ABSTRACT

Though race is complex in lived experience, studies of anti-Black prejudice and discrimination in the United States often elide this complexity by operationalizing “Black” using one racial marker. We consider how three intersecting markers – skin colour, names, and gender – predict white people’s anti-Black prejudice. Using two experiments where white participants evaluated fictitious job applicants, we randomly manipulated the applicant’s name (distinctly Black or indistinctly Black) and race/skin colour (white, lighter-skinned Black, medium-skinned Black, or darker-skinned Black). We predicted that when women and men targets had distinctly Black names or darker skin, they would be rated more negatively. Results suggest gendered colorism via salary recommendations, where participants offered a darker-skinned man with a distinctly Black name less salary. However, a darker-skinned woman with a distinctly Black name was offered more salary. We argue that anti-Black prejudice may take on nuanced and gendered forms in the twenty-first century.

摘要

尽管在现实生活中种族是复杂的，但是在美国，有关反黑人偏见和歧视的研究通常通过使用一种种族标记来操作“黑人”来消除这种复杂性。我们考虑三个相交的标记（肤色，名称和性别）如何预测白人的反黑人偏见。在白人参与者评估虚构求职者的两个实验中，我们随机操纵了求职者的姓名（明显是黑色或明显是黑色）和种族/肤色（白色，肤色较浅的黑人，肤色中等的黑人或肤色较深的黑人）。我们预测，当男女目标明显具有黑色名称或较黑的皮肤时，它们的评级将被否定。结果显示，通过薪资建议可以发现性别偏色，在这里，参与者提供了一个肤色较黑的人，工资明显低了黑人。但是，给一个皮肤黑的，名字明显为黑人的妇女提供了更高的薪水。我们认为，在二十一世纪，反对黑人的偏见可能会呈现出细微差别和性别差异的形式。