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.

过去几年证明了反黑人种族主义在美国仍然存在并且很好。它不仅体现在社会不平等的宏观指标（例如，住房、教育）中，还体现在各个组织中。重要的是，组织中的个人可以支持影响他人表达偏见的反黑人态度和其他种族主义情绪。在当前的研究中，我们在两项研究中检验了近端组织规范的力量。在研究 1 中，269 名参与者听到他们组织的一名成员宽恕或谴责反黑人的态度，然后被要求给出他们自己对美国黑人的态度。结果显示，参与者受到组织成员对反黑人种族主义立场的强烈影响；与对照组相比，那些听到组织同行宽恕反黑人态度的人也更有可能宽恕，而那些听到组织同行谴责这些态度的人也更有可能谴责。在研究 2 中，我们继续研究规范对反黑人偏见表达的影响，通过调查偏见表达与近端（组织内）和远端（在社会和物理上更遥远的参考群体，即国家) 规范。与研究 1 一致，来自 183 名参与者的结果表明，近端规范（但不是远端规范）与反黑人偏见的表达密切相关。我们通过考虑个人工作场所盟友和集体组织在塑造反黑人偏见表达中可以发挥的关键作用来讨论结果。