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The Psychology of Diversity presents a captivating social-psychological study of diversity, the obstacles confronting it, and the benefits it provides.
* Goes beyond prejudice and discrimination to discuss the personal and social implications of diversity for both majority and minority group members
* Considers how historical, political, economic, and societal factors shape the way people think about and respond to diversity
* Explains why discrimination leads to bias at all levels in society - interpersonal, institutional, cultural, and social
* Describes proven techniques for improving intergroup relations
* Examines the brain's impact on bias in clear terms for students with little or no background in neuroscience
* Includes helpful study tools throughout the text as well as an online instructor's manual
Preface xv
Dedication xviii
Acknowledgments xix
Part One Framing Diversity 1
Chapter 1 The Psychology of Diversity: Challenges and Benefits 3
Introduction 4
The Goals of This Book 6
What is Diversity About? 6
A Taxonomy of Diversity 9
When Diversity Does Not Add Up To Equality 10
Perspectives on Diversity 11
Behavioral Science and Diversity 11
Diversity within Diversity 13
The Diversity Divide: Benefits versus Challenges 14
What Are the Benefits of Diversity? 14
What Are the Challenges of Diversity? 17
Organization of this Book 19
Summary 22
Chapter 2 Central Concepts in the Psychology of Diversity 27
Introduction 27
Understanding Diversity 30
What is the Psychology of Diversity? 30
What's in a Social Group Label? 33
Social Biases: Stereotypes, Prejudice, and Discrimination 34
What Are They Like? Stereotypes 34
How Do I Feel About Them? Prejudice 35
How Do I Treat Them? Discrimination and Fairness 37
Biases Below and Above the Surface 40
The Structure of Social Bias 41
Racism: A Case Example of Social Bias 41
The Different Layers of Social Bias 42
Research Methods for the Study of Social Bias 45
The Scientific Enterprise 45
Making Sense of the World Scientifically: Theories and Research Methods 46
Testing Our Ideas: Research Designs 47
Making Meaning from Research: Measures and Analysis of Data 49
Summary 49
Chapter 3 Historical Perspectives on Diversity in the United States 55
Introduction 55
Push-Pull: Dynamics of Diversity 57
Immigration, Importation, and Citizenship 57
U.S. Population Growth is Fueled by Immigration 58
Who Are Citizens of the United States? 59
Immigration and Ethnic Diversity 61
Benevolent Sexism as Legal Argument 62
Cultural Conditioning of American Indians 63
Negative Responses to Diversity 64
Immigration Policy 65
Civil Rights 68
Diversity and Civil Rights 68
Expanding Diversity and Inclusion in U.S. Society Through Civil Rights 72
Affirmative Action as a Diversity Approach 74
A Nation of Minorities 78
Challenges of Diversity 80
Individual Rights, Diversity, and Prejudice Collide 80
Diversity and Difference 81
Majority and Minority 82
Summary 83
Part Two Psychological Processes 87
Chapter 4 Personality and Individual Differences: How Different Types of People Respond to Diversity in Different Ways 89
Introduction 89
Origins of Prejudice: Allport's Lens Model 90
Personality and Prejudice 92
The Abnormality of Prejudice: The Psychodynamic Model 93
Psychodynamic Theory and Prejudice 93
Prejudice against Difference: The Authoritarian Personality 94
The Legacy of Authoritarianism: Contemporary Measures 96
The Normality of Prejudice 99
Conformity and Norms 99
Social Dominance 100
Authoritarianism and SDO: Sometimes a Lethal Combination 104
Religion and Prejudice 106
Politics and Prejudice 107
Individual Differences in Blatant and Subtle Prejudice 109
Summary 111
Chapter 5 Social Cognition and Categorization: Distinguishing "Us" from "Them" 117
Introduction 117
We Are Social Animals 118
How We Think About People: Social Cognition 119
Acquiring Information: Attributions 120
Integrating Information: Cognitive Consistency 124
How We Think About Groups: Social Categorization and Group Membership 128
Who is "In" and Who is "Out"? Social Categorization 129
Thinking Differently About Us and Them 132
What Can We Do? Reducing Bias and Embracing Diversity 133
"Me" and "You" Instead of "Us" and "Them": Decategorization 134
Playing on the Same Team: Recategorization 136
Implications and Applications of Category-based Models for Reducing Bias 138
Summary 141
Chapter 6 Social Identity, Roles, and Relations: Motivational Influences in Responses to Diversity 147
Introduction 147
Feeling Good about Us: Social Identity 148
Who Am I? Personal and Social Identity 149
Many Me's: Multiple Identities 151
My Group Is Better Than Yours: Creating Positive Identity 152
Confusing "What is" with "What Should Be": Social Roles and System Justification 155
Blaming the Victim: Attributions to Groups 155
Judging Who People Are by What Jobs They Do: Social Roles 156
Maintaining the Status Quo: System Justification 158
Slipping into the Darkness: Groups in Competition 161
"You Dirty Rattler": Conflict between Groups 162
Threatening What We Have and What We Are: Realistic and Symbolic Conflict 162
What Can We Do? Changing How Groups Relate 164
Achieving More Together Than Alone: Superordinate Goals 165
Putting the Pieces Together: Jigsaw Classroom 165
You Complete Me (Us): Mutual Intergroup Differentiation 166
Which Approach is Best? 167
Summary 168
Chapter 7 Is Bias in the Brain? 173
Introduction 173
What's Under the Hood? The Organization of the Human Brain 175
How We Know How the Brain Functions 176
Brain Structure and Function 177
Brain Structure, Diversity, and Intergroup Relations 178
Warning! Difference Ahead! 179
Who Are You? Race and Face Perception 183
Brain Function and Intergroup Bias 187
Explicit and Implicit Bias 188
Contemporary Prejudice 192
What Can We Do? Addressing Implicit Bias 195
Acknowledging Implicit Bias 196
Controlling Implicit Bias Through Unconscious Goals 197
Summary 198
Chapter 8 Coping and Adapting to Stigma and Difference 205
Introduction 205
Social Stigma and Cultural Difference 207
The Social "Stain" of Stigma 208
How Social and Cultural Difference Divides Us 210
Racial Socialization and Acculturation 211
Preparing Children for a Racialized Society: Racial Socialization 212
Adapting to a Different Culture: Acculturation 212
Stresses Caused by Stigma and Difference 213
Perceiving Discrimination is Bad for Your Health 213
Stereotype Threat is "in the Air" 214
Coping with Perceived Discrimination 220
How Group Membership Influences the Ways We Cope with Discrimination 220
The Ways We Cope with Discrimination Individually 223
Collective Identities 224
How We Relate to Our Racial Group: Racial Identity 225
How We Relate to Our Ethnic Group: Ethnic Identity 228
Summary 231
Chapter 9 Intergroup Interactions: Pitfalls and Promises 239
Introduction 239
Psychological Challenges of Intergroup Interaction 241
Preparing for the "First Date" 241
Where Do We Go from Here? Experiences in Intergroup Interactions 242
You (Can) Complete Me 246
Under the Radar? Implicit Bias and Intergroup Interaction 248
Some Conclusions About Intergroup Interactions 251
The Promise of Positive Intergroup Interaction 252
How Does Contact Work? 253
Friends of My Friends 255
Just Imagine! 256
Summary 257
Part Three Culture, Power, and Institutions 263
Chapter 10 Cultural Diversity: Preferences, Meaning, and Difference 265
Introduction 265
What is Culture? 268
When Do Race Preferences Begin? 270
Why Do Early Preferences Matter? 271
How Do Cultures Differ? 272
What We Value 272
How We See Power 274
How We Relate to Others: Individualism-Collectivism 276
How We Perceive "the Other": Enemyship 278
How We Understand Time: Psychological Time 279
How We Create Meaning: Religion 280
Cultural Diversity 283
Now We See It, Now We Don't: Perspectives on Cultural Diversity 285
Culture Wars Promote Conflict and Contest 287
Culture Peace Promotes Representation and Belonging 289
Preventing Bias and Favoritism 291
Summary 293
Chapter 11 Social Roles and Power in a Diverse Society 299
Introduction 299
Power Matters 302
Who's Got the Power? Power Dynamics and Diversity 305
It's Just Natural: The Power of Social Roles and Social Groups 306
Who's at the Top and Why? CEOs, Lawyers, and Janitors 307
Multiple Me: Intersectionality and Power 308
A Social Hierarchy: What's Diversity Got To Do With it? 310
Psychological Sources of Power 310
Skin Color, Social Role, and Power 312
Social Dominance: My Group Versus Your Group 314
Social Class as a Source of Power 315
Pathways to Fairness: Reducing Bias in Power Dynamics 316
You Have More Power-What Should I Expect? 317
Maybe the Status Quo Has Too Much Power 318
Stereotyping: Can it Help and Not Harm? 319
Summary 320
Chapter 12 The Challenge of Diversity for Institutions 327
Introduction 327
Portraits of Institutional Bias 329
Texaco: Recognizing Diversity Bias and Doing Something About it 329
An All-Girls Math Class: Educational Bias on Purpose 330
How Institutional Bias Operates 332
The Origins of Institutional Bias: A Case Example 333
Types of Institutional Bias 333
Most Bias is Standard-of-Practice Bias 335
Can Affirmative Action Address Institutional Bias? 336
Home Ownership and Mortgage Lending 337
Race, Ethnicity, Gender, and Age Disparities in Unemployment 339
The Criminal Justice System and Ethnicity Disparities 340
Ethnic Disparities in Capital Punishment 341
Healthcare, Marriage, and Environmental Safety 341
What Makes Institutional Bias so Challenging? 343
Effects of Institutional Bias Are Far-reaching 344
Emotions May Run High 345
Maybe Poverty Leads to Institutional Bias 347
Preventing Institutional Bias is a Challenge 348
Valuing Diversity 348
Diversity Training in Higher Education 349
Summary 350
Chapter 13 The Psychology of Diversity: Principles and Prospects 355
Introduction 356
Diversity is Diverse 357
Diversity When it is All Good 359
Diversity is Normal 361
Doing Diversity is Hard 362
Diversity Demands Change 363
Diversity Sometimes Stands Opposed to Fairness 363
Bias Has Deep-seated Psychological Roots and Consequences 363
Diversity Complicates Interpersonal and Intergroup Interactions 364
Principles of Diversity: What Have We Learned in This Book? 365
Bias Against Diversity is Not Inevitable 365
Diversity Presents Opportunities to Learn 366
Interaction Improves Attitudes Toward Other Groups 366
Diverse Contexts Promote Flexibility, Adaptability, and Creativity 366
Personal Motivation Can Limit or Prevent Bias 367
Belief That Biases Can Be Changed Increases People's Interest in Diversity 367
People Can Learn To Be Unprejudiced 367
Approach and Avoidance Motivations Are Keys to Diversity Dynamics 368
Individual Ideology and Values Determine Diversity Attitudes, Support, and Actions 368
People Are Resilient in the Face of Discrimination 368
Respect Promotes Diversity Among Members of Racial and Ethnic Minority Groups 369
Support for Diversity is Greatest When it Includes Your Group 369
Programs to Promote Intergroup Relations Can Succeed 370
Trust is Crucial for Dealing with Difference and Change 370
Organizational Values, Goals, and Practices Determine the Success of Diversity Efforts 371
Conclusion 371
Glossary 377
Index 401
James M. Jones is Professor of Psychology at the University of Delaware and Director of the Center for the Study of Diversity. He received the Lifetime Contribution to Psychology award from the APA in 2011.
John F. Dovidio isProfessor of Psychology at Yale University. He has received numerous awards for his scholarship, service, and teaching, and served as president of several professional societies.
Deborah L. Vietze is Professor of Psychology and Urban Education at the City University of New York. She has received awards for her contributions to research on ethnic minorites and has served as a representative from the American Psychological Association to the United Nations.
