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Journal of Business and Psychology

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10-06-2022

The Influence of Social Norms on the Expression of Anti-Black Bias

Authors: Abby Corrington, Naomi M. Fa-Kaji, Mikki Hebl, Anamely Salgado, N. Derek Brown, Linnea Ng

Published in: Journal of Business and Psychology | Issue 1/2023

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Abstract

The last few years have been a testament to the fact that anti-Black racism is alive and well in America. It manifests not only in macro-level indicators of social inequity (e.g., housing, education) but also manifests within individual organizations. Importantly, individuals in organizations can endorse anti-Black attitudes and other racist sentiments that influence others’ expressions of bias. In the current research, we examine the power of proximal organizational norms in two studies. In Study 1, 269 participants heard a member of their organization condone or condemn anti-Black attitudes and were then asked to give their own attitudes about Black Americans. Results revealed that participants were strongly influenced by the organization member’s stance on anti-Black racism; compared to those in the control condition, those who heard an organizational peer condone anti-Black attitudes were also more likely to condone, and those who heard an organizational peer condemn these attitudes were also more likely to condemn. In Study 2, we continued to examine the impact of norms on expressions of anti-Black bias by investigating the relationship between bias expression and both proximal (within an organization) and distal (within a more socially and physically distant reference group, i.e., country) norms. Consistent with Study 1, results from 183 participants showed that the proximal norms (but not the distal norms) were strongly related to the expression of anti-Black bias. We discuss the results by considering the critical role that both individual workplace allies and collective organizations can play in shaping the expression of anti-Black bias.

previous article Black Physicians’ Experiences with Anti-Black Racism in Healthcare Systems Explored Through An Attraction-Selection-Attrition Lens

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Although we are not aware of research examining whether people are more influenced in interactions with someone of the same gender than in those with someone of a different gender, an abundance of research has consistently shown that, compared to men, women are (a) less influential and (b) more easily influenced (see Carli, 2001; Eagly, 1983).

In terms of their job roles, 35% of participants were in middle management (n = 64), 12% were in junior management (n = 22), 12% were support staff (n = 22), 12% were other trained professionals (n = 21), 11% were administrative staff (n = 20), 7% were skilled laborers (n = 13), 4% were in upper management (n = 7), 2% were consultants (n = 4), and 2% were researchers (n = 3), 1% were partners (n = 2), 1% were temporary workers (n = 2), and the remaining 2% held another role (n = 3).

Although we did not predict any interaction between Proximal and Distal norms, we included the interaction term in our analyses for completeness.

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Title: The Influence of Social Norms on the Expression of Anti-Black Bias
Authors: Abby Corrington
Naomi M. Fa-Kaji
Mikki Hebl
Anamely Salgado
N. Derek Brown
Linnea Ng
Publication date: 10-06-2022
Publisher: Springer US
Published in: Journal of Business and Psychology / Issue 1/2023
Print ISSN: 0889-3268
Electronic ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-022-09822-2

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A Content Validation of Work Passion: Was the Passion Ever There?

The Struggle Is Real: Employee Reactions to Indirect Trauma from Anti-Black Policing

Corporate Diversity Statements and Employees’ Online DEI Ratings: An Unsupervised Machine-Learning Text-Mining Analysis

A Field Study of Racial Bias in Policing: Implications for Organizational Sciences