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The cross-race effect (sometimes called cross-race bias, other-race bias, own-race bias or other-race effect) is the tendency to more easily recognize faces that belong to one's own racial group, or racial groups that one has been in contact with.
Racial diversity also is found to be good for business. A study found that a racially diverse workforce was positively associated with more customers, increased sales revenue, greater relative profits, and greater market share. The study also examined gender diversity and found it to be positively associated with increased
The term 'racial misclassification' is commonly used in academic research on this topic but can also refer to incorrect assumptions of another's ethnicity, without misclassifying race (e.g., a person can be misclassified as Chinese when they are Japanese while still being perceived as Asian).
[5] [6] Racial misrepresentation often occurs when people of one race or ethnicity, unfamiliar with real people of another culture, replicate the racial stereotypes of that racial or ethnic group. Typically, this is seen as offensive when negative racial stereotypes are mimicked, but it can be also be experienced as inappropriate even when the ...
Discrimination can occur if groups differ on means, even if applicants have identical nominal above-average signals: regression to the mean will imply that a member of a higher-mean group will regress less as they are more likely to have a higher true value, while the lower-mean group member will regress more and the signal will overestimate ...
Research on resistance to diversity has revealed insight into resistors and under which circumstances they resist. Focusing on resistance from the dominant, non-minority group, some have linked diversity resistance to White male backlash [5] [6] or straight, white, American male (SWAM) backlash, [7] although the research may focus on the study of resistance from Whites or men in the context of ...
Cultural bias has no a priori definition. [clarification needed] Instead, its presence is inferred from differential performance of socioracial (e.g., Blacks, Whites), ethnic (e.g., Latinos/Latinas, Anglos), or national groups (e.g., Americans, Japanese) on measures of psychological constructs such as cognitive abilities, knowledge or skills (CAKS), or symptoms of psychopathology (e.g ...
The concept of status generalization can be applied to groups that are assembled to perform a task. A group member's external status (race, age, gender, or occupation), as opposed to his or her skill, may determine their roles within the group.