Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations Beyond Broadening Participation (2023) / Chapter Skim
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Pages 154-190
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. Not by success alone: Role models provide pathways to communal opportunities in STEM. Personality and Social Psychology Bulletin, 43(2)
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. The self-protective and undermining effects of attributional ambiguity. Journal of Experimental Social Psychology, 43(6)
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Attributional ambiguity and simultaneous memberships in multiple oppressed groups. Journal of Applied Social Psychology, 33(2)
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. Attributional ambiguity of affirmative ac tion. Basic and Applied Social Psychology, 15(1-2)
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. Female role models: Protecting women's math test performance. Personality and Social Psychology Bulletin, 28(9)
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. Situational disengagement and persistence in the face of adversity. Journal of Experimental Social Psychology, 43(1)
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. Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions. Journal of Personality and Social Psychology, 94(4)
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. Solo status and self-construal: Being distinctive influences racial self-construal and performance apprehension in African American women. Cultural Diversity & Ethnic Minority Psychology, 13(4)
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Unpublished paper commissioned by the Committee on Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations, National Academies of Sciences, Engineering, and Medicine. Society for Chicanos, Hispanics, and Natie Americans in Science.
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. Contending with group image: The psychology of stereotype and social identity threat.
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Journal of Personality and Social Psychology, 92(1)
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Like the previous chapter, the current chapter addresses the charge in the statement of task on reviewing the research and evidence on the ways in which racism at the individual level impedes STEMM careers for minoritized individuals. Here, the committee also addresses the charge to identify methods of improving recruitment, retention, and advancement.
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Racial bias is not only more automatic, but also more ambivalent and ambiguous than most people think, which means that individuals, including gatekeepers, cannot monitor their own bias and will unwittingly perpetuate it. Finally, gatekeepers hold social motives that keep the White status quo of gatekeeping intact.
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They can directly shape minoritized individuals' ability to access, be included, and thrive in STEMM, as they define the skills, identities, and values necessary for minoritized individuals to persist (Estrada et al., 2011)
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For example, a university president whose term spans several years will likely make decisions that affect the entire student body. White Gatekeepers in STEMM Chapter 2 covers an extensive history of how a racial hierarchy was created and reinforced in the United States to systematically advantage White individuals (structural racism)
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For example, White gatekeepers may frame local cultural "fit" in terms such as "requires brilliance" or "innate/fixed talent" that alienate, discourage, and undermine minoritized individuals who aspire to that career (Chestnut et al., 2018; Muradoglu et al., 2022; Storage et al., 2016)
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. As other chapters show, discrimination occurs in everyday interactions, including within STEMM organizations.
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Research focused on bias toward Black Americans has shown that forms of overt bias include, expressed outward hostility and degradation, beliefs that minoritized individuals are unintelligent and criminal, a general overall negative "feeling thermometer" about Black individuals, and support for formal forms of racial discrimination (Henry and Sears, 2002)
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rated African Americans and White individuals the same, the study demonstrated that African Americans were not always perceived as fully human by everyone as a result of the variation in this perception among participants. Furthermore, these ratings predict consequential behavior, such as presidential voting.
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This makes covert biases difficult to control. Aversive, Symbolic, and Modern Racism Because most well-socialized individuals believe old-fashioned, overt racism to be unacceptable, verbalized racial attitudes became less direct, enabling "modern" racism to often fly under the radar (Dovidio and Gaertner, 1986)
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. To summarize, gatekeepers are likely to hold racial attitudes that are covert, hidden from self and others, but still imply White superiority, support the status quo, and prefer racial hierarchy.
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To counter racism in STEMM, systemic accountability at the organizational level will be essential. Automatic Category Detection and Implicit Associations The following research will show that ordinary individual racial bias is more automatic than most people think.
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. Implicit bias is relatively automatic and unintentional but is still informed by intergroup motivation and context such as affiliation, where social networks, both small and large, shape implicit racial attitudes.
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Specifically, among low-poverty neighborhoods, a significant factor that was predictive of smaller Black-White intergenerational gaps included Black men growing up in tracts that have less racial bias among White individuals (Chetty et al., 2020)
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178 FIGURE 6-2 Change and predicted change in implicit and explicit attitudes from 2007 to 2020: observed monthly weighted averages (2007–2016) of implicit association test (IAT)
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The larger context can monitor them better than they can monitor themselves. 2 More of a puzzle is an adult sample's report that Black Americans are viewed neutrally on warmth and competence, likely a deliberately careful response, given other measures of racial attitudes and the sensitive nature of expressing opinions on racism (Kervyn et al., 2015)
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. When White gatekeepers opt to choose others similar to self, they are not necessarily displaying hostility to minoritized individuals, but perhaps comfort with other ingroup White individuals.
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The perpetual minoritization of Black, Indigenous, and Latine students, faculty, professionals implies that something is amiss. GATEKEEPERS' SOCIAL MOTIVES TO PRESERVE THE STATUS QUO This section reviews literature demonstrating that gatekeepers tend to possess several social motives that enable the preservation the status quo of gatekeeping (i.e., that most gatekeepers tend to be White)
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history and given that they are most likely to occupy those positions. Thus, belonging for gatekeepers is not necessarily a recognition of their competence and achievement, as belonging would be to minoritized individuals (Dupree and Fiske, 2019; Swencionis and Fiske, 2016)
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It is an individual-level difference in the preference for group-based hierarchy and inequality, and individuals who have higher levels of social dominance orientation tend to make decisions and judgments that serve to protect the status quo (Ho et al., 2020; Pratto et al., 1994)
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. Individual differences in social dominance orientation therefore predicts which STEMM gatekeepers will be open to leveling the playing field and which will favor hierarchies.
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, and liberal White individuals prioritize conveying warmth in their interactions with Black interaction partners. However, because of a perceived warm-competence trade-off -- if you are too smart, you must be cold -- these well-intentioned White adults in online experiments downshift their competence to seem folksy and down with the people (see section above on ambivalent, plausibly deniable biases)
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Taking these perceptions together, White individuals and minoritized individuals during interracial interactions may have different impression management goals stemming from their meta-perceptions (Fiske et al., 2015)
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. Specifically, the population of minoritized individuals has been growing faster than White individuals, and minoritized individuals could attain majority-minority status by 2050 (Richeson and Sommers, 2016)
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These factors contribute to advantage gatekeepers and disadvantage minoritized individuals, their position challenges the gatekeepers' proclivity to notice, let alone remedy racism in STEMM. Furthermore, additional research demonstrated demographic shifts occurring in the United States, specifically perceptions of the "majority-minority" shift, may be perceived as a potential threat to the preservation of the status quo, and a source of anxiety around this possible loss in power and status.
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The essence of the recommendation for this chapter involves generating systems of accountability at the organizational level, above gatekeepers, that can help identify behavioral patterns of individual gatekeepers. In turn, understanding and identifying behavioral patterns may shed light on potential patterns of bias, which can be helpful for initiating top-down change to improve conditions for minoritized individuals.
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. White and minority demographic shifts, intergroup threat, and right-wing extremism. Journal of Experimental Social Psychology, 94.
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