Major Findings from Pager and Westerns -Field Audit -Study of Employee Hiring

Major Findings from Pager and Westerns -Field Audit -Study of Employee Hiring

Question One: Major Findings from Pager and Western’s Field “Audit” Study

The in-person audit conducted by Pager and Western aimed at assessing and analyzing the concepts of racial and ethnic discrimination that may exist in the low-wage labor markets of Milwaukee and New York. The study incorporated men aged between 21 and 24 who were hired to pose as job applicants. The young men were used as testers in the experiment, and certain parameters were used in the hiring process; these included their appearance, interactional styles and verbal skills. The individuals were presented with identical educational attainment, a neighborhood of residence and work experience. The results suggest that white applicants received higher positive responses compared to their Black counterparts. This is an indicator that racial discrimination during the hiring process does not primarily depend on the individual local cultures or, on the other hand, labor market parameters, but in the sense of a generalized concept that may have various misconceptions (Pager & Western, 2012).

Question Two: Individual Characteristics, Social Structural Conditions and Conspiracy Theories

Conspiracy theories are not an overly new phenomenon, but recently, they have been a center of focus in various areas. Conspiracy theories are rooted in the belief that secretive, sinister and powerful groups of individuals are conspiring to deceive others, especially at a point where access to information and ideas may partially support these allegations. Individual characteristics that may make people believe in conspiracy theories include low economic status, social ostracism, prejudice against those they perceive as enemies and being in a lower social circle (Hogg et al., 2017). On the other hand, social structural reasons that may explain why people believe in conspiracy theories and are dependent on the need to understand and be consistent in this understanding include the need for control and the need to feel special and belong.

Question Three: The Relationship between a Person’s Attitudes and Actual Behavior

Sociological and social psychological research suggests that attitudes are a set of emotions, beliefs, and behaviors directed towards a certain person, thing, or object. However, attitudes emanate from experiences or upbringing and as such, they play a significant part in influencing an individual’s behavior (Hogg et al., 2017). Although attitudes tend to endure, they can also change over time. This might inform the discussion on racism because it will highlight how attitudes are acquired and how they influence individual behavior.

Question Four: Micro-level Interventions to Reduce Negative Attitudes

Some examples of micro-level interventions that can be used to reduce negative attitudes about race and ethnicity include focusing on appropriate strengths, seeking support systems, and seeking professional help. However, there are limits to these interventions concerning how they can be applied. For instance, when focusing on their strengths, some individuals may not have a strong character, which implies that they may not be able to handle negative attitudes about race (American Psychological Association, 2019). Some individuals may be reluctant to assist when seeking a support system, especially when they do not share the same experiences, beliefs, or values. Although seeking professional help is a viable option, some people may not be able to communicate openly, and hence the problem may not be solved.

Question Five: Application of Frame Concepts in Explaining Why People Join Social Movements

The affiliation to various social movements is based on the idea that social movements give meaning to events that may be related to the experiences individuals go through. As such, this relevance provides meaning to them, and hence they can have a sense of belonging. Framing is important since it highlights issues that make sense based on the events being referred to (Levy et al., 2019).

References

American Psychological Association. (2019, October 31). Discrimination: What it is, and how to cope. https://www.apa.org. https://www.apa.org/topics/racism-bias-discrimination/types-stress

Hogg, M. A., Abrams, D., & Brewer, M. B. (2017). Social identity: The role of self in group processes and intergroup relations. Group Processes & Intergroup Relations, 20(5), 570-581. https://doi.org/10.1177/1368430217690909

Levy, A., Zezelj, I., Branković, M., Dusanic, S., van Zomeren, M., Saguy, T., & Halperin, E. (2019). Complex Social Identities and Intergroup Relations. Social Psychology. https://doi.org/10.1027/1864-9335/a000379

Pager, D., & Western, B. (2012). Identifying discrimination at work: The use of field experiments. The Journal of Social Issues, 68(2), 221. DOI: 10.1111/j.1540-4560.2012.01746.x

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Describe the significant findings from Pager and Western’s field “audit” study of employee hiring in Milwaukee and New York City. What does this study reveal about racial discrimination in the job market?

What are some of the individual characteristics that make people more likely to believe conspiracy theories, according to social scientific research? What are some of the social structural conditions that make people more likely to believe conspiracy theories, according to social scientific research?
What does sociological and social psychological research say about the relationship between a person’s attitudes and behavior? How might this inform our discussion on racism?
What are some examples of micro-level interventions that help reduce negative attitudes about race or ethnicity? What are some possible macro-level interventions? Discuss the limits of each kind of intervention.
Use frame alignment and transformation concepts to explain why people join social movements.