Other-race face perception

Article Abstract:

The other-race effect (or own-race bias or cross-racial identification effect) refers to the finding that recognition memory tends to be better for faces of members of subjects' own race than for faces of members of other races. The current study was designed to test the hypothesis that perceptual skills specific to identifying faces of particular racial groups contribute to this effect. On each of 50 trials, a photograph of a face was tachistoscopically presented for 120 ms, followed by a pattern mask and then a plain-view test pair composed of the previously presented face and a matched foil. As predicted, an other-race effect was obtained on this perceptual task: White subjects performed significantly more poorly on trials involving African American faces than on trials involving White faces, whereas no such difference was obtained among African American subjects. (Reprinted by permission of the publisher.)

Psychological aspects, Research, Perception, Perception (Psychology), Ethnopsychology, Cross-cultural psychology

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Race effects in performance evaluations: controlling for ability, education, and experience

Article Abstract:

This study examined the effects of ratee and rater race (Black or White) on performance evaluations of 21,547 individuals employed in 10 occupational categories. Hierarchical regression analyses produced a significant main effect attributable to ratee race, although the magnitude of this effect varied across occupational types. There was no evidence of a same-race (rater-ratee) interaction effect, and race of the rater and ratee accounted for little variance in performance evaluations after individual differences in ability and length of experience were controlled. It is recommended that researchers examine the qualitative experiences of White and Black employees to determine what may account for differences in these groups' performance.(Reprinted by permission of the publisher.)

Influence, Blacks, White

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Efficiency-wages, tournaments, and discrimination: a theory of employment discrimination law for 'high-level' jobs

Article Abstract:

Employment policies and the labor market in the post manufacturing age are not amenable to antidiscrimination law and policy which was developed to apply to the now shrinking manufacturing sector. Discrimination in higher level high technology and service jobs will continue unless a new model is instituted which requires employers to actively remove discriminatory barriers to employment and advancement. The focus must turn away from employers' motivations to their ability to institute mechanisms promoting equality.

United States, Compensation and benefits, African Americans, Employment discrimination, Job applicants

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