Read more in Dr. Mosley's newly published article in Social and Personality Psychology Compass.
Go Matt!
sSo proud of you all!
sWay to go Emily!!!
sCongrats Liv!!!
sRead more in Dr. Mosley's newly published article in Social Issues and Policy Review.
Read more in Dr. Mosley's newly published article in Personality and Social Psychology Bulletin.
Read more about the work Dr. Mosley has been up to on the SPSP Website!
sRead more in our newly published article in Cultural Diversity and Ethnic Minority Psychology?
Read more in our newly published article in Child Development!
Read more in our newly published article in Sex Roles!
Read more in our newly published article in Social Psychological and Personality Science!
We draw upon theoretical work on colorblind racism (Bonilla Silva, 2006), a framework of racial ideologies that emphasize that group differences should be ignored, and that people should be treated as individuals. Three experiments investigate the colorblind racism hypothesis: perceivers who are highly invested in colorblind racism will see equal levels of appropriation in the actions of White and Black actors of out-group cultural use. These findings suggest that an endorsement in a colorblind ideology can facilitate ignorance of power differences between groups when perceiving cultural appropriation.
Read more in our newly published article in The Journal of Experimental Social Psychology!
Neil Lewis asks if it is possible to achieve equality, and if so, how? We elaborate on what moral psychology can teach us about inequality and highlight ways that work on moral psychology and intergroup bias can join together to inform equality-promoting interventions. Read more in our newly published article in Psychological Inquiry.
"The aim of this session is to provide concrete steps to facilitate increased diversity, representation, and inclusion in the field of social psychology. A panel of postdocs and faculty members from diverse backgrounds will share their insights from their research, discuss emerging trends, identify areas for improvement, and offer practical suggestions. This session is geared towards all SPSP members."
Committee Members:
Monica Biernat, Nyla Branscombe, Glenn Adams, Phia Salter, Dorthy Pennington
Do dominant group members "see" less cultural appropriation and less harm than minority group members when reading about acts of White targets taking from Black culture? Read more in our newly published article in the Journal of Personality and Social Psychology!
Can reflecting on how one has grown from a past experience of gender discrimination help women to feel stronger, more moral, and more motivated to confront discrimination in the future? Read more in our newly published article in Sex Roles!
The purpose of this grant program is to support scientific research in social problem areas related to the basic interests and goals of SPSSI and particularly those that are not likely to receive support from traditional sources.
Project Title: Intergroup Appraisals of Cultural Appropriation and Cultural Appreciation
The purpose of this grant program is to foster the development of the field of peace psychology worldwide through research, education, and the application of peace psychology in community projects.
Project Title: Contexts of Intergroup Violence and Peace on Group Based Perceptions of Cultural Appropriation and Minority Health Outcomes
Emily Taylor Center for Women & Gender Equity seeks to inform, involve, and empower members of the KU community through the practice of intersectional trans-inclusive feminism and expansive programming around gender and identity.
"Cultural appropriation refers to the making use or possession of the cultural elements of another group. This symposium explores how group members differentially construe cultural appropriation, and discusses solutions to bridge the conceptual gap. Findings extend the reach of social categorization, intercultural transmission, and social identity perspectives to a new domain of intergroup dynamics."
s"The award is named in memory of UCLA professor Jenessa Shapiro, who thought it was extremely important to promote diversity and inclusion in her lab, at the university, and in the field more generally. Jenessa took concrete actions to do this in a number of ways, ranging from volunteering for mentorship lunches at professional conferences to serving on committees to address issues of diversity within her departments as well as at the National Institutes of Health. She also engaged in countless other less visible activities to contribute to the goals of diversity, inclusion, and social justice that she never advertised."