Race related to Group Selection

2132 Words9 Pages
The American society appears to have evolving attitudes of diversity and racism in the workplace. Organizations are more eager to increase diversity percentages than ever before because of the social stigma of being labeled "racist". (Sommers, S.R., & Norton, M.I. ,2006). Individuals fear the stigma of being called racist so much that they begin to be blinded by what is most important to the workplace (Aberson, CL., & Ettlin, T.E. 2004). Early studies have shown more extreme views of diversity and often used racism to provide evidence of racial issues in the workplace. They also have concluded that increased workplace- diversity had a considerable negative effect on group cohesion unless treated by diversity training (Austin, J. R. 1997). However, recent studies Recent studies have shown less extreme views of how race is related to group selection. They have given evidence of this by defining what constitutes racial bias, highlighting how does race impact ethics and perceived professionalism (Bertrand, M., & Mullainathan, S., 2004), studying how bias impacts selection(Norton, M.I., Sommers, S.R., & Brauner, S., 2007) and understanding how bias and take place when selecting group members (Uhlmann, E.L., & Cohen, G.L., 2005). All of these factors impact the perceptions and biases of group members when selecting new members to join the group. This study attempts to get an understanding of how significant is race when doing group selection in a professional atmosphere with the help of an example study that was conducted recently (Norton, M.I., Sommers, S.R., Vandello, J.A., & Darley, J.M., 2006). For successful diverse organizations, it is essential for them to understand why certain people believe and behave negatively toward ... ... middle of paper ... ...orton, M.I., Sommers, S.R., & Brauner, S. (2007). Bias in jury selection: Justifying prohibited peremptory challenges. Journal of Behavioral Decision Making, 20, 467-479. Norton, M.I., Sommers, S.R., Vandello, J.A., & Darley, J.M. (2006). The psychology of mixed motives: The impact of race on decision-making. Psychology, Public Policy, and Law, 12,36-55. Sommers, S.R., & Norton, M.I. (2006). Lay theories about White racists: What constitutes racism (and what doesn't). Group Processes and Intergroup Relations, 9, 117-138. Sommers, S.R., & Norton, M.I. (2007). Race-based judgments, race-neutral justifications: Experimental examination of peremptory use and the Bar son challenge procedure. Law and Human Behavior, 31, 261-273. Uhlmann, E.L., & Cohen, G.L. (2005). Constructed criteria: Redefining merit to justify discrimination. Psychological Science, 16, 474-480.
Open Document