Relationship of solo status, academic rank, and perceived distinctiveness to job satisfaction of racial/ethnic minorities.

The relationships among solo status of racial/ethnic minorities in psychology departments, job satisfaction, and subjective feelings of distinctiveness were examined. Distinctiveness was defined as stigmatizing feelings associated with token status of racial/ethnic minorities in academia. It was hypothesized that minorities in positions of solo (relative to nonsolo) status within their departments, members of more stigmatized groups, and minorities occupying lower academic ranks would feel more distinctive and less satisfied with their jobs and that perceptions of distinctiveness would mediate job satisfaction. The data partially supported these hypotheses, most notably for African Americans. The implications of situational salience and the importance of recognizing differences among and between minority groups are considered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Between the Cup of Principle and the Lip of Practice: Ethnic Minorities and American Psychology, 1966-1980.

By 1980, the previously held dichotomy of Black and White racial identity in America had yielded to a mosaic of red, yellow, brown, black, and white. During the 1960s and 1970s, identity, and thus psychological knowledge, were articulated and differentiated in terms of gender, sexual orientation, and class in unprecedented ways. In this article, the author contextualizes efforts to make mainstream American psychology more receptive to ethnic minorities between 1966 and 1980. Advocacy and activism by ethnic minority psychologists forced American mainstream psychology to yield a place at the table to non-White, non-European individuals. He emphasizes the recruitment and retention of ethnic minority graduate students and faculty, and concludes that many individual psychologists were important in forcing changes in these areas. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ethnicity and perceived discrimination in Toronto: Another look at the personal/group discrimination discrepancy.

Perceptions of personal and group discrimination in 5 domains (jobs, pay, loans, promotions, and clubs) were investigated via telephone interviews with 902 respondents from different ethnic groups in Toronto. The reported analyses concern 6 ethnic groups, representing "visible," racial minorities (Blacks, Chinese, and South Asians) as well as White minorities (Italians, Jews, and Portuguese). The personal/group discrimination discrepancy (i.e., perceiving greater discrimination toward one's group than oneself personally) was observed to varying extent across all domains and ethnic groups, though with some exceptions. Visible minorities perceived greater discrimination toward their group than did White minorities, especially in the economic domains of jobs, pay, and promotions. Among visible minorities, Black respondents perceived higher levels of group and personal discrimination than most other ethnic groups across domains, followed in turn by Chinese and South Asian respondents. By contrast, White minority group members perceived considerably less group or personal discrimination than members of visible minorities, except for Jewish respondents who reported greater group discrimination in joining clubs than any other ethnic group. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mental health and substance use disorders among Latino and Asian American lesbian, gay, and bisexual adults.

Growing evidence suggests that lesbian, gay, and bisexual adults may be at elevated risk for mental health and substance use disorders, possibly due to anti-gay stigma. Little of this work has examined putative excess morbidity among ethnic/racial minorities resulting from the experience of multiple sources of discrimination. The authors report findings from the National Latino and Asian American Survey (NLAAS), a national household probability psychiatric survey of 4,488 Latino and Asian American adults. Approximately 4.8% of persons interviewed identified as lesbian, gay, bisexual, and/or reported recent same-gender sexual experiences. Although few sexual orientation-related differences were observed, among men, gay/bisexual men were more likely than heterosexual men to report a recent suicide attempt. Among women, lesbian/bisexual women were more likely than heterosexual women to evidence positive 1-year and lifetime histories of depressive disorders. These findings suggest a small elevation in psychiatric morbidity risk among Latino and Asian American individuals with a minority sexual orientation. However, the level of morbidity among sexual orientation minorities in the NLAAS appears similar to or lower than that observed in population-based studies of lesbian, gay, and bisexual adults. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Out on campus: sexual orientation and academic climate in a university context

Although lesbian, gay, and bisexual (LGB) students often "come out" in university settings, empirical studies have demonstrated that these environments are often hostile toward them. The current paper posits that such hostile contexts adversely affect their educational experiences. Results from a survey of a stratified random sample of 1,927 undergraduate and graduate students on a scale measuring perceptions of academic climate (General Campus Climate) supported this claim: LGB students had more negative perceptions of a variety of campus factors. In addition, a scale measuring perceptions of Lesbian, Gay, and Bisexual Campus Climate found that LGB students were more likely than heterosexuals to perceive the campus as inhospitable to LGB people. Women and racial and ethnic minorities were also more likely to rate the LGB climate as hostile. Finally, data from two scales measuring attitudes believed to influence these perceptions yielded gender, racial/ethnic, religious, and sexual orientation differences in theoretically meaningful directions. Results indicate that LGB students often experience the university in more negative ways than heterosexual students, and that certain campus communities--particularly women and racial/ethnic minorities--are more aware of this negativity and contribute to it less because of their relatively more progay attitudes. Implications for how to improve LGB students' experiences are discussed.     

Clinical experiences of play therapists: Does race/ethnicity matter?

The authors describe racial/ethnic similarities and differences of a sample of 891 members of the Association for Play Therapy with regard to workplace variables, professional interests and activities, and supervision variables. Results indicate few differences between Caucasian and racial/ethnic minorities and few differences between the racial/ethnic groups. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Racial and Ethnic Differences in Depression: The Roles of Social Support and Meeting Basic Needs.

The current work examined the depressive symptoms and prevalence of major depression among members of ethnic and racial minorities and White people from a large random sample. Minority group members experienced more depressive symptoms and a marginally higher prevalence of major depression than did White participants. These effects were mediated by participants' problems meeting their basic needs. Specifically, minority group members reported more problems meeting their basic needs, and these problems were associated with an increased risk for depression and depressive symptoms. Minority group members also reported a higher quality of interpersonal functioning than White participants did, which appeared to suppress the relationship between ethnicity and depression. The implications of the findings for treatment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Workplace harassment: Double jeopardy for minority women.

To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Intergroup consensus/disagreement in support of group-based hierarchy: An examination of socio-structural and psycho-cultural factors.

A meta-analysis examined the extent to which socio-structural and psycho-cultural characteristics of societies correspond with how much gender and ethnic/racial groups differ on their support of group-based hierarchy. Robustly, women opposed group-based hierarchy more than men did, and members of lower power ethnic/racial groups opposed group-based hierarchy more than members of higher power ethnic/racial groups did. As predicted by social dominance theory, gender differences were larger, more stable, and less variable from sample to sample than differences between ethnic/racial groups. Subordinate gender and ethnic/racial group members disagreed more with dominants in their views of group-based hierarchy in societies that can be considered more liberal and modern (e.g., emphasizing individualism and change from traditions), as well as in societies that enjoyed greater gender equality. The relations between gender and ethnic/racial groups are discussed, and implications are developed for social dominance theory, social role theory, biosocial theory, social identity theory, system justification theory, realistic group conflict theory, and relative deprivation theory. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Racial and ethnic harassment and discrimination: In the eye of the beholder?

The nature, rate, and higher-order relationships among facets of racial/ethnic harassment (REH) and discrimination (RED) were examined across five racial/ethnic groups in a sample of 5,000 US military personnel. Using a hierarchical, multigroup confirmatory factor analysis approach, results suggest that the nature of REH and RED do not differ by race, with behavioral items equally representing REH and RED across the different groups. Further, higher-order relationships among the facets of REH and RED do not vary across race, with a single second-order factor accounting for the relationships. This single factor is theorized to represent a root intergroup prejudice that leads to harassment and discrimination. However, as anticipated, individuals from minority groups generally reported higher levels of REH and RED once measurement equivalence has been established. Together, the results suggest that both intergroup prejudice (which is multidirectional) and racism (which originates in powerful groups against other groups) are operating in REH and RED experiences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A critical paradox? Predictors of latino students' sense of belonging in college.

Data from the Diverse Democracy Project Study, a national longitudinal study of 1st-year students enrolled in 4-year public research universities who were followed into their 2nd year of college, were used to explore background characteristics and college experiences associated with Latino students' sense of belonging. A framework including perceptual and behavioral dimensions of campus climate was used to organize the analysis. The direct or indirect effects of positive diversity experiences, perceptions of a hostile racial/ethnic climate, other perceptions and behaviors regarding college experiences, and immigrant status on sense of belonging were examined. Structural equation modeling analyses revealed that measures of positive diversity experiences and engagement in the campus community were positively associated with sense of belonging and with perceptions of a hostile racial/ethnic climate. Being a 2nd-generation immigrant was negatively and indirectly related to sense of belonging. These findings indicate that Latino students find a sense of belonging in a more complex, paradoxical way than traditional theories of college transition would imply. Effectively measuring relationships among campus climate indicators for various racial/ethnic groups may require more sophisticated methodological approaches. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Distributing prejudice unequally: Do Whites direct their prejudice toward strongly identified minorities?

Across 6 studies, Whites expressed more negative attitudes toward strongly identified racial minorities than toward weakly identified minorities. Whites who personally endorsed worldviews that legitimize the status hierarchy were particularly likely to express negative attitudes toward strongly identified minorities relative to weakly identified minorities, whereas Whites who personally rejected status-legitimizing worldviews displayed the opposite pattern. In addition, Whites' biases against strongly identified minorities dissipated when strongly identified minorities expressed strong endorsement of status-legitimizing worldviews. These studies suggest that Whites do not distribute their prejudicial attitudes equally among all members of minority groups and that some subsets of minorities (the strongly identified) might bear the brunt of racial prejudice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of perceived race and gender in the evaluation of college teaching on RateMyProfessors.Com.

The present study examined whether student evaluations of college teaching (SETs) reflected a bias predicated on the perceived race and gender of the instructor. Using anonymous, peer-generated evaluations of teaching obtained from RateMyProfessors.com, the present study examined SETs from 3,079 White; 142 Black; 238 Asian; 130 Latino; and 128 Other race faculty at the 25 highest ranked liberal arts colleges. Results showed that racial minority faculty, particularly Blacks and Asians, were evaluated more negatively than White faculty in terms of overall quality, helpfulness, and clarity, but were rated higher on easiness. A two-stage cluster analysis demonstrated that the very best instructors were likely to be White, whereas the very worst were more likely to be Black or Asian. Few effects of gender were observed, but several interactions emerged showing that Black male faculty were rated more negatively than other faculty. The results of the present study are consistent with the negative racial stereotypes of racial minorities and have implications for the tenure and promotion of racial minority faculty. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reverse discrimination: The relationship of amount of perceived discrimination toward a minority group on the behaviour of majority group members.

Male and female members of 4 racial groups solicited charity donations from 7,120 middle-class Canadian whites in both public and private conditions. Black and Indian solicitors received significantly greater donations than white solicitors, who in turn received significantly greater donations than oriental solicitors. 1 mo. later, white interviewers asked a randomly-selected subsample (n = 500) to estimate the degree of discrimination to which various ethnic and racial groups are generally subjected. Results provide supportive evidence for 1 part of a "theory of reverse discrimination," i.e., that when middle-class whites are involved in "trivial" interactions with minority group members whom they perceive as belonging to groups that have been targets of discrimination, they will treat those minority group members better than they treat another white in identical circumstances. (French summary) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Culturally adapted psychotherapy and the legitimacy of myth: A direct-comparison meta-analysis.

Psychotherapy is a culturally encapsulated healing practice that is created from and dedicated to specific cultural contexts (Frank & Frank, 1993; Wampold, 2007; Wrenn, 1962). Consequently, conventional psychotherapy is a practice most suitable for dominant cultural groups within North America and Western Europe but may be culturally incongruent with the values and worldviews of ethnic and racial minority groups (e.g., D. W. Sue, Arredondo, & McDavis, 1992). Culturally adapted psychotherapy has been reported in a previous meta-analysis as more effective for ethnic and racial minorities than a set of heterogeneous control conditions (Griner & Smith, 2006), but the relative efficacy of culturally adapted psychotherapy versus unadapted, bona fide psychotherapy remains unestablished. Furthermore, one particular form of adaptation involving the explanation of illness—known in an anthropological context as the illness myth of universal healing practices (Frank & Frank, 1993)—may be responsible for the differences in outcomes between adapted and unadapted treatments for ethnic and racial minority clients. The present multilevel-model, direct-comparison meta-analysis of published and unpublished studies confirms that culturally adapted psychotherapy is more effective than unadapted, bona fide psychotherapy by d = 0.32 for primary measures of psychological functioning. Adaptation of the illness myth was the sole moderator of superior outcomes via culturally adapted psychotherapy (d = 0.21). Implications of myth adaptation in culturally adapted psychotherapy for future research, training, and practice are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Introduction to the special section on recruiting and retaining minorities in psychotherapy research

This article introduces a special section devoted to the issue of recruiting and retaining ethnic minorities in psychotherapy research. Although minorities make up approximately 27% of the population of the United States (U.S. Bureau of the Census, 1994), the major psychotherapy studies conducted to date have been based almost exclusively on White populations. In March 1994, however, a new policy of the National Institutes of Health (NIH) mandated that women and members of ethnic minority groups be included in all NIH-funded projects involving human participants, unless a clear and compelling rationale justifies their exclusion. Knowledge about effective and culturally sensitive means of contacting, recruiting, and retaining minorities is an important resource for researchers who now wish to conduct NIH-funded studies. In the series of articles constituting this special section, strategies and advice are provided for researchers who want to recruit and retain minorities in psychotherapy research.     

Recruiting and hiring women in STEM fields.

The number of women earning advanced degrees in science, technology, engineering, and mathematics (STEM) has increased, yet women remain underrepresented at all ranks of the academic hierarchy in these fields. To help explain this pattern, we explored mechanisms in the recruitment and hiring process at the level of the department that hinder or promote the hiring of women into tenure-track positions. Using a unique data set of the entire pool of applicants to tenure-track STEM faculty positions over a 6-year period at a large public research university, we identified strategies that universities and academic departments can use to increase women's representation in tenure-track positions, including placing greater emphasis on increasing the number of women applicants and placing advertisements in venues that specifically target women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Lay theory of race affects and moderates Asian Americans' responses toward American culture.

People may hold different understandings of race that might affect how they respond to the culture of groups deemed to be racially distinct. The present research tests how this process is moderated by the minority individual's lay theory of race. An essentialist lay theory of race (i.e., that race reflects deep-seated, inalterable essence and is indicative of traits and ability) would orient racial minorities to rigidly adhere to their ethnic culture, whereas a social constructionist lay theory of race (i.e., that race is socially constructed, malleable, and arbitrary) would orient racial minorities to identify and cognitively assimilate toward the majority culture. To test these predictions, the authors conducted 4 studies with Asian American participants. The first 2 studies examine the effect of one's lay theory of race on perceived racial differences and identification with American culture. The last 2 studies tested the moderating effect of lay theory of race on identification and assimilation toward the majority American culture after this culture had been primed. The results generally supported the prediction that the social constructionist theory was associated with more perceived similarity between Asians and Americans and more consistent identification and assimilation toward American culture, compared with the essentialist theory. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Faculty of color in academe: What 20 years of literature tells us.

To better prepare students for an increasingly diverse society, campuses across the country remain engaged in efforts to diversify the racial and ethnic makeup of their faculties. However, faculty of color remain seriously underrepresented, making up 17% of total full-time faculty. In the past 20 years, more than 300 authors have addressed the status and experience of faculty of color in academe. From 1988 to 2007, there was a continued rise in publications addressing the issue of the low representation of faculty of color. This article presents a literature review and synthesis of 252 publications, with the goal of informing scholars and practitioners of the current state of the field. Themes emerging from these publications and an interpretive model through which findings can be viewed are presented. The analysis, with a focus on the departmental, institutional, and national contexts, documents supports, challenges, and recommendations to address barriers and build on successes within these 3 contexts. The authors hope that this article informs researchers and practitioners as they continue their work to understand and promote the increased representation of faculty of color. (PsycINFO Database Record (c) 2010 APA, all rights reserved)