Objectivity interrogation of racial scholarship in psychology and management.

Scholars of color remain underrepresented in US institutions in academia. In this paper, we will examine one factor that contributes to their continued marginalization in psychology and management: the scientific method's commitment to traditional notions of objectivity. We argue that objectivity-defined as practices and policies rooted in the heightened value placed on a research process that is ostensibly free from bias-is central to the prominence of primarily White scholarship in psychology and management research and remains central to knowledge production. To investigate this, we employ a mixed-methods approach, integrating qualitative and quantitative data to codify how scholars of color experience objectivity interrogations, or written and verbal questioning in academic contexts that implicates their scientific rigor. We also identify how scholars of color engage in objectivity armoring, or self-presentational strategies (toning down and stepping up) to contend with these interrogations. Finally, we reveal these toning down processes in language use within publications on racial scholarship. Overall, these studies reveal the unique challenges scholars of color face to legitimize and validate their work on race and racism within predominantly White institutions and disciplines.

How narratives of racial progress create barriers to diversity, equity, and inclusion in organizations.

Despite statements in support of racial justice, many organizations fail to make good on their commitments to diversity, equity, and inclusion (DEI). In this review, we describe the role of the narrative of racial progress-which conceives of society as rapidly and automatically ascending toward racial equity-in these failures. Specifically, the narrative (1) envisions organizations as race neutral, (2) creates barriers to complex cross-race discussions about equity, (3) creates momentum for less effective policy change, and (4) reduces urgency around DEI goals. Thus, an effective DEI strategy will involve organizational leaders overcoming this narrative by acknowledging past DEI failures and, most critically, implementing immediate and evidence-based structural changes that are essential for creating a more just and equitable workplace.

Race-status associations: Distinct effects of three novel measures among White and Black perceivers.

Race is fraught with meaning, but unequal status is central. Race-status associations (RSAs) link White Americans with high status and Black Americans with low status. RSAs could occur via observation of racially distributed jobs, perceived status-related stereotypic attributes, or simple ranking. Nine samples (N = 3,933) validate 3 novel measures of White = high status/Black = low status RSAs-based on jobs, rank, and attributes. First, RSA measures showed clear factor structure, internal validity, and test-retest reliability. Second, these measures differentially corresponded to White Americans' hierarchy-maintaining attitudes, beliefs, and preferences. Potentially based on observation, the more spontaneous Job-based RSAs predicted interracial bias, social dominance orientation, meritocracy beliefs, and hierarchy-maintaining hiring or policy preferences. Preference effects held after controlling for bias and support for the status quo. In contrast, the more deliberate Rank- and Attribute-based RSAs negatively predicted hierarchy-maintaining beliefs and policy preferences; direct inferences of racial inequality linked to preferences for undoing it. Third, Black = low status, rather than White = high status, associations largely drove these effects. Finally, Black Americans also held RSAs; Rank- or Attribute-based RSAs predicted increased perceived discrimination, reduced social dominance, and reduced meritocracy beliefs. Although individuals' RSAs vary, only White Americans' Job-based stratifying associations help maintain racial status hierarchies. Theory-guided evidence of race-status associations introduces powerful new assessment tools. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

A psychology of power that is embedded in societal structures.

Here, we look ahead to a psychology of power that is embedded in societal structures, specifically with regard to the North American context of race, gender, and social class. We argue that studies of power are limited when decoupled from these societal structures of power and we make this argument by examining dominant working definitions and links between power and prosociality. We end with a suggestion that a fully embedded and historical psychological account of social power will require greater constraints on generality, additional descriptive work on the experience of power in everyday life, and methods and samples that bring research on social power out of university spaces and into the places, spaces, and institutions where that power is intertwined.

Evidence for the reproduction of social class in brief speech.

Economic inequality is at its highest point on record and is linked to poorer health and well-being across countries. The forces that perpetuate inequality continue to be studied, and here we examine how a person's position within the economic hierarchy, their social class, is accurately perceived and reproduced by mundane patterns embedded in brief speech. Studies 1 through 4 examined the extent that people accurately perceive social class based on brief speech patterns. We find that brief speech spoken out of context is sufficient to allow respondents to discern the social class of speakers at levels above chance accuracy, that adherence to both digital and subjective standards for English is associated with higher perceived and actual social class of speakers, and that pronunciation cues in speech communicate social class over and above speech content. In study 5, we find that people with prior hiring experience use speech patterns in preinterview conversations to judge the fit, competence, starting salary, and signing bonus of prospective job candidates in ways that bias the process in favor of applicants of higher social class. Overall, this research provides evidence for the stratification of common speech and its role in both shaping perceiver judgments and perpetuating inequality during the briefest interactions.