Why can't we just get along? Interpersonal biases and interracial distrust.

By John F. Dovidio, S. Gaertner, K. Kawakami, Gordon Hodson. Cultural diversity & ethnic minority psychology, 2002

619 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/331811c7ed632600f80176474a8259d45c4a957b

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Citations in the corpus

Communities in Action: Pathways to Health Equity (2017, background): “Implicit bias John Dovidio defines implicit bias—a mechanism of unconscious discrimination—as a form of racial or other bias that operates beneath the level of consciousness (Dovidio et al., 2002).”
Racial microaggressions and perceptions of Internet memes (2016, background): “Despite the belief that racial prejudice is on the decline (Dovidio et al., 2002; Sue et al., 2007), People of Color continue to face racial discrimination in their daily lives (Donovan et al.”
Intergroup Perception and Cognition: An Integrative Framework for Understanding the Causes and Consequences of Social Categorization (2017, background): “Because this type of social tuning is strongly implicated in smoothing interactions and creating strong social bonds, it is particularly relevant in intergroup contexts, which are often fraught with misunderstandings and misperceptions (Dovidio et al., 2002; Holoien, Bergsieker, Shelton, & Alegre, 2”
Implicit Bias among Physicians and its Prediction of Thrombolysis Decisions for Black and White Patients (2007, background): “It may in fact be the subtleties of interracial interactions that lay the foundation for differential treatment to occur.(28) IATs can be developed to provide a broader range of clinically relevant stereotypes, in addition to the tests we used.”
Experimental Research on Labor Market Discrimination (2018, neutral): “…men or women with words more related to math/ science versus liberal arts, and find more bias and less updating based on performance data 27 Dovidio et al. (2002) survey experimental psychology research on implicit discrimination. for those who, according to the IAT, have stronger implicit…”
Leader inclusiveness, psychological diversity climate, and helping behaviors (2016, background): “Further, according to aversive racism theory (Dovidio et al., 2002), some majority group members may have a subconscious aversion to racioethnic minorities and thereby respond negatively to diversity efforts.”
Students’ Preconceptions of Professors: Benefits and Barriers According to Ethnicity and Gender (2005, background): “The principles of aversive racism (Dovidio et al., 2002; Gaertner & Dovidio, 1986) and ambivalent racism (Katz & Hass, 1988) may help in the explanation of these patterns.”
Improving intergroup relations through direct, extended and other forms of indirect contact (2011, background): “…avoidance of personal contact (Plant & Devine, 2003), negatively biased expectations and interpretations for such interaction (Hugenberg & Bodenhausen, 2004), and behaviors that may, often without intention, convey impressions that exacerbate intergroup tension and conflict (Dovidio et al., 2002).”