emotional, and interpersonal reactions (Studies 1 & 2) to hearing about police officers' use of lethal force against Black civilians (i.

Discrimination and health: The mediating role of daily stress processes.

Objective: Exposure to discrimination is consistently linked with worse physical and mental health outcomes. One potential reason is that discriminatory experiences shape the way people interpret and affectively react to daily stressful events which in turn impacts health. The current study examined the role of these two daily psychological stress processes as a pathway linking the longitudinal association between perceived discrimination and health outcomes.

Workplace Anger Costs Women Irrespective of Race.

The current research investigated the role that a person's race, gender, and emotional expressions play in workplace evaluations of their competence and status. Previous research demonstrates that women who express anger in the workplace are penalized, whereas men are not, and may even be rewarded. Workplace sanctions against angry women are often attributed to a backlash resulting from the violation of gender stereotypes.

Discrimination and the HPA axis: current evidence and future directions.

Numerous studies suggest that discrimination is associated with poor physical and mental health outcomes. Whereas the cardiovascular system has been extensively studied as a potential pathway linking discrimination with disease, the role of the hypothalamic-pituitary-adrenal (HPA) axis remains understudied. We conducted a systematic review of research on discrimination and related constructs as predictors and correlates of HPA axis activity.

Reducing implicit racial preferences: II. Intervention effectiveness across time.

Implicit preferences are malleable, but does that change last? We tested 9 interventions (8 real and 1 sham) to reduce implicit racial preferences over time. In 2 studies with a total of 6,321 participants, all 9 interventions immediately reduced implicit preferences. However, none were effective after a delay of several hours to several days.