Racial discrimination + Reduction Flashcards

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1
Q

What are some government initiatives that have addressed racial discrimination?

A

Australian Legislation:
> The Racial Discrimination Act (1975): applies to everyone and makes racial discrimination unlawful in Australia -> great to know that it’s there, but looking back after the event (of discrimination), we need to work on removing the antecedents that result in discrimination.
> However, in 2014, the Government had issues with some of the law (section 18c) - “people do have the right to be bigots, you know…”
> Close the Gap: there is still a 10-year gap in life expectancy between Indigenous and non-Indigenous Australians -> currently not on track to meet the target of parity by 2031

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2
Q

Measuring racial discrimination (subjective and objective measures)

A

i) subjective measures:
> Harrell (1994; 1997) developed the Racial and Life Experiences Scale (RALES) - measures daily raced-based micro-aggressions in the past year
> Williams et al. (1997) Everyday Discrimination Scale (EDS). In your day to day life, how often do you experience the following: (9-items)
Problems: current and not retrospective; subjective -> problem of self perception.

ii) objective measures:
> Lynn et al. (2008) conducted ‘Consumer racial discrimination in tipping’. -> tipped the blacks LESS

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3
Q

Audit/hiring discrimination studies

A

Riach & Rich (1991):
> ‘corresponding testing’ & ‘audit discrimination’ -> job applications w/anglo and vietnamese and greek names.
Result:
> Vietnamese males AND females were denied an interview 33%
> Greek males denied 21.8% and females 11.3%
Booth et al. (2012):
> more recent
> Chinese and middle easteners having to submit more than 50% more applicants
> indigenous also experience discrimination

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4
Q

Not all majorities discriminate against racial minorities

A

> Can’t have simple us and them mentality - not all majority group members discriminate etc
Australia is a multicultural nation

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5
Q

In White et al. (2010), what are the four different attitudes towards outgroups

A
How?
Measured attitudes (modification of Stephan & Stephan's Intergroup Anxiety Scale) and aculturation orientations (do you want muslims Aus to integrate, become individualistic etc)

Positively correlated to positive attitudes and negatively correlated to negative attitudes towards Muslims:
> Integrationist - hold on to who you are, but adopt a few of our values
> Individualist
Negatively correlated to positive attitudes and positively correlated to negative attitudes towards Muslims:
> Segregationist - come to here and stay in their own areas
> Assimilationist - come to our country and assimilate completely into out values

Note: self-report, therefore could be social desirability

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6
Q

From the Challenging Racism Project (2015), what % of respondents believed that racism was present in Australia?

A

85%

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7
Q

What is the link between racism and negative health outcomes?

A

Priest et al. (2013) performed a meta analysis and found 76% of studies revealed a positive associated between reported racism and mental health outcomes - think about the feeling of Adam Goodes

What are some of the moderators of the racism/health relation:
> age, gender, cognitive development, coping responses, social and community response
> Can be looked at for strategies to cope with racism, BUT want to look at preventing it, not just coping.

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8
Q

In Pedersen and Barlow (2008), what is the top-down, bottom-up action approach to reduce racism towards Aboriginals?

A

Top-down: high level government interventions

Bottom-up: inclusion in schools and universities

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9
Q

Reducing Racism Towards Aboriginal Australians (Pedersen & Barlow, 2008) - how? what? results?

A

How?
> Lectures on:
> collectivist nature of Abo. culture
> Prejudice and its effect on Abo children
> False beliefs surrounding AA
> Superior spatial skills
> Cultural bias of IQ test towards whites
Note: tutorials complementing the lectures

What?
> 6-week program - amongst 123 university students aged 21
> Completed a series of questions before (pre-test) and after (post-test) a 6-week cultural psychology unit
> Only 50% attrition rate!

Results?
> Some promising results when comparing pre-test to post-test
> significant INCREASE in acceptance of AA or sig. DECREASE
> an INCREASE in the number of sudents who saw SPECIAL TREATMENT of AA as a GOOD thing (Affirmative Action)
> False beliefs about AA DECREASED sig.

Limitations:
> Attrition rates
> No retest - could be priming effect and not longevity

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10
Q

Government (top-down) level policies

A

The National Anti-racism Strategy (2012 - )

“Racism Stops with Me”:
> organisations - sport, businesses, community, gov. - pledge their commitment to tolerance and anti-racism

Workplace cultural diversity toolkit:
> toolkit to help businesses employ the best person for the job and to minimise the risk of discrimination.

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11
Q

What was the gap in the literature that White and Abu-Rayya (2012) addressed

A

The longevity of such racial discrimination reduction policies

How?
2-week, 1, 3, 6, and 12 month follow up tests

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12
Q

What were the theories in social psychology which White and Abu-Rayya (2012) adopted

A

> An area in Social Identity: Dual Identity

Shared identity: Us -> Shared -> Them

> Allport: Contact Hypothesis - electronic intervention

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13
Q

What was the intervention in White and Abu-Rayya (2012) and how long did it go for?

A

> It was a electronic contact intervention (based on Allport’s contact hypothesis) between Muslim only and Christian only schools
It lasted for 9 weeks

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14
Q

What had previous frameworks to White and Abu-Rayya (2012) failed to incorporate?

A

> The SOCIAL strengths of of CONTACT
The COGNITIVE advantages of DUAL IDENTITY - retain religious identity but also gain a shared environment (created through care fro Australian environment)

Need CONTACT, but before that can happen, need to COGNTIVELY restructure the thinking towards the group.

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15
Q

What are the four facilitative conditions of Allport’s Contact Theory? What did White and Abu-Rayya (2012) add from Thomas Pettigrew?

A

> co-operation
a common goal
support from authority
equal status

Added TIME - time for these co-operative condition to take time

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16
Q

What is important about the Dual Identity used in White and Abu-Rayya (2012)?

A

You must create a commonality, but also keep focusing on what distinguishes you - BOTH what can you offer and what can you share?

17
Q

What did White and Abu-Rayya (2012) results find?

A

DV’s:
Intergroup Anxiety was reduced across time
Outgroup Knowledge was increased with time
Intergroup Bias was reduced and maintained across time

18
Q

New Virtual E-Contact tool

A

Interacting with pre-programmed Muslim out-group member
> Religion tended to moderate the effects of E-contact on a muslim out-group member
> Interaction effect showed it to be a VERY useful tool for people who usually don’t have contact with the outgroup - not very useful if already have contact