Constructed Criteria. Redefining Merit to Justify Discrimination

By E. Uhlmann, Geoffrey L. Cohen. 2005

278 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/146a9029820b02d40d3e6df218c89e316f301f06

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Citations in the corpus

Morality shifting in the context of intergroup violence (2012, background): “42, 82–91 (2012) Our rationale is also in line with research on motivated reasoning and standard shifting (e.g. Biernat & Manis, 1994; Kunda, 1987; Norton, Vandello, & Darley, 2004; Uhlmann & Cohen, 2005).”
Cheating more when the spoils are split (2011, unknown): “…their discriminatory behavior or prejudicial attitudes behind socially acceptable reasons (Crandall & Eshleman, 2003; Dovidio, Smith, Donnella, & Gaertner, 1997; Esses, Dietz, & Bhardwaj, 2006; Gaertner & Dovidio, 1977, 2000; Gaertner, Dovidio, & Johnson, 1982; Uhlmann & Cohen, 2005).”
Selection Problems in the Presence of Implicit Bias (2018, background): “Research on implicit bias argues that unconscious attitudes toward members of different demographic groups — for example, defined by gender, race, ethnicity, national origin, sexual orientation, and other characteristics — can have a non-trivial impact on the way in which we evaluate members of thes”
With malice toward none and charity for some: ingroup favoritism enables discrimination. (2014, unknown): “The second emotion measure used by Ziegler et al. (2013) was an adaptation of Pettigrew and Meertens’s (1995) measure of subtle racism.”
Power and the objectification of social targets. (2008, background): “…and hiring indicate that hiring decisions are susceptible to the influence of a host of other factors that are not related to explicit organizational goals (Heilman & Saruwatari, 1979; Jawahar & Mattsson, 2005; Jussim, Coleman, & Lerch, 1987; Uhlmann & Cohen, 2005; Ziegert & Hanges, 2005).”
A question of belonging: race, social fit, and achievement. (2007, background): “…(especially in positions of authority; Census Bureau, 2003), encounter overt and subtle forms of prejudice (Dovidio & Gaertner, 2000; Greenwald & Banaji, 1995; Harber, 1998; see also Uhlmann & Cohen, 2005), and receive lower grades and salaries (Grodsky & Pager, 2001; Steele, 1997).”
Included but Invisible? Subtle Bias, Common Identity, and the Darker Side of “We” (2016, background): “In addition, Uhlmann and Cohen (2005) found that participants who were more confident in the objectivity of their judgments were also more likely to discriminate against equally qualified female candidates for a stereotypically male job (chief of police), inflating criteria that favored male over…”
The Psychology of Self‐defense: Self‐Affirmation Theory (2006, background): “That is, they assume that their own thoughts and beliefs—by virtue of being theirs— are objective, valid, and therefore worthy of being acted upon (Uhlmann & Cohen, 2005a).”
Competent Yet Out in the Cold: Shifting Criteria for Hiring Reflect Backlash Toward Agentic Women (2008, methodology): “The present research adds to the literature on shifting hiring criteria as a form of sex discrimination ( Uhlmann & Cohen, 2007 ), but questions remain as to why the shifting of criteria occurs.”
Gender stereotypes and workplace bias (2012, background): “When discretion is to be exercised, expectations are likely to exert influence by helping ‘‘tip the scales’’ as to what information is given most attention, often to the detriment of women (Uhlmann & Cohen, 2005).”
The Paradox of Meritocracy in Organizations (2010, background): “The same applies to research on self-perceived objectivity (Uhlmann and Cohen, 2005, 2007).”
Experimental Evidence on Teachers’ Racial Bias in Student Evaluation: The Role of Grading Scales (2020, background): “These findings are consistent with theory from scholars of implicit bias (Payne & Vuletich, 2018; Uhlmann & Cohen, 2005).”
Reducing Implicit Prejudice (2013, background): “Providing objective criteria to guide decision-making, such as listing job requirements immediately prior to selecting a candidate, can constrain opportunities to use subjective criteria in candidate selection (Uhlmann & Cohen, 2005).”
"I think it, therefore it's true": Effects of self-perceived objectivity on hiring discrimination. (2007, background): “In the research reported by Uhlmann and Cohen (2005), the same trait items formed a highly reliable index (a = .87).”
Science faculty’s subtle gender biases favor male students (2012, unknown): “Our results also point to the importance of establishing objective, transparent student evaluation and admissions criteria to guard against observers’ tendency to unintentionally use different standards when assessing women relative to men (45, 46).”