Question

A White manager must choose between a White and a Black job applicant. The two applicants have equal qualifications, but those qualifications are mixed: Both are high on some desirable characteristics but low on others. The theory of aversive racism would predict that the manager would

use some random procedure to choose between the two applicants because they are equally qualified.
choose the Black applicant out of concern that choosing the White applicant would make her appear to be prejudiced.
choose the Black applicant because the manager's egalitarian values would lead her to perceive the Black applicant's positive characteristics as more positive than the White applicant's positive characteristics.
choose the White applicant because she could rationalize her rejection of the Black applicant on the basis of the applicant's negative characteristics.

Answer 1

Aversive racism may lead a manager to choose a White applicant over an equally qualified Black applicant due to unconscious biases. This is part of a broader discussion about discrimination, affirmative action, and market forces in competitive markets.

Step-by-step explanation:

The theory of aversive racism would predict that, in a situation where a White manager has to choose between two equally qualified candidates of different races, the manager might lean towards choosing the White applicant. This inclination can occur because the manager can rationalize the rejection of the Black applicant on the basis of the negative characteristics despite having an egalitarian belief system. Aversive racists may consciously endorse racial equality but unconsciously harbor negative feelings and beliefs about people from other races. These unconscious biases can influence behavior in subtle ways, especially in ambiguous situations where the negative characteristics of the minority candidate might be used to justify the hiring decision.

The discussion around aversive racism and hiring practices is complex, involving topics such as discrimination in competitive markets, the impact of societal norms on business practices, and the tension between advocating for equality while acknowledging market forces. Critics of affirmative action argue that basing hiring decisions on factors other than merit can lead to preferential treatment of less qualified candidates, but proponents argue that past discrimination and societal advantages for certain groups justify such measures.