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Articoli di riviste sul tema "Affirmative action attitudes"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 1 febbraio 2022

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1

Pilati, Ronaldo, e Mathieu Turgeon. "Attitudes on Affirmative Action in University Students: Effects of Race, Political Beliefs and Prejudice". Universitas Psychologica 18, n. 2 (16 luglio 2019): 1–11. http://dx.doi.org/10.11144/javeriana.upsy18-2.aaau.

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The interplay between explicit and implicit attitudes toward affirmative action (AA) policies is relevant to applied psychology. Its comprehension helps to improve our capacity to evaluate support for such policies. The purpose of this study was to determine the extent to which students’ race, political opinion of affirmative action, and prejudice against minorities influence the relationship between implicit-explicit attitudes toward affirmative action policies. 492 student participants were recruited from a large Brazilian public university about racial quotas in admissions. Implicit and explicit measures of attitude about the admission process were applied, together with measures of political opinion of affirmative action, prejudice against minorities and race. The results show that race has little effect on the difference between implicit and explicit attitudes about the admission process, but that prejudice and political position exert strong effects. Our findings suggest that implicit measures of attitudes should be used when evaluating attitudes on AA.

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Matheson, Kimberly, Alan Echenberg, Donald M. Taylor, Darlene Rivers e Ivy Chow. "Women's Attitudes Toward Affirmative Action: Putting Actions in Context1". Journal of Applied Social Psychology 24, n. 23 (dicembre 1994): 2075–96. http://dx.doi.org/10.1111/j.1559-1816.1994.tb00575.x.

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3

Theron, S. W., e M. R. Viljoen. "An affirmative action audit for affirmative change: A management perspective". South African Journal of Economic and Management Sciences 4, n. 2 (30 giugno 2001): 332–43. http://dx.doi.org/10.4102/sajems.v4i2.2646.

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This paper focuses on management's perception of affirmative action for affirmative change. A questionnaire, developed to measure attitudes towards the implementation of an affirmative action programme, was distributed to managers at all levels of management in a parastatal. Results supply evidence of a negative orientation towards affirmative action amongst younger managers. They hold the view that members of disadvantaged groups are favoured at their expense. Younger managers also perceive older managers not to have the necessary vision and skills to implement an affirmative action programme successfully. It is recommended that line management encourage communication between the different race groups, and develop positive attitudes and expectations towards the employers, the affirmative action programmes and the various jobs available.

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Kuklinski, James H., Paul M. Sniderman, Kathleen Knight, Thomas Piazza, Philip E. Tetlock, Gordon R. Lawrence e Barbara Mellers. "Racial Prejudice and Attitudes Toward Affirmative Action". American Journal of Political Science 41, n. 2 (aprile 1997): 402. http://dx.doi.org/10.2307/2111770.

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5

Pat McEnrue, Mary. "PREDICTING ATTITUDES TOWARD AFFIRMATIVE ACTION IN ADVANCEMENT". Equal Opportunities International 7, n. 1 (gennaio 1988): 28–31. http://dx.doi.org/10.1108/eb010480.

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6

Burt, Sandra. "Voluntary Affirmative Action. Does it Work?" Articles 41, n. 3 (12 aprile 2005): 541–51. http://dx.doi.org/10.7202/050229ar.

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7

Slack, James D. "City Managers, Police Chiefs, and Fire Chiefs in the South: Testing for Determinants and Impact of Attitudes Toward Affirmative Action". Review of Public Personnel Administration 8, n. 1 (settembre 1987): 11–32. http://dx.doi.org/10.1177/0734371x8700800102.

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This study analyzes (1) the extent to which city managers, police chiefs, and fire chiefs in southern municipalities support affirmative action recruitment, (2) the factors which shape these attitudes, and (3) the extent to which bureaucratic attitudes contribute to actual recruitment patterns. Based predominantly on survey research, findings indicate that each set of public employers supports the principle of affirmative action. Yet, they are much less supportive of its implementation. Primary determinants of attitudes are found in demographic, political, and personal characteristics. In the case of affirmative action in the South, bureaucratic attitudes have negligible impact on bureaucratic behavior. Questions are raised about the linkages in the theory of representative bureaucracy.

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8

Bell, Myrtle P., David A. Harrison e Mary E. McLaughlin. "Asian American Attitudes toward Affirmative Action in Employment". Journal of Applied Behavioral Science 33, n. 3 (settembre 1997): 356–77. http://dx.doi.org/10.1177/0021886397333006.

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9

DiTomaso, Nancy, Rochelle Parks-Yancy e Corinne Post. "White Attitudes toward Equal Opportunity and Affirmative Action". Critical Sociology 37, n. 5 (7 aprile 2011): 615–29. http://dx.doi.org/10.1177/0896920510380070.

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10

Katchanovski, Ivan, Neil Nevitte e Stanley Rothman. "Race, Gender, and Affirmative Action Attitudes in American and Canadian Universities". Canadian Journal of Higher Education 45, n. 4 (31 dicembre 2015): 18–41. http://dx.doi.org/10.47678/cjhe.v45i4.184556.

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Direct comparisons of American and Canadian faculty and students’ views concerning issues of race, gender, and affirmative action in higher education are rare. The 1999 North American Academic Study Survey provides a unique opportunity to analyze the role of national and positional factors in faculty and student attitudes towards race, gender, and affirmative action in the US and Canada. The findings indicate that national factors are more important than positional factors on many racial and affirmative-action issues. Differences between students and faculty are more pronounced than are cross-national variations on many gender-related issues.

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11

Farley, Amy, Matthew Gaertner e Michele Moses. "Democracy under Fire: Voter Confusion and Influences in Colorado's Anti-Affirmative Action Initiative". Harvard Educational Review 83, n. 3 (1 settembre 2013): 432–62. http://dx.doi.org/10.17763/haer.83.3.b356k655n4m0u860.

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In this article, Amy N. Farley, Matthew N. Gaertner, and Michele S. Moses examine the use of ballot initiatives as a particularly attractive form of direct democracy for opponents of affirmative action in higher education. Building on previous scholarship, the authors question whether anti-affirmative ballot initiatives validly reflect voters’ attitudes toward affirmative action. The authors examine the case of Colorado's Amendment 46, an anti-affirmative action ballot initiative. They investigate the language of the initiative itself, as well as voters’ perceptions of and confusion around its intent, and the factors that influenced voting behavior. They employ item response theory to estimate voters’ attitudes toward affirmative action. The authors then describe the prevalence of voter confusion around the initiative's intent. Finally, employing a binary logistic regression model, they analyze survey data to determine which factors influenced voting behavior. They find that the initiative's language was successful at confusing voters who intended to support affirmative action. Following the U.S. Supreme Court's recent decision in Fisher v. University of Texas and in anticipation of its decision in Schuette v. Coalition to Defend Affirmative Action, the authors call for greater scrutiny with regard to the use of initiatives to craft education policies that have a disproportionately negative impact on members of disadvantaged populations.

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12

Kravitz, David A., Tiffany M. Bludau e Stephen L. Klineberg. "The Impact of Anticipated Consequences, Respondent Group, and Strength of Affirmative Action Plan on Affirmative Action Attitudes". Group & Organization Management 33, n. 4 (28 maggio 2008): 361–91. http://dx.doi.org/10.1177/1059601108318655.

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13

Deshpande, Ashwini. "Double Jeopardy? Stigma of Identity and Affirmative Action". Review of Black Political Economy 46, n. 1 (marzo 2019): 38–64. http://dx.doi.org/10.1177/0034644619837211.

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This article seeks to understand stigma faced by students from groups who enter higher educational institutions on the basis of affirmative action. The article uses the theoretical insights from the “stereotype content model” which disentangles the social-psychological mechanisms of “externalization” and “internalization.” The data are from a primary survey administered to university students in India to understand the channel of stigma associated with caste-based affirmative action (AA). The article finds that despite a significant gap in entry scores at admission, there are no significant differences in the effort and academic attitudes between AA and non-AA students. Yet, there are clear and significant differences between caste groups that reveal the presence of stigma through the “externalization” mechanism, that is, upper caste peers tend to evaluate beneficiary performance prejudicially, indicating the prevalence of discriminatory attitudes toward students who are admitted through AA. However, there is no compelling evidence of “internalization”: that is, students from beneficiary groups do not necessarily internalize their peers’ low evaluation of their own competence. These findings suggest the need for establishing an antidiscriminatory apparatus inside higher educational institutions to counter stigmatizing attitudes and microaggressions against AA admits.

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Drucza, Kristie. "Talking About Inclusion: Attitudes and Affirmative Action in Nepal". Development Policy Review 35, n. 2 (22 dicembre 2016): 161–95. http://dx.doi.org/10.1111/dpr.12205.

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Aberson, Christopher L. "Diversity experiences predict changes in attitudes toward affirmative action." Cultural Diversity and Ethnic Minority Psychology 13, n. 4 (2007): 285–94. http://dx.doi.org/10.1037/1099-9809.13.4.285.

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Taillandier-Schmitt, Anne, e Christelle Maisonneuve. "French Attitudes Toward Affirmative Action Programs and Their Beneficiaries". Swiss Journal of Psychology 78, n. 1-2 (aprile 2019): 37–49. http://dx.doi.org/10.1024/1421-0185/a000222.

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Abstract. Attitudes toward affirmative action programs (AAPs) depend on the criteria on which these programs are based and on the ideological views in the relationships between groups. The present study examined the impact of the selection procedure (with or without AA) on the perception of justice and on attitudes toward the beneficiaries of these procedures in France, where the system makes it possible to compare beneficiaries of different origins. A group of 101 French students read scenarios describing the admission of a candidate, with either a French or a North African first name, to a prestigious school, based on either a standard selection procedure or AA. The standard procedure and its beneficiary were more positively judged, and the beneficiary was considered more competent, than one selected with AAP. These results were particularly significant for participants with a high level of social dominance orientation (SDO). Furthermore, participants perceived both selection procedures more positively and judged the candidate as being more competent when that person had a French-sounding name. High-SDO participants underestimated socioeconomic and ethnic discrimination. The theoretical and practical implications are discussed.

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17

Islam, Gazi, e Sarah E. S. Zilenovsky. "Affirmative Action and Leadership Attitudes in Brazilian Women Managers". Journal of Personnel Psychology 10, n. 3 (gennaio 2011): 139–43. http://dx.doi.org/10.1027/1866-5888/a000039.

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This note examines the relationship between affirmative action (AA) program perceptions and women’s self-ascribed capacity and desire to become leaders. We propose that women who believe that their organization implements a program of preferential selection toward women will experience negative psychological effects leading to lowered self-expectations for leadership, but that this effect will be moderated by their justice perceptions of AA programs. We test this proposition empirically for the first time with a Latin American female sample. Among Brazilian women managers, desire but not self-ascribed capacity to lead was reduced when they believed an AA policy was in place. Both desire’s and capacity’s relationships with belief in an AA policy were moderated by justice perceptions.

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18

Bell, Myrtle P. "CHANGING ATTITUDES TOWARD AFFIRMATIVE ACTION: A CURRENT ISSUE THAT CALLS FOR ACTION." Academy of Management Proceedings 1997, n. 1 (agosto 1997): 438–42. http://dx.doi.org/10.5465/ambpp.1997.4989381.

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19

Cade, Alfred R. "Affirmative Action in Higher Education". education policy analysis archives 10 (25 aprile 2002): 22. http://dx.doi.org/10.14507/epaa.v10n22.2002.

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This study analyzed the variations of policies and practices of university personnel in their use of affirmative action programs for African American students. In this study, the policy topic is affirmative action and the practices used in admissions, financial aid, and special support services for African-American students. Surveys were mailed to 231 subjects representing thirty-two Missouri colleges and universities. Most of the survey respondents were male, white, and nearly two-thirds were above the age of forty. Ethnic minorities were underepresented among the professionals. Seventy-two percent of respondents were white, 23% were African American, and 5% were Hispanic. The results of this study suggest a positive picture of student affirmative action practices and policies used by Missouri personnel. Differences among professionals were at a minimum. The overall mean score for support in diversifying Missouri institutions was fairly high, and this may reflect diversity initiatives taken by the Missouri Coordinating Board for Higher Education in the late 1980s, and early 1990s. Data suggested that Missouri personnel are aware of the judicial scrutiny by the courts in administering student affirmative action. Most Missouri institutions use a single process for assessing all applicants for admission, without reliance on a quota system. The recent Hopwood decision showed little impact on the decisions regarding professionals' use of student affirmative action at Missouri institutions. Although public attitudes toward student affirmative action may play a role in establishing policies and practices, Missouri personnel are very similar in their perceptions regardless of race/ethnicity, gender, and institutional office or position.

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20

Moscoso, Silvia, Antonio L. García-Izquierdo e María Bastida. "A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women". Psychological Reports 110, n. 3 (giugno 2012): 764–80. http://dx.doi.org/10.2466/01.07.17.pr0.110.3.764-780.

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A mediation model of the relation between gender and attitudes toward affirmative action in favor of working women was tested. Four mediation variables were considered: perceived unfairness in the situation of working women, perceived threat to the non-designated group (men), self-esteem, and gender self-concept (masculinity and femininity). 192 women and 128 men, with differing occupations, participated. Gender affects individuals' attitudes toward affirmative actions for women, mediated by perceived unfairness in the situation of working women, perceived threat to the non-designated group, and feminine self-concept. Implications for research and practice are discussed.

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21

Boeckmann, Robert J., e N. T. Feather. "Gender, Discrimination Beliefs, Group-Based Guilt, and Responses to Affirmative Action for Australian Women". Psychology of Women Quarterly 31, n. 3 (settembre 2007): 290–304. http://dx.doi.org/10.1111/j.1471-6402.2007.00372.x.

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Views of a selection committee's decision to promote a woman over a man on the basis of affirmative action were studied in a random sample of Australians (118 men and 111 women). The relations between perceptions of workplace gender discrimination, feelings of collective responsibility and guilt for discrimination, and judgments of entitlement to and, secondarily, deservingness of affirmative action were examined. AMOS analyses indicated that men's reports of collective guilt predicted attitudes toward women's entitlement. No coherent model was observed for women, which suggested ambivalent attitudes toward affirmative action. Gender differences in discrimination beliefs also suggested that women believe men are unfairly advantaged and that men believe women are responsible for their own disadvantage. Implications for research examining collective emotions and their role in social justice judgments are discussed.

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22

Awad, Germine H., Kevin Cokley e Joseph Ravitch. "Attitudes Toward Affirmative Action: A Comparison of Color-Blind Versus Modern Racist Attitudes". Journal of Applied Social Psychology 35, n. 7 (luglio 2005): 1384–99. http://dx.doi.org/10.1111/j.1559-1816.2005.tb02175.x.

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23

Kemmelmeier, Markus. "Individualism and Attitudes Toward Affirmative Action: Evidence From Priming Experiments". Basic and Applied Social Psychology 25, n. 2 (giugno 2003): 111–19. http://dx.doi.org/10.1207/s15324834basp2502_2.

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24

Wilkins, Vicky M., e Jeffrey B. Wenger. "Belief in a Just World and Attitudes Toward Affirmative Action". Policy Studies Journal 42, n. 3 (agosto 2014): 325–43. http://dx.doi.org/10.1111/psj.12063.

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25

Roberts, Benjamin, Gina Weir-Smith e Vasu Reddy. "Minding the gap: attitudes toward affirmative action in South Africa". Transformation: Critical Perspectives on Southern Africa 77, n. 1 (2011): 1–30. http://dx.doi.org/10.1353/trn.2011.0047.

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Morgenroth, Thekla, e Michelle K. Ryan. "Quotas and affirmative action: Understanding group-based outcomes and attitudes". Social and Personality Psychology Compass 12, n. 3 (12 febbraio 2018): e12374. http://dx.doi.org/10.1111/spc3.12374.

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27

Belliveau, Maura A. "The Paradoxical Influence of Policy Exposure on Affirmative Action Attitudes". Journal of Social Issues 52, n. 4 (gennaio 1996): 99–104. http://dx.doi.org/10.1111/j.1540-4560.1996.tb01851.x.

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Park, Julie J. "Taking Race into Account: Charting Student Attitudes Towards Affirmative Action". Research in Higher Education 50, n. 7 (5 maggio 2009): 670–90. http://dx.doi.org/10.1007/s11162-009-9138-7.

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Slack, James D. "Affirmative Action and City Managers: Attitudes toward Recruitment of Women". Public Administration Review 47, n. 2 (marzo 1987): 199. http://dx.doi.org/10.2307/975594.

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Krings, Franciska, Franziska Tschan e Sophie Bettex. "Determinants of Attitudes toward Affirmative Action in a Swiss Sample". Journal of Business and Psychology 21, n. 4 (28 aprile 2007): 585–611. http://dx.doi.org/10.1007/s10869-007-9042-0.

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31

Tasgara, Asafa. "An Assessment of The Challenges on Implementation of Affirmative Action in Ethiopian Secondary Schools". EduLine: Journal of Education and Learning Innovation 1, n. 1 (24 marzo 2021): 24–33. http://dx.doi.org/10.35877/454ri.eduline389.

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This study was conducted an assessment on the implementation of affirmative action in case of Ethiopian secondary schools. The general objective of this research was to assess implementation of affirmative action in case of Ethiopian secondary schools.The data were collect from respondent the data was analyzed and summarized using both qualitative and quantitative method.. The findings from this study confirm that attitudes, perceptions practices and procedures related to affirmative action in Ethiopian secondary schools provide indicators of the challenges at implementation. In other words, this study has helped to identify the possible barriers for the implementation of affirmative action which could serve as a basis for further research. Having drawn up the above mentioned findings and remarks: Awareness-raising and sensitization plays a pivotal role in understanding the principle underlying affirmative action policies and practices. The implementation phase involves designing various strategies of implementation to have an effect on the goals identified in the planning phase.

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32

Uysal, Davut, Rahman Temizkan e Nazmi Taslacı. "Investigation of Attitudes and Perceptions of Human Resource Managers at Hospitality Establishments Regarding Affirmative Action Programs A Case Study in Eskişehir-Turkey". European Journal of Multidisciplinary Studies 4, n. 2 (21 gennaio 2017): 27. http://dx.doi.org/10.26417/ejms.v4i2.p27-34.

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The purpose of this study is to examine the perceptions and attitudes of human resource managers at some hospitality organisations regarding the employment of disadvantaged individuals as part of affirmative action program in the province of Eskişehir-Turkey. This study is a qualitative study focusing on real cases to inspire other organisations. The data were collected through active interviews, and the collected data was analysed through the use of manual qualitative data analysis methods. The findings of the study reveal that perceptions of human resource managers regarding disadvantaged individuals at hospitality organisations are closely related to disabled individuals. They do not have positive attitudes towards the employment of disadvantaged individuals in tourism as part of affirmative action programs. They are also against positive discrimination of disadvantaged individuals in the employment in tourism for some reasons. All these findings suggest that participants are confused about some terms regarding affirmative action.

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Baunach, Dawn Michelle. "Progress, Opportunity, and Backlash: Explaining Attitudes toward Gender-Based Affirmative Action". Sociological Focus 35, n. 4 (novembre 2002): 345–62. http://dx.doi.org/10.1080/00380237.2002.10570708.

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Flores, Araceli, e Christina M. Rodriguez. "University Faculty Attitudes on Affirmative Action Principles Toward Faculty and Students". Equity & Excellence in Education 39, n. 4 (dicembre 2006): 303–12. http://dx.doi.org/10.1080/10665680600934149.

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Inkelas, Karen Kurotsuchi. "Diversity's Missing Minority: Asian Pacific American Undergraduates' Attitudes toward Affirmative Action". Journal of Higher Education 74, n. 6 (novembre 2003): 601–39. http://dx.doi.org/10.1080/00221546.2003.11780861.

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Swim, Janet K., e Deborah L. Miller. "White Guilt: Its Antecedents and Consequences for Attitudes Toward Affirmative Action". Personality and Social Psychology Bulletin 25, n. 4 (aprile 1999): 500–514. http://dx.doi.org/10.1177/0146167299025004008.

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Inkelas, Karen Kurotsuchi. "Diversity's Missing Minority: Asian Pacific American Undergraduates' Attitudes Toward Affirmative Action". Journal of Higher Education 74, n. 6 (2003): 601–39. http://dx.doi.org/10.1353/jhe.2003.0044.

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Flelcher, Joseph F., e Marie-Christine Chalmers. "Attitudes of Canadians toward affirmative action: Opposition, value pluralism, and nonattitudes". Political Behavior 13, n. 1 (marzo 1991): 67–95. http://dx.doi.org/10.1007/bf00996999.

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Chaney, Michael P., Fatin Dubaybo e Catherine Y. Chang. "Affirmative Counseling With LGBTQ+ Arab Americans". Journal of Mental Health Counseling 42, n. 4 (1 ottobre 2020): 281–302. http://dx.doi.org/10.17744/mehc.42.4.01.

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This article explores mental health risk factors and cultural considerations of Arab Americans who are LGBTQ+ (lesbian, gay, bisexual, transgender, queer, or belonging to other nonheterosexual and/or non-cisgender identities), including the influence of intersecting identities, religion and spirituality, familial influences, sexuality and sexual behavior, and attitudes toward mental health counseling. LGBTQ+ affirmative counseling recommendations are presented with a focus on developing cultural competence via awareness, knowledge, skills, and action. Implications for counselor training and future research conclude this article.

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KRAVITZ, DAVID A., e STEPHEN L. KLINEBERG. "AFFIRMATIVE ACTION ATTITUDES: EFFECTS OF RESPONDENT ETHNICITY, AAP STRENGTH, AND ANTICIPATED IMPACTS." Academy of Management Proceedings 2002, n. 1 (agosto 2002): C1—C6. http://dx.doi.org/10.5465/apbpp.2002.7516636.

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Renfro, C. Lausanne, Anne Duran, Walter G. Stephan e Dennis L. Clason. "The Role of Threat in Attitudes Toward Affirmative Action and Its Beneficiaries1". Journal of Applied Social Psychology 36, n. 1 (17 marzo 2006): 41–74. http://dx.doi.org/10.1111/j.0021-9029.2006.00003.x.

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Tougas, Francine, Faye Crosby, Stéphane Joly e Douglas Pelchat. "Men's attitudes toward affirmative action: Justice and intergroup relations at the crossroads". Social Justice Research 8, n. 1 (marzo 1995): 57–71. http://dx.doi.org/10.1007/bf02334826.

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Susskind, Alex M., Robert A. Brymer, Woo Gon Kim, Hae Young Lee e Sean A. Way. "Attitudes and perceptions toward affirmative action programs: An application of institutional theory". International Journal of Hospitality Management 41 (agosto 2014): 38–48. http://dx.doi.org/10.1016/j.ijhm.2014.04.003.

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Knight, Jennifer L., e Michelle R. Hebl. "Affirmative Reaction: The Influence of Type of Justification on Nonbeneficiary Attitudes Toward Affirmative Action Plans in Higher Education". Journal of Social Issues 61, n. 3 (settembre 2005): 547–68. http://dx.doi.org/10.1111/j.1540-4560.2005.00420.x.

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Niemann, Yolanda Flores, e John F. Dovidio. "Tenure, Race/Ethnicity and Attitudes toward Affirmative Action: A Matter of Self-Interest?" Sociological Perspectives 41, n. 4 (dicembre 1998): 783–96. http://dx.doi.org/10.2307/1389670.

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Jacob Arriola, Kimberly R., e Elizabeth R. Cole. "Framing the Affirmative-Action Debate: Attitudes Toward Out-Group Members and White Identity1". Journal of Applied Social Psychology 31, n. 12 (dicembre 2001): 2462–83. http://dx.doi.org/10.1111/j.1559-1816.2001.tb00185.x.

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Mwaba, Kelvin, e Leickness C. Simbayi. "Attitudes and Beliefs About Gender-Based Affirmative Action in the New South Africa". Journal of Social Psychology 138, n. 5 (ottobre 1998): 661–63. http://dx.doi.org/10.1080/00224549809600421.

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Prasad, Ambika, Laurie T. O’Brien e Caitlin E. Smith Sockbeson. "Caste at work: study of factors influencing attitudes toward affirmative action in India". Equality, Diversity and Inclusion: An International Journal 39, n. 6 (20 gennaio 2020): 597–616. http://dx.doi.org/10.1108/edi-12-2018-0223.

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Purpose The purpose of this paper is to explore the relevance of caste identity in applied settings. The authors do this within the larger framework of affirmative action programs (AAPs) or “reservations” in India. The paper explores the interplay of a primordial identity like caste with the modern institutions representing equality – a context unique to India. Design/methodology/approach The paper reports the findings of two experimental studies collecting data using Mechanical Turk. Findings The first study finds that an individual hired under the AAP is perceived poorly on his/her competence and reward worthiness. The second study finds support for the influence of an individual’s conception of modern casteism and his/her caste identity as factors in shaping attitudes toward AAP. Research limitations/implications The paper lays the groundwork but does not explore the contours of casteism in contemporary India. Understanding of this construct as well as the impact of factors as region, education, urbanization, religion, nature of employment, etc. on caste dynamics should be considered by future research. Practical implications The paper uncovers some similarities between Indian and Western findings, but it also demonstrates key differences between findings related to race-based AAPs in the West and the caste-based AAP in India. This understanding will guide discourses on diversity management in under-researched countries like India. The findings can sensitize organizations to the need for addressing unconscious biases related to caste. Social implications The paper underscores the continuing relevance of caste in modern India and the negative perceptions of lower castes. The paper finds that individuals with an appreciation of the subtle forms of casteism are sympathetic to programs that promote social equality. In modern social contexts this nuanced operationalization of casteism can be a relevant indicator of caste dynamics. Originality/value This is the first empirical study to examine caste-based AAP in India in an applied study and unpacks the psychological underpinnings of the attitudes toward AAP.

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Wazin, Angel. "Relevant and current issues faced by American institutions of higher education as they attempt to design and implement affirmative action plans vis-à-vis admissions and faculty/staff hiring policies and practices". Journal of Underrepresented & Minority Progress 3, n. 2 (2 gennaio 2020): 66–98. http://dx.doi.org/10.32674/jump.v3i2.1395.

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This article provides an overview of opposing perspectives on affirmative action and makes a case for affirmative action on the grounds of diversity and from the perspective of a necessity to remedy past discrimination (Hasnas, 2018; Wright & Garces, 2018; Kaplin & Lee, 2013). My argument employs Hurtado, Milem, Clayton-Pedersen, and Allen’s (2010) four (4) dimensions of educational programs and practices needed in assessing diversity in the institution: historical legacy of inclusion/exclusion of racial/ethnic groups; structural diversity regarding numerical representation ; the psychological climate of perceptions and attitudes ; and the behavioral climate dimension. Additionally, because the expressed consideration of race and gender in admissions and hiring processes have legal implications, I provide legal guidelines and precedents to mitigate litigation.

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Kravitz, David A., Stephen L. Klineberg, Derek R. Avery, Ann Kim Nguyen, Christopher Lund e Emery J. Fu. "Attitudes Toward Affirmative Action: Correlations With Demographic Variables and With Beliefs About Targets, Actions, and Economic Effects1". Journal of Applied Social Psychology 30, n. 6 (giugno 2000): 1109–36. http://dx.doi.org/10.1111/j.1559-1816.2000.tb02513.x.

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