scholarly journals Using the Science of Psychology to Target Perpetrators of Racism and Race-Based Discrimination for Intervention Efforts: Preventing Another Trayvon Martin Tragedy

2013 ◽  
Vol 5 (1) ◽  
pp. 11-36 ◽  
Author(s):  
Vickie M. Mays, PhD, MSPH ◽  
Denise Johnson, JD ◽  
Courtney N. Coles, MPH ◽  
Denise Gellene, MBA ◽  
Susan D. Cochran, PhD, MS

Psychological science offers a variety of methods to both understand and intervene when acts of potential racial or ethnic racism, bias or prejudice occur. The Trayvon Martin killing is a reminder of how vulnerable African American men and boys, especially young African American men, are to becoming victims of social inequities in our society. We examine several historical events of racial bias (the Los Angeles civil disturbance after the Rodney King verdict, the federal government’s launch of a “War on Drugs” and the killing of Trayvon Martin) to illustrate the ways in which behaviors of racism and race-based discrimination can be viewed from a psychological science lens in the hopes of eliminating and preventing these behaviors. If society is to help end the genocide of African American men and boys then we must broaden our focus from simply understanding instances of victimization to a larger concern with determining how policies, laws, and societal norms serve as the foundation for maintaining implicit biases that are at the root of race-based discrimination, prejudice, bias and inequity. In our call to action, we highlight the contributions that psychologists, particularly racial and ethnic minority professionals, can make to reduce the negative impact of racial and ethnic bias through their volunteer/pro bono clinical efforts.

2018 ◽  
Vol 41 (3) ◽  
pp. e237-e244
Author(s):  
Augusto César Ferreira De Moraes ◽  
Heráclito Barbosa Carvalho ◽  
Robyn L McClelland ◽  
Ana V Diez-Roux ◽  
Moyses Szklo

AbstractBackgroundLow socioeconomic status (SES) is associated with cardiovascular disease (CVD) risk, but its association with different markers of SES may be heterogeneous by sex and race/ethnicity.MethodsWe have examined the relationships of four SES markers (education, family income, occupation and neighborhood SES) to ideal cardiovascular health (ICH), an index formed by seven variables. A total of 6792 cohort participants from six regions in the USA: Baltimore City and Baltimore County, MD; Chicago, IL; Forsyth County, NC; Los Angeles County, CA; New York, NY; and St. Paul, MN of the Multi-Ethnic Study of Atherosclerosis (MESA) (52.8% women) were recruited at baseline (2000–2) and included in the present analysis.ResultsICH was classified as poor, intermediate or ideal. Level of education was significantly and inversely associated with ICH in non-Hispanic White men and women, in Chinese-American and Hispanic American men and African-American women. Family income was inversely and significantly associated with poor ICH in African-American men only.ConclusionsWe conclude that the strength of the associations between some SES markers and ICH differ between sexes and race/ethnic groups.


2013 ◽  
Vol 5 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Rebecca L. Toporek, Editor, JSACP

In February 2012, Trayvon Martin, an unarmed African American teenager, was shot and killed by George Zimmerman, a neighborhood watch volunteer in Sanford, Florida. The incident and subsequent police response, or lack thereof, resulted in debate, controversy and outrage regarding the role that racial bias may have played in this incident. Although there were many individuals who mourned the death of Trayvon Martin, the perception of this as a racially based incident was clearly discrepant between white individuals and communities of color. In the midst of this mourning and debate, psychologists and counselors responded as community members, professionals and researchers. This special issue of the Journal for Social Action in Counseling and Psychology was initiated in March 2012, as a forum for counselors and psychologists to voice the impact of this and similar incidents as well as to propose social action that we can take as professionals to prevent and respond to hate related violence. This article provides a foundation and overview for the special issue.


2017 ◽  
Vol 43 (8) ◽  
pp. 789-812 ◽  
Author(s):  
David H. Chae ◽  
Wizdom A. Powell ◽  
Amani M. Nuru-Jeter ◽  
Mia A. Smith-Bynum ◽  
Eleanor K. Seaton ◽  
...  

2002 ◽  
Vol 31 (3) ◽  
pp. 354-360 ◽  
Author(s):  
Amy Rock Wohl ◽  
Denise F. Johnson ◽  
Sharon Lu ◽  
Wilbert Jordan ◽  
Gildon Beall ◽  
...  

2014 ◽  
Vol 46 (2) ◽  
pp. 103-111 ◽  
Author(s):  
David H. Chae ◽  
Amani M. Nuru-Jeter ◽  
Nancy E. Adler ◽  
Gene H. Brody ◽  
Jue Lin ◽  
...  

2021 ◽  
Author(s):  
Simon Ritchie ◽  
Jisuk Park ◽  
Jonathan Banta ◽  
Casey Bowen ◽  
Sean McCarthy ◽  
...  

ABSTRACT Introduction Regulations of the United States Air Force (USAF) prohibit male members from growing beards. Shaving waivers can be issued to airmen who are not able to shave due to various medical conditions such as pseudofolliculitis barbae, a condition that predominantly affects Blacks/African-Americans. Beard growth has been anecdotally associated with a negative impact on career progression. This study sought to establish if shaving waivers are associated with delays in promotion and, if present, if this association leads to racial bias. Materials and Methods An online survey that collected information relating to shaving waivers and demographic data was emailed to all air force male members at 12 randomly selected air force bases. Generalized linear models were conducted to test the waiver group difference in promotion time controlling for rank and the covariates of race/ethnicity, level of education, professional military education completion, and disciplinary action. Results A total of 51,703 survey invitations were emailed to members, and 10,383 complete responses were received (20.08% response rate). The demographics of the study cohort closely matched that of the USAF. Shaving waivers were associated with a longer time to promotion (P = .0003). The interaction between race and waiver status was not significant, indicating that shaving waivers are associated with a similarly longer time to promotion in individuals of all races. However, 64.18% of those in the waiver group were Black/African-American despite only being 12.85% of the study cohort. Conclusions This study found an association between shaving waivers and delayed promotions. The majority of the waiver group was Black/African-American, which may lead to a racially discriminatory effect of the male grooming standards of the USAF.


2003 ◽  
Vol 15 (1_supplement) ◽  
pp. 39-52 ◽  
Author(s):  
Trista A. Bingham ◽  
Nina T. Harawa ◽  
Denise F. Johnson ◽  
Gina M. Secura ◽  
Duncan A. MacKellar ◽  
...  

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