一所少数民族大学不同样本大学生的制度性种族歧视和微侵犯:性别种族主义的视角。

Florence Lui, Deidre M Anglin
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引用次数: 1

摘要

目的:少数民族报告了由于系统性种族主义造成的各种歧视经历。然而,很少有研究通过交叉方法检验性别和种族/民族是否相互作用以预测制度歧视和种族微侵犯。设计/方法/方法:在城市环境中,在一所少数民族公立大学就读的895名本科生中,以女性(60%)为主,少数民族(黑人20.8%,亚洲人31.6%,拉丁裔30.8%,白人8.2%,中东6.6%),完成了社会人口学特征、种族微侵犯经历和制度歧视的自我报告测量。重大(原创性):据我们所知,这项研究首次评估了性别和种族对包括中东血统的个体在内的不同样本中所经历的微侵犯类型的互动影响。作者强调了少数民族本科生所经历的一系列歧视性事件,即使在少数民族服务的机构中也是如此。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

Institutional Ethnoracial Discrimination and Microaggressions among a Diverse Sample of Undergraduates at a Minority-Serving University: A Gendered Racism Approach.

Institutional Ethnoracial Discrimination and Microaggressions among a Diverse Sample of Undergraduates at a Minority-Serving University: A Gendered Racism Approach.

Institutional Ethnoracial Discrimination and Microaggressions among a Diverse Sample of Undergraduates at a Minority-Serving University: A Gendered Racism Approach.

Institutional Ethnoracial Discrimination and Microaggressions among a Diverse Sample of Undergraduates at a Minority-Serving University: A Gendered Racism Approach.

Purpose: Ethnoracial minorities report a variety of discriminatory experiences due to systemic racism. Yet, few studies have examined whether gender and race/ethnicity interact to predict institutional discrimination and racial microaggressions through an intersectional approach.

Design/methodology/approach: A predominantly female (60%), ethnoracial minority (20.8% Black, 31.6% Asian, 30.8% Latina/o, 8.2% White, 6.6% Middle Eastern) sample of 895 undergraduates attending a minority-serving public university in an urban setting completed self-report measures of sociodemographic characteristics, experiences of racial microaggressions, and institutional discrimination.

Findings: Significant (p<.05) gender × race/ethnicity interaction effects were found in several institutional discrimination domains: Males reported more police/court discrimination overall, but gender differences in police/court discrimination were less pronounced for non-Black vs. Black students. While males tended to report more institutional discrimination than females, the reverse was true for the Middle Eastern group: Middle Eastern females reported institutional discrimination in more domains and more discrimination getting hired than their male counterparts. There was a significant race/ethnicity × gender interaction effect for environmental microaggressions: White males reported more environmental microaggressions than White females, but gender differences were not found in the overall sample.

Originality: This study is the first to our knowledge to assess the interactive effects of gender and ethnicity on the type of microaggressions experienced in a diverse sample that includes individuals of Middle Eastern descent. The authors highlight the range of discriminatory events that ethnoracially minoritized undergraduates experience, even at a minority-serving institution.

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