Understanding attributions to discrimination in a multiracial society: Isolating the effect of perpetrator group membership

As the U.S. becomes more racially and ethnically diverse, interactions between Black people and other minority groups have become increasingly common. The present research examined how a perpetrator’s group membership affects judgments of employment discrimination against a Black victim. Four experiments (combined N=1,016) tested predictions derived from the prototype model of discrimination. Participants reviewed a case file where a Black, Latino, Asian, or White manager rejected a Black job applicant. Attributions to discrimination were much stronger for a Latino, Asian, or White manager compared to a Black manager. Attributions to discrimination were slightly stronger when for a White manager compared to an Asian or Latino manager; however, effect sizes for these differences were small. Attributions to discrimination were similar for the Asian and Latino managers. Whether the perpetrator had outgroup standing relative to the victim was the strongest factor influencing attributions to discrimination for a Black victim of employment discrimination.

Attributions to Discrimination Against Black Victims in a Multiracial Society: Isolating the Effect of Perpetrator Group Membership

As the United States becomes more racially and ethnically diverse, interactions between Black people and other minority groups have become increasingly common. The present research examined how a perpetrator’s group membership affects judgments of employment discrimination against a Black victim. Four experiments (combined N = 1,016) tested predictions derived from the prototype model of discrimination. Participants reviewed a case file where a Black, Latino, Asian, or White manager rejected a Black job applicant. Attributions to discrimination were much stronger for a Latino, Asian, or White manager compared with a Black manager. Attributions to discrimination were slightly stronger for a White manager compared with an Asian or Latino manager; however, effect sizes for these differences were small. Attributions to discrimination were similar for the Asian and Latino managers. Whether the perpetrator had outgroup standing relative to the victim was the strongest factor influencing attributions to discrimination for a Black victim of employment discrimination.

Black Managers and Their Work Colleagues: A Study of Perceptions

South African black managers are experiencing numerous problems as pioneers in the white-dominated managerial world. Management and research studies have usually concentrated on black managers' behaviour without considering their perceptions. Investigations have also typically examined the viewpoints of either black managers or white employees without exploring both groups' perspectives and perceptual differences. The present investigation attempted to redress this by examining the perceptions of 34 black managers, and of selected work colleagues (a boss, peer and subordinate, if available) in regard to the black manager and black job advancement issues. In-depth, focused interviews were conducted. Fundamental interpersonal perceptual discrepancies emerged between the black managers and their work associates. The black managers tended to attribute their work problems and behaviour to external, situational factors. By contrast, their work colleagues often ascribed them to personal dispositions of the black manager. Euclidean distance analyses revealed that the largest interpersonal perceptual differences existed between black manager—boss dyads. This was followed by black manager—peer dyads, boss—peer dyads and black manager—subordinate dyads. The black managers' perceptions diverged significantly from those of their white bosses, whose perceptions were closer to those of the white peers.

Black managers in a white world: Strategy formulation

This article takes a look not only at the strategies which could be employed towards the solution of the problems faced by both the black manager and his employing organization, but also at the possibility of providing a tentative formula for decisions relating to the amount of time, money and effort which should be expended on efforts to ameliorate problems of this kind. It is argued that attempts to successfully introduce black managers into an erstwhile 'white' world will require a combined socio-economic method of decision-making. In other words, it would appear that, in the majority of organizations which are attempting to integrate black managers into their managerial structures, it is necessary to devote resources to the partial resolution of conflict whilst at the same time not detracting from goal achievement aims. It is further argued that short-run resource allocation with regard to social versus economic ends should be based on a comparison of the relative equilibrium or growth conditions in the economic and social systems within the organization. In the long-run, a second principle - which involves working towards a reduction of the conflict between efficiency and psychological well-being and which generally involves the adaptation of the social system to the requirements of efficiency - has also to be introduced. With respect to the black manager in a white world, a number of strategies relating to manpower planning. the identification of management potential and training needs, the job itself, education and training, the organization and the total environment are put forward. All of these strategies could assist in alleviating the strains and pressures faced by both the black manager and the employing organization whilst at the same time leading in the direction of greater efficiency and possibly increased profitability.

Some tentative comments on the black manager in a white world

This paper argues that, with respect to the black manager in a white world, our theories, methodologies and research programmes have tended to concentrate on behaviour and frequency at the expense of experience and meaning, with the result that we may have failed to isolate some of the reasons for the underperformance of some black managers within white organizations. Investigation of both behaviour and experience suggests that underperformance may be associated as much with the marginal position of the black manager as with culture, education and discrimination. Therefore - apart from solutions to the problems associated with blatant or obtrusive cultural differences (such as language), apart from the problems associated with an educational system grossly inferior to that of Whites and apart from solutions to problems associated with discrimination - solutions must also be found to the problems associated with the peculiar situation in which the black manager finds himself. In other words, an attempt must be made to reduce the inconsistencies, ambiguities and conflicts with which black managers are faced. Some potential solutions to the problems confronted by black managers are suggested.In die artikel word aangevoer dat, wat die swart bestuurder in 'n wit wereld betref, ons teoriee, metodologiee en navorsingsprogramme geneig was om te konsentreer op gedrag en frekwensie ten koste van ervaring en betekenis. Die benadering mag veroorsaak het dat ons sommige van die redes vir die onderprestasie van sommige swart bestuurders binne blanke organisasies, nie behoorlik geisoleer het nie. Ondersoek van sowel gedrag as ervaring dui aan dat onderprestasie in net so 'n groot mate met die marginale posisie van die swart bestuurder mag verband hou, as met kultuur, opleiding en diskriminasie. Dus - naas oplossings vir die probleme wat verband hou met blatante of opvallende kultuurverskille (soos taal), naas probleme met 'n onderwysstelsel wat merkbaar minderwaardig is teenoor die van Blankes en naas oplossings vir probleme wat met diskriminasie verband hou - moet oplossings ook gevind word vir die probleme wat te doen het met die besondere situasie waarin die swart bestuurder hom bevind. Met ander woorde, 'n poging moet aangewend word om die teenstrydighede, dubbelsinnighede en konflikte waarteenoor die swart bestuurder te staan kom, te verminder. Sommige potensiele oplossings vir die probleme wat swart bestuurders moet konfronteer, word voorgestel.