According to Yale Professor John Dovidio, “Whites spend a lot of time pretending they don’t see race.” But, he said, unconscious bias is pervasive, and unconscious biases by whites impact nearly every aspect of black lives, including vital areas such as health care and employment.Dovidio, the Carl Iver Hovland Professor of Psychology at Yale University, was the guest speaker at the Faculty of Arts and Sciences’ second Diversity Dialogue of the year. “But I Don’t See Color! Consequences of Racial Color-Blindness” was held Dec. 2 at Harvard Hillel.Biases are built into our society and it’s normal to absorb them, said Dovidio to the audience of more than 150. “Subtle bias by well-intentioned people is one of the hardest things to overcome.”Prejudice is embedded in the way people think, which makes it insidious, he said. “If I see a person of color and I claim to be color-blind, what color do I see? White. And that’s racist.”Dovidio cited several studies that showed disparities in interactions between physicians and patients. He said a 2003 study found, “Race-discordant visits are shorter, involve less positive affect, and are less participatory.” Another study, he noted, reported that 57 percent of blacks say they experience discrimination “often” or “very often” in interactions with white physicians.Implicit bias by white physicians, he said, results in fewer verbalizations, shorter visits, and faster speech. They are less patient-centered. In response, the patient is less involved and there is less clinician respect. Further, the patient does not like or trust the clinician, and lacks confidence in him or her, according to the studies cited by Dovidio.In the workplace, Dovidio said he does not buy managers’ arguments that “We tried to have a diverse [field] of candidates, but couldn’t find any” when filling job positions. He said senior leaders should not care about good intentions, but only about results.“If you value something, it’s the outcome that matters,” he said. “If you want diversity in the workplace, you have to fight for it.”Dovidio said unconscious bias in the workplace frequently prevents blacks from getting jobs. He cited research that showed that in a pool of black and white candidates who may be slightly deficient in qualifications for the same job, the white candidates are more likely to be chosen. White deficiencies are more likely to be overlooked or forgiven. Hiring managers often cite the deficiencies in the black candidates to justify not hiring them. In other words, he said, “White candidates get the benefit of the doubt. If there is some ambiguity, the black person suffers.”“Whether we like it or not, or whether we are even aware of it, we bring our perspectives and opinions with us when we come to work each day,” said Andrea Kelton-Harris, FAS senior human resources consultant and one of the organizers of the Diversity Dialogue. “Consciously or unconsciously, they can affect how we interact with each other, how we make decisions about colleagues, and how we communicate with one another while we’re at work,” she said.Most whites will not discriminate, Dovidio said, because, “We want to do the right thing.”Returning to his extensive research regarding race and white bias against blacks, Dovidio cited what he called “aversive racists” who “sympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks.”These negative feelings, Dovidio said, “are rooted in basic psychological processes [e.g., social categorization] that promote racial bias. In addition, the negative feelings that aversive racists have toward blacks do not reflect open hostility or hatred. Instead, aversive racists’ reactions typically involve discomfort, anxiety, or fear.”Dovidio concluded that contemporary bias is subtle and unconscious. But he said there are ways to confront it. He suggests that organizations create strong diversity committees, involve people of color, and make diversity part of employee performance reviews.For Naisha Bradley, director of the Harvard College Women’s Center, Dovidio’s presentation had a strong impact. “He eloquently captured the complexity of race in America and helped Harvard University administrators better understand how detrimental color-blindness is, and highlighted how it prioritizes harmony over equality,” she said.“But I Don’t See Color! Consequences of Racial Color-Blindness” was the second of three FAS Diversity Dialogues for the academic year. The final talk, “Identity Threat at Work,” will be on March 31. The Diversity Dialogues, which are free and open to the public, are offered through the FAS Dean’s Office, FAS Human Resources, and the FAS Office of Diversity Relations and Communications.
Mar 16, 2005 (CIDRAP News) The anthrax alert that shut down several government buildings in the Washington, DC, area this week and put hundreds of workers on preventive antibiotic treatment apparently was a false alarm. Testing of more than 70 samples from a mail facility near the Pentagon in Arlington, Va., and a mailroom at an office complex in nearby Falls Church, Va., showed no trace of anthrax, the Washington Post reported today. This week’s episode sparked some complaints of lack of communication and coordination between government agencies. Virginia and Fairfax County officials were angry that DoD didn’t alert them immediately about the anthrax alert at the Pentagon facility, according to the Post. Also, the story said, a Bush administration official voiced concern that the Department of Homeland Security had not been alerted. The Post report said DoD officials had recommended that nearly 700 DoD workers take preventive antibiotics. Federal and local health officials recommended that they continue taking them until final test results are in, the story said. The post office, on V Street Northeast, was to reopen at noon today, the Post reported. Postal Service spokesman Gerry McKiernan said workers at the site who had started taking antibiotics were being told they could discontinue them. The episode began the morning of Mar 14, when a military contractor that handles biohazard monitoring at the Pentagon mail facility reported evidence of anthrax on a filter that had been sampled Mar 10. The mail facility was closed, and 263 workers there provided nasal swab samples for testing. Winkenwerder said the negative follow-up test results in the current episode contrasted sharply with what happened in 2001, according to the AFPS report. At that time, “There were multiple positive tests from the environment, sort of all over the place,” he said. “We don’t have any of that at this time, despite a lot of testing.” A sensor in a mailroom at the Skyline Five Place sounded an alarm at 2:30 p.m. the same day. Emergency crews were called, and about 800 workers in three connected buildings were confined there for 6 hours. The Pentagon sample that tested positive in the contractor’s lab was subsequently retested by the US Army Research Institute of Infectious Diseases (USAMRIID) in Maryland. There, a polymerase chain reaction test confirmed the positive finding early yesterday morning. But subsequent culturing of samples to detect live bacteria yielded only negative findings, the Post reported today. This week’s alert had prompted the government to close a Washington post office that processes mail for the DoD and other government agencies and to recommend antibiotic treatment for about 200 workers there. Mail delivered to that facility is also irradiated before it gets there. An unnamed military official told the Post and the New York Times that contamination in a military contractor’s laboratory in Richmond, Va., might have triggered the initial finding of anthrax on a filter from the Pentagon mail facility on Mar 14. There was no indication in today’s reports what might have caused the anthrax alert later the same day in a Department of Defense (DoD) mailroom at the Falls Church complex, called Baileys Crossroads Skyline. Fairfax County officials announced this afternoon that the complex would reopen tomorrow, but that one suite would remain closed pending further test results. The military official quoted anonymously by the Times said the original anthrax finding in the contractor’s lab appeared to be related to quality control problems. He said labs that test for anthrax normally keep a sample of anthrax on hand to calibrate equipment. Evidence suggested, he said, that this sample had somehow contaminated the sample from the filter at the Pentagon mail facility. The same contaminated sample then was tested by USAMRIID, he said. DoD officials said they had found no link between the alerts at the Pentagon facility and the Skyline Five complex, according to the Post. Officials have said there was little chance of live anthrax spores contaminating either building via mail deliveries, because all mail to both facilities is irradiated before it arrives. Routine irradiation to kill pathogens was begun as a result of the mail-borne anthrax releases of October 2001, which killed five people and sickened 17 others. See also: DoD’s top health officer, Dr. William J. Winkenwerder, said authorities didn’t find any mail that could have triggered detection equipment, according to a report by DoD’s American Forces Press Service (AFPS). Nor did the government receive any threats, the Post said. Mar 16 Fairfax County statementhttp://www.co.fairfax.va.us/news/2005/05086.htm
Coming off back-to-back convincing victories over Sun Belt conference teams that vaulted the USC Trojans up two spots in the rankings, on Monday coach Steve Sarkisian addressed the strong start and what lies ahead.USC outscored Arkansas State and Idaho State by a combined score of 114-15, but Sarkisian still saw some room for improvements in week 2.“I thought our younger players looked more comfortable in week 2,” Sarkisian said. “Up front offensively in the run game and in pass protection, we made strides, and that came from communicating. Our communication was vastly improved up front.”On defense, Sarkisian also thought his team was “much better” against Idaho State.“We held Idaho to four yards per play, which is a really good number for us,” he said. “We were really good on third down again, getting off the field on defense.”Sarkisian lauded the play of running backs Justin Davis, Ronald Jones II and Tre Madden, and also singled out wide receiver JuJu Smith-Schuster.“In week 1, JuJu tried too hard,” Sarkisian said. “We tried to get him to calm down … and he did that. He blocked all night long. He cleared out routes for other guys. He played on special teams. If he can replicate his effort and energy, that guy’s poised for a great season.”The focus now shifts to Stanford, which figures to be USC’s first true test against Pac-12 competition. Sarkisian noted disciplined as the key to the game.“Stanford’s a very disciplined defense,” he said. “They don’t blow coverages. They don’t give up the big play. Cody [Kessler’s] going to have to remain discipline and continue to protect the football.”Sarkisian also pointed out the challenge of facing a dynamic and adaptable team in the Cardinal.“If you allow [Stanford] to line up with eight offensive linemen on the field, run the ball and get four to five yards at a time, they’ll stay in it,” Sarkisian said. “If you allow them to open their sets up and play pitch and catch and get six to seven yards in the quick game, they’ll do that. That’s the sign of a good coaching staff.”Stanford is led by redshirt senior quarterback Kevin Hogan, who the Trojans will try to stop from gaining momentum.“When he’s comfortable in the pocket and he strings together a few passes in a row, he can get hot,” Sarkisian said. “It’s going to be critical for us to try to make him as uncomfortable as we can.”Despite the improved quality of their opponent, Sarkisian wanted the team’s focus to remain on themselves.“We just need to stick to our process,” he said. “Focus on us and what we need to do to get ourselves prepared to play.”
Betsson outrides pandemic challenges as regulatory dramas loom July 21, 2020 Kindred marks fastest route to ‘normal trading’ as it delivers H1 growth July 24, 2020 Related Articles Submit Share Share StumbleUpon Prior to the release of its pending Q3 2017 trading update (scheduled for Wednesday 8 November), the governance of Stockholm-listed online gambling group Cherry AB has issued a corporate update detailing that it has revised its full-year 2017 corporate forecast.The firm’s revision of FY-2017 expectations follows a tougher than anticipated integration of acquired ComeOn assets having undertaken a strategic review of operations.Updating investors, Cherry governance has revised its full-year revenues to MSEK 2,200 (£196 million) from MSEK 2,500 (£224 million). The company now targets a 2017 profit EBITDA of MSEK 400 (£35.7m) from previously reported MSEK 480 (£43 million).In H1 2017, Cherry undertook its biggest corporate acquisition to date, acquiring European online gambling operator ComeOn outright for a total consideration of €280 million. Concluding its acquisition, Cherry governance stated that it would unify all B2C assets under its ComeOn! domain.“The process of integrating ComeOn has not been implemented according to plan, and the delay that occurred during the summer, combined with erroneous marketing decisions, contributed to higher costs and a weaker earnings trend than planned,” Cherry detailed in its market update.Restructuring ComeOn this October, Cherry announced the departure of Jonas Wåhlander as managing director of the online gambling division. Moving forward, Cherry governance stated that it is implementing a new management team for ComeOn, seeking to drive its acquired asset’s earning potential and capacity.Anders Holmgren, CEO of Cherry AB commented on the corporate update: “Naturally, I am disappointed that ComeOn! has not developed as well as we previously assessed. In the Online Gaming business area, the integration process has not been implemented efficiently as a consequence of the previous management’s poor focus on business. Thus, a new management team was appointed, consisting of people with the experience, market insight and control required.“The Online Gaming business area, with ComeOn! as its largest unit, has during the last twelve months increased its proforma revenues about 11 percent, however we are convinced that the company is capable to bring stronger growth with increased profit. We have a clear idea of what immediate actions are required, including cost reductions and focus on growth. The other business areas in the Cherry Group continue to develop well, with good cost control and well-balanced investments.” GiG lauds its ‘B2B makeover’ delivering Q2 growth August 11, 2020