Tag Archives | Prejudice

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Does (under-)performance of athletes from stigmatized racial groups influence the incidence of racial hate crimes? We consider the case of the English national football team during the 2020 European Football Championship and analyze whether the performance of black players during the final at Wembley affected the number of racial hate crimes committed in London. The three English players who missed their penalties in the final are all black English players. Combining insights from (displaced) frustration-aggression and scapegoat theory, we argue that the frustration of losing the final resulted in violence directed at racial minority group members in London. Our findings show that the lost final triggered a 30 percent increase in racial hate crimes in the weeks following the event. The immediate impact was larger in boroughs with higher pre-event levels of racial hate crimes, indicating a galvanizing instead of a mobilizing exacerbation of this trigger event.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Christof Nägel: Insitute of Sociology & Social Psychology, University of Cologne
E-mail: naegel@wiso.uni-koeln.de

Mathijs Kros: Department of Sociology, Utrecht University
E-mail: m.kros@uu.nl

Ryan Davenport: University College London
E-mail: ryan.davenport@ucl.ac.uk

Acknowledgements: We are grateful to Frank van Tubergen, Huyen Nguyen, Jan-Willem Simons, Eva Jaspers, Chloé Lavest, Lucas Drouhot, Jeffrey Mitchell, Malcom Fairbrother, and Alexandra Heyden for feedback on an earlier version of this article.

Replication Package: A package to reproduce the results presented in this article is accessible at https://osf.io/hzuqk/.

Citation: Nägel, Christof, Mathijs Kros, and Ryan Davenport. 2024. “Three Lions or Three Scapegoats: Racial Hate Crime in the Wake of the Euro 2020 Final in London” Sociological Science 11: 579-599.
Received: April 10, 2024
Accepted: June 10, 2024
Editors: Ari Adut, Bart Bonikowski
DOI: 10.15195/v11.a21

Implicit Terror: A Natural Experiment on How Terror Attacks Affect Implicit Bias

By Parker Webservices on April 9, 2024 in Articles

Filip Olsson

Sociological Science April 9, 2024
10.15195/v11.a14

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Sociology has recently seen a surge of interest in implicit culture, which refers to knowledge, habits, and feelings that are largely automatic and habitual. In this article, I argue that certain expressions of implicit culture may be more contextual and malleable than previously thought. The argument is illustrated by showing how terror attacks in France affect implicit bias toward Arab Muslims. By analyzing the longevity and specificity of this effect, I also detail when and why implicit bias might change. The article consists of two studies. Study 1 shows that the attacks significantly increased implicit bias in France (n = 449), whereas Study 2 shows that the attacks had a similar effect globally (n = 25795). There was no corresponding effect on explicit bias in either study. I discuss the implications of the findings for research on terror attacks, implicit bias, and implicit culture.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Filip Olsson: Department of Sociology, Stockholm University
E-mail: filip.olsson@sociology.su.se

Acknowledgements: I am thankful to Magnus Bygren, Moa Bursell, and Daniel Ritter for insightful comments and suggestions.

Replication Package: All data used are publicly available at https://osf.io/y9hiq/ and https://osf.io/kaqi5/. A replication package with R code is available at https://osf.io/j5wxu/

Citation: Olsson, Filip. 2024. “Implicit Terror: A Natural Experiment on How Terror Attacks Affect Implicit Bias.” Sociological Science 11: 379-412.
Received: January 17, 2024
Accepted: March 6, 2024
Editors: Arnout van de Rijt, Stephen Vaisey
DOI: 10.15195/v11.a14

Prejudice, Bigotry, and Support for Compensatory Interventions to Address Black–White Inequalities: Evidence from the General Social Survey, 2006 to 2020

By Parker Webservices on January 10, 2022 in Articles

Stephen L. Morgan

Sociological Science January 10, 2022
10.15195/v9.a1

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The General Social Survey (GSS) shows that many self-identified white adults continue to hold racial attitudes that can be regarded, collectively, as a persistent social problem. Similar to findings from the analysis of electoral surveys, the GSS also shows that these racial attitudes have more strongly predicted political behavior since 2012. However, and in contrast to group-identity interpretations of these patterns, the increase in predictive power since 2012 is attributable to a positive development: above and beyond the effects of cohort replacement, support for compensatory interventions to address black–white inequalities has increased substantially, whereas prejudice and bigotry have decreased slightly. Because these changes have been larger on the political left than on the political right, the attitudes have gained in overall predictive power.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Stephen L. Morgan: Department of Sociology, Johns Hopkins University
E-mail: stephen.morgan@jhu.edu

Acknowledgments: I thank the editor and a deputy editor for their wise suggestions.

Citation: Morgan, Stephen L. 2021. “Prejudice, Bigotry, and Support for Compensatory Interventions to Address Black–White Inequalities: Evidence from the General Social Survey, 2006 to 2020.” Sociological Science 9: 1-26.
Received: November 15, 2021
Accepted: December 12, 2021
Editors: Jesper Sørensen, Peter Bearman
DOI: 10.15195/v9.a1

Better in the Shadows? Public Attention, Media Coverage, and Market Reactions to Female CEO Announcements

By Parker Webservices on May 17, 2021 in Articles

Edward Bishop Smith, Jillian Chown, and Kevin Gaughan

Sociological Science May 17, 2021
10.15195/v8.a7

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Combining media coverage data from approximately 17,000 unique media outlets with the full population of CEO appointments for U.S. publicly traded firms between 2000 and 2016, we investigate whether female CEO appointments garner more public attention compared with male appointments, and if so, whether this increased attention can help make sense of the previously reported negative market reaction to these events. Contrary to prior reports, our data do not indicate that the appointments of female CEOs elicit overly negative market reactions, on average. Our results do highlight an important moderating role of public attention, however. We demonstrate that greater attention—even when exogenously determined—contributes to negative market reactions for female CEO appointments but positive market reactions for male CEOs, all else held constant. Additionally, female CEO appointments that attract little attention garner significant positive responses in the market, compared with both male CEOs drawing similarly limited levels of attention and female CEOs drawing high levels of attention. Our results help to reconcile contrasting empirical findings on the effects of gender in executive leadership and parallel recent work on anticipatory bias and second-order discrimination in alternative empirical contexts. Implications for research on attention, gender bias, and executive succession are discussed.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Edward Bishop Smith: Management and Organizations Department, Kellogg School of Management, Northwestern University
E-mail: ned-smith@kellogg.northwestern.edu

Jillian Chown: Management and Organizations Department, Kellogg School of Management, Northwestern University
E-mail: jillian.chown@kellogg.northwestern.edu

Kevin Gaughan: Management and Organizations Department, Kellogg School of Management, Northwestern University (formerly)
E-mail: kevin.gaughan@northwestern.edu

Acknowledgments: We have benefitted from the advice of Jeanne Brett, Roberto Fernandez, Brayden King, Maxim Sytch, Ed Zajac, FilippoWezel, Ezra Zuckerman, and seminar participants at MIT, Harvard,Washington University, and Dartmouth. Correspondence may be directed to Ned Smith, Kellogg School of Management, Northwestern University 2211 Campus Drive, Evanston, IL 60208, ned-smith@kellogg.northwestern.edu.