Jul 04, 2020 12:00:00

Researchers point out that even people who say that they are 'opposed to racial discrimination' unconsciously make racial discrimination

The 2020 Minneapolis anti-racism demonstration has spread not only throughout the United States but around the world, and in each country, statues of people related to slavery and colonialism have been scribbled and defeated , and various other There is also a move to replace the white voice actors who play characters of colored races with non-white voice actors in anime. Meanwhile, Geoff Beattie , a professor of psychology at Edge Hill University , argues that 'even those who oppose racism in the mouth are unconsciously discriminating against race.'

Black Lives Matter: you may be a vocal supporter and still hold racist views
https://theconversation.com/black-lives-matter-you-may-be-a-vocal-supporter-and-still-hold-racist-views-140816

Many people around the world have agreed to protest against black discrimination and are taking actions such as disseminating their opinions on social media. But Beattie points out that racism isn't just determined by the words and hashtags used during protests, but rather by more everyday and everyday behavior. Since he can get his opinions and words under control, he can unanimously hold the racist ideas deeply rooted in him, while he can speak out against racism.

Beattie seems to have been investigating the problem that 'people of color people are unjustly underestimated in academic posts' from around 2010, and from that time the university was also trying to deal with this problem. However, there was a lot of dissenting opinion that 'the issue of racism is a story of the past, and people who appeal to opposition to racism are trying to take advantage of discrimination,' said Beattie.

“But what if many of us don't appeal to racism at the conscious level? What if we have an independent system at a more conscious level that is susceptible to racial prejudice? Beattie said that the roots of racism have spread to the unconscious level.

A test called ' implicit association test(IAT) ' reveals such unconscious discrimination. A common form of IAT is to instantly classify a white or black face photo or name as either 'good' or 'bad'. Many studies have found that 'white subjects tend to classify white faces or names as 'good' faster than they classify black faces or names as 'good.' That.

Even when Beattie's research team adjusted all facial pictures used for IAT to smiles that should be classified as 'good', white subjects were still found to have a racial prejudice to moderate or strong blacks That's right. The results were the same even if a white subject claimed to be 'not racially biased.'

Beattie is also conducting an experiment that mimics the “academic post selection process” to investigate racial prejudice in more realistic situations. In this experiment, two white and two black 'recruiting candidates' were prepared, and the subjects were asked to decide which candidate to recruit. The four people's resumes were assigned four types of contents by rotation, and the resumes of the hiring candidates were not biased throughout the experiment.

The study found that white subjects were 10 times more likely to recruit whites than black candidates who were assigned the same resume. Furthermore, when the subject's gaze was analyzed by remote tracking, it became clear that they read 'good information' for white resumes and 'bad information' for black resumes for a long time.

A series of research results suggests that even people who think that they are not 'racists' unconsciously make racism when they should reasonably judge. Thing. Beattie argues that strict time constraints, such as the hiring process, should be avoided, because under high time pressure, you may unknowingly make decisions based on race. I am.

To prevent unintentional racial discrimination, I dare to say, ``If a candidate for a colored race is listed and the hiring manager is white, then the CV before making the final decision. It seems to be useful to set a constraint such as 'reread the positive part of' carefully. Many people think that it is an unnatural constraint, but by intentionally taking steps to correct the bias, it is possible to reduce the unconscious influence as much as possible. In addition, efforts to deepen understanding of other cultures and reduce racist awareness are also important in reducing racism.

In addition, Beattie points out that the IAT forces subjects to think about 'whites' and 'blacks,' and some critics say it's not a truly unconscious test. He said that by developing a test that simultaneously investigates multiple attributes other than race, we can gain more insight into the unconscious racial prejudice that people have.