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Lesprocessusdejustificationdansladiscriminationàlembauche-Delroisse-2011.pdf
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Authors
Supervisors
Herman, Ginette
 ;
Yzerbyt, Vincent
Abstract
(en) This dissertation examines the role of justification of discrimination in hiring decisions (Crandall & Eshleman, 2003; Gaertner & Dovidio, 2000). Among the different types of justification that have been studied, covering is a particularly subtle one: it implies focusing attention on elements other than social category (e.g., ethnic origin, gender, age, etc.) in order to discriminate against minority group members. Past research has shown that individuals use diagnostic information (i.e., lack of qualifications, work experiences, etc.) to justify the inadequacy of minority group members regarding an available position. Our experimental studies have demonstrated (in student samples) that this inadequacy might also be construed using non-diagnostics information, i.e., information that is irrelevant for the position. Therefore, every piece of available information toward minority group members is likely to be called upon by majority group members in order to justify discriminatory practices toward minorities. Moreover, if justification is at the heart of the discrimination, factors that would impede such rationalization processes should reduce the level of discrimination. In this sense we examined the effect of two variables expected to block justification processes: Accountability – the mandatory explanation to others of ones’ decisions and behaviors – and responsibility – the motivation to impede processes such as prejudice and stereotyping and, consequently, to reduce their impact on judgments and decisions about others. We found no effects of accountability in reducing justification and discriminatory behaviors. In contrast, responsibility seems to prevent justification and, therefore decreases discriminatory behaviors.
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  • Institution iconUCLouvainSSH/IPSY/IPSY - Psychological Sciences Research Institute

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Delroisse, S. (2011). Les processus de justification dans la discrimination à l’embauche. https://hdl.handle.net/2078.5/156379