Understanding and Addressing Contemporary Racism: From Aversive Racism to the Common Ingroup Identity Model

By S. Gaertner, John F. Dovidio. 2005

406 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fcc70ecd4a693fb2f6f990f6a3c8327ada0dcc9b

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Sociology and Political Science

Citations in the corpus

“Our Kids Aren’t Dropping Out; They’re Being Pushed Out”: Native American Students and Racial Microaggressions in Schools (2017, background): “Agreeing that professionals reinforce and support aversive racism (Gaertner & Dovidio, 2005), which by definition is often done unconsciously and unintentionally, is a necessary first step, but this cannot bewhere practice ends.”
The Psychological and Academic Costs of School-Based Racial and Ethnic Microaggressions (2017, background): “The uncommonness of overt racism is more than political correctness as most people self-report that they are not racist and declare egalitarian values (Gaertner & Dovidio, 2005).”
Endorsing Equity and Applauding Stay-at-Home Moms: How Male Voices on Work-Life Reveal Aversive Sexism and Flickers of Transformation (2010, background): “Although many people think racism is a thing of the past, aversive racism continues to operate within organizations without explicit or deliberate references to overt racism (Gaertner & Dovido, 2005; Saucier, Miller, & Doucet, 2005).”
Exposure to Television Portrayals of Latinos: The Implications of Aversive Racism and Social Identity Theory (2008, background): “White) defendant. In so doing, Gaertner and Dovidio (2005) argue that White respondents are able to provide an ostensibly unbiased rationalization for the decision while still adhering to stereotypes in their judgment, either consciously or unconsciously.”
Developing the Research Basis for Controlling Bias in Hiring (2012, background): “In particular, it questions the effectiveness of seeking to change employer behavior without explicitly addressing the often-unconscious attitudes and perceptions underlying that behavior (Gaertner & Dovidio, 2005).”
When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness (2011, background): “By extending intergroup boundaries so that previous ‘outgroups’ become part of a larger ‘ingroup’ status, team-based identities overcome the negative consequences that are predicted by stereotyping and similarity-attraction theories (Gaertner and Dovidio, 2005; Gaertner et al., 1989).”
The Hidden Prejudice in Selection: A Research Investigation on Skin Color Bias (2009, positive): “However, given U.S. history, it would be naïve to think that it is never a factor, as previous research has shown (Dovidio & Gaertner, 2004; Dovidio, Gaertner, & Pearson, 2005; Gaertner & Dovidio, 2005).”
Collective Action as the Material Expression of Opinion‐Based Group Membership (2009, background): “(p. 53) The first of the alternatives raised by Reicher et al. has received considerable attention through work on common in-group identity (e.g., Dovidio et al., 1997; Gaertner & Dovidio, 2000, 2005).”
Confronting prejudice: The who, what, and why of confrontation effectiveness (2013, background): “Also, confrontation may be more effective to the extent that a target confronter emphasizes a larger superordinate group that includes targets and non-targets (e.g., Americans, college students) (see Gaertner & Dovidio, 2005).”