Understanding Antigay Bias From a Cognitive-Affective-Behavioral Perspective

In general, United States citizens have become increasingly more accepting of lesbians and gay men over the past few decades. Despite this shift in public attitudes, antigay bias remains openly tolerated, accepted, practiced, and even defended by a substantial portion of the population. This article reviews why and how antigay bias persists using a cognitive-affective-behavioral perspective that touches on sociocognitive factors such as prejudice and stereotyping, as well as features unique to antigay bias, such as its concealable nature. The article concludes with a discussion of how understanding modern antigay bias through a cognitive-affective-behavioral lens can be applied to reduce discrimination against gays and lesbians.     

公共性视角下平台“大数据杀熟”的规制逻辑与路径

平台“大数据杀熟”是通过算法侵害消费者权益的行为，存在社会伦理和技术伦理的双重可责性，应当予以规制。《反垄断法》《消费者权益保护法》《价格法》等传统法律制度对“大数据杀熟”的规制存在理念与制度层面的困境。鉴于大数据平台所具有的公共性特征及“大数据杀熟”侵害对象的不特定性，“大数据杀熟”规制可以借鉴公用事业理论，采取事前监管方式，对适格的平台主体施加透明、合理、非歧视的价格制定和标示义务，并通过设立专业的平台监管机构，确保上述义务得到履行。     

Social assistance assessments of couple households: A vignette study on applicants’ ethnicity and gendered family roles

Social work professionals’ assessments of social assistance (SA) eligibility for a heterosexual couple with a baby are examined. Professionals (n = 899) spread over 43 social service offices in 19 Swedish municipalities assessed a vignette. According to the vignette, one of the parents abstained from paid work to take parental leave, which caused the couple's need for SA. Two vignette dimensions were varied: the couple's ethnicity (Swedish/Arabic) and gendered family roles (mother/father going on parental leave). Data were analysed using multilevel logistic regression modelling. The results show that the combination of the couple's gendered family roles and ethnicity seems to have bearing on the assessments. Professionals were most prone to grant SA to couples with Swedish names where the mother went from work to parental leave. The lowest granting rate was found in assessments of couples with the same gender setting and Arabic names.     

Trajectories of discrimination among Chinese American youth: Variation,predictors, and outcomes

Using 3 waves of longitudinal data from 444 Chinese American adolescents (M_age = 13.04 at Wave 1, 54% identified as women), the current study explored if there was variation in discrimination trajectories from early to late adolescence and whether contextual and individual factors predicted trajectories as well as if trajectories were associated with academic achievement and mental health. Three distinct discrimination trajectories were identified: low-increasing, moderate-stable, and high-decreasing. The results also revealed that neighborhood Chinese concentration and adolescents' acculturation predicted discrimination trajectories. Different trajectories were also associated with depressive symptoms; adolescents in the high-decreasing trajectory reported higher levels of depressive symptoms in late adolescence than in the other two trajectories. The findings highlight the heterogeneity in Chinese American adolescents' discrimination experience.     

Predicting group consciousness among Asian Americans: Considering commonalities,shared interests,panethnic group identification,and linked fate

Identifying factors linked to the development of group consciousness is important toward bettering our understanding of group formation processes among marginalized ethnoracial groups. This study examines predictors of group consciousness among Asians and Asian Americans in the United States, focusing on numerous dimensions of this concept, including linked fate, panethnic group identification, and four specific sources of perceived group commonality and interests: (1) cultural, (2) economic, (3) political, and (4) racial. We use data from a national survey to examine socio-structural, political, discrimination, and immigration correlates associated with separate dimensions of Asian group consciousness. We found that perceiving interpersonal discrimination increased the importance of being Asian; heightened the odds of feeling linked fate with other Asian people; and enhanced the odds of identification as “Asian American.” Republicans and Independents were less likely to perceive different elements of Asian group consciousness compared to Democrats. Educational attainment, income, gender, employment status, ethnicity, and English-speaking comfortability had varying effects across certain measures of Asian group consciousness. For Asians and Asian Americans, interpersonal discrimination and certain socio-structural, political, and immigration factors may be especially meaningful toward the development of linked fate, shared group interests and commonalities, and panethnic identification, all of which are key toward activating group consciousness.     

Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications

We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. The results confirm this hypothesis. For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses. This means ethnic minorities received 57.4% fewer positive responses than applicants with English names for leadership positions despite identical resumes. For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses. This means ethnic minorities received 45.3% fewer positive responses for non-leadership positions despite identical resumes. Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact. In contrast, hiring discrimination for leadership positions was not significantly influenced by whether the job advertisement emphasized individualism or learning, creativity, and innovation. Our findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions.     

Gender discrimination and career decision-making difficulties among female Chinese college students: The buffering role of coping styles

The current study examined the relationship between gender discrimination and a form of career decision-making difficulties: emotional and personality-related career decision-making difficulties among female Chinese college students. It further examined the buffering effect of coping styles on the above relationship. A series of hierarchical regression analyses were conducted on a sample of 1427 female Chinese college students from 19 universities located in different regions in China. Results indicated that only suppressive style of coping served as a buffer on the relationship between gender discrimination and career decision-making difficulties. Also, gender discrimination, reflective style of coping, and reactive style of coping were positively associated with career decision-making difficulties. These results supported the need to develop career interventions focusing on discussion of gender discrimination, its impact on one's career decisions, as well as teaching distraction coping strategies in reducing the negative impact of gender discrimination on career decision-making difficulties among female Chinese college students.     

人工智能介入量刑机制：困境、定位与解构

司法人工智能分为常规型人工智能与专业型人工智能,前者是将通用领域已经发展成熟的人工智能直接移植至司法领域而无需专门的算法更新,主要目的是将审判人员从繁重的"事务性"工作中解放出来,因而其也无法介入审判的核心内容;后者是诸如量刑辅助系统等专门为司法领域开发的介入审判实质内容的人工智能,其是司法人工智能的核心。当前司法人工智能的实践现状是常规型人工智能因其有坚实基础而卓有成效,但极为重要的专业型人工智能的开发与使用并不理想,主要原因是法学研究对专业型人工智能的研发理论供给不足,具体表现为"抽象有余而具象不足",其深层次原因在于法学专业知识与人工智能技术知识没有深度融合,即"懂技术的不懂法律,懂法律的不懂技术"。宏观层面,在智能爆炸不可预期的时空背景下,生命2.0阶段(文化阶段)或弱人工智能时代仍是当下及可预见未来所长期处于的阶段,故作为"工具"的量刑人工智能仍应定位于辅助量刑而非决定量刑,且基于量刑规范化改革的价值内涵,应更进一步地定位于规范性辅助而非参考性辅助,二者的区别是智能系统给出的阶段性量刑结论对法官的约束力大小。在微观层面,智能量刑系统的算法构建应以量刑逻辑主导算法逻辑为原则,以诸如量刑基准、不法刑等具有"共性"属性的阶段性量刑为作用领域而非其能力之外的终局性量刑结论(宣告刑);此外,为防止算法黑箱、算法歧视以及相关关系代替因果关系,须做到量刑人工智能的算法公开和阶段性量刑结论的可解释性。     

欧美供应链韧性战略的悖论与中国应对

疫情以来,以美国、欧盟为首的发达国家加紧了对供应链的审查,并通过一系列强制政策和措施,要重塑更为安全、可持续和风险可控的“供应链”(即“供应链韧性战略”)。这一战略的目标之一就是消除或降低中国的影响,歧视性特点非常突出。供应链韧性战略本身存在无法解决的悖论:紧急状况下的快速恢复与无效率的剩余能力之间的悖论;稳定可靠的供应关系与灵活可变的渠道之间的悖论。考虑到任何供应链的调整和重塑都带来巨额成本,中国仍有很多空间采取更主动的行动。     

Racial-ethnic socialization,racial discrimination,and internalization of the model minority myth in East Asian families

Guided by the integrative model, this study investigated the moderating effect of East Asian American youth-reported (N = 143) racial-ethnic socialization (RES) in the relationship between the youth's experiences of discrimination and internalization of the model minority myth. The results suggest that there was a significant interaction between youth's racial discrimination and youth-reported awareness of discrimination on youth's internalization of the model minority myth (b = 3.52, p < .05). No significant interaction effect emerged between racial discrimination and maintenance of heritage culture on internalization of model minority myth. The findings offer several contributions to inform research, family, and communities in understanding the ways caregivers respond to youth's racialized settings, which also contribute to youth's positive outcomes.