Aversive Racism and Selection Decisions: 1989 and 1999

By John F. Dovidio, S. Gaertner. Psychology Science, 2000

1,094 citations recorded by the source corpus.

Subfields: Gender Studies, Safety Research, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/576c054f84d0e4b1f21ae4f8f1b506b323e84867

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Citations in the corpus

The effect of Hispanic accents on employment decisions (2012, methodology): “Fiske (1998) has argued that stereotypes are most influential in ambiguous situations.”
Communities in Action: Pathways to Health Equity (2017, background): “The effects are greatest in situations marked by ambiguity, stress, and time constraints (Bertrand et al., 2005; Dovidio and Gaertner, 2000).”
Formal and Interpersonal Discrimination: A Field Study of Bias Toward Homosexual Applicants (2002, result): “We note, though, that laboratory studies of employment bias (e.g., Dovidio & Gaertner, 2000) typically show similar patterns and strength of effects for yes-no hiring decision measures and strength of recommendation scales.”
Processes in Racial Discrimination: Differential Weighting of Conflicting Information (2002, methodology): “…1986), juridic decisions (Dovidio, Smith, Donnella, & Gaertner, 1997; see also Johnson, Whitestone, Jackson, & Gatto, 1995), employment decisions (Dovidio & Gaertner, 2000), and spontaneous associations (e.g., Gaertner & McLaughlin, 1983), consistent support for this framework has been obtained.”
Mixed Signals: The Unintended Effects of Diversity Initiatives (2019, background): “Such standardization can also help hiring managers avoid justifying prejudiced decisions by shifting standards and idiosyncratically adjusting the qualifications they consider most important as they move through the hiring process (Dovidio & Gaertner, 2000).”
Racism and the Conspiracy of Silence (2005, background): “Especially relevant for our understanding of racism is, particularly, the work of James Jones at the University of Delaware (Jones, 1972, 1997), Jack Dovidio at Colgate University (Dovidio & Gaertner, 2000; Hodson, Dovidio, & Gaertner, 2002), and Claude Steele at Stanford University (Steele, 1997; S”
Subtle Yet Significant: The Existence and Impact of Everyday Racial Discrimination in the Workplace (2003, background): “Much of this research has focused on the perpetrators of discriminatory acts in the workplace and their prejudices (e.g. Dovidio & Gaertner, 2000; Frazer & Wiersma, 2001; Trentham & Larwood, 1998).”
The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets. (2008, background): “In a laboratory experiment by Dovidio & Gaertner (2000), for example, subjects (undergraduate psychology students) took part in a simulated hiring experiment in which they were asked to evaluate the application materials for black and white job applicants of varying qualification levels.”
The Joy of Sexism? A Multinational Investigation of Hostile and Benevolent Justifications for Gender Inequality and Their Relations to Subjective Well-Being (2010, background): “Much as pre-Civil War racism was markedly more hostile than the more subtle forms of racism currently expressed in U.S. society (Dovidio and Gaertner 1999, 2000; Sears 1988; Schuman et al. 1997), it seems plausible that purely hostile evaluations of women are acceptable forms of system…”
Understanding and Addressing Contemporary Racism: From Aversive Racism to the Common Ingroup Identity Model (2005, background): “To explore this possibility, in one selection decision study (Dovidio & Gaertner, 2000) we varied the clarity of applicants’ qualifications for a job and examined recommendations for hiring.”
A Preliminary Report on the Relationship Between Microaggressions Against Black People and Racism Among White College Students (2017, background): “…over the last several decades, increasing attention has been paid to how more subtle forms of prejudice may be enacted in everyday interpersonal interactions (e.g., Dovidio and Gaertner 1986, 1998, 2000), and interest in microaggressions has been galvanized in this context (Lilienfeld 2017).”
I Trust It, but I Don’t Know Why (2013, background): “Implicit processes may have their largest effects in ambiguous situations (Dovidio & Gaertner, 2000; Fiske, 1998), suggesting that implicit preference for automation may have its strongest main effects on trust when automation performance is ambiguous.”