Over the past century, psychologists have made considerable advances in identifying the causes and consequences of fundamental biases such as racism, but have been less successful in developing theories and interventions to reduce these biases. This important new book focuses on how intergroup biases, including subtle, contemporary forms of racism, can be combated. Specifically, the book begins by tracing how the challenges of addressing aversive racism, an indirect and typically unconscious type of racial bias, led to the development of the Common Ingroup Identity Model. This model outlines strategies for reducing biases that are rooted, in part, in fundamental, normal psychological processes, such as the categorization of people into in-groups, "we's who are favored," and out-groups, "they's who are not." Thus, changing the nature of categorization from in-groups and out-groups (e.g., on the basis of race) to one more common, inclusive identity (e.g., university affiliation or nationality) can harness the cognitive and motivational forces of ingroup favoritism and redirect them to reduce bias. This process, described by the Common Ingroup Identity Model, not only produces more positive intergroup attitudes and more inclusive and generous standards of justice and fairness but also increases positive and trusting intergroup behaviors, such as helping and personal disclosure.
Reducing Intergroup Bias considers situations and interventions that can foster more inclusive representations and ways, both theoretically and practically, and that a common ingroup identity can facilitate more harmonius intergroup relations. It will be important reading not only for those in the field of intergroup relations for anyone interested in prejudice reduction.
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