Event Title

Effects of Cognitive Awareness Training on Gender Discrimination

Presenter Information

Stephanie Ingalls

Presentation Type

Poster Presentation/Art Exihibt

College

College of Social and Behavioral Sciences

Major

Psychology

Location

Event Center A & B

Faculty Mentor

Dr. Mark Agars

Start Date

5-19-2016 1:00 PM

End Date

5-19-2016 2:30 PM

Abstract

The persistence of discrimination may be the result of ineffective training. The purpose of our study is to implement a cognitive awareness training intervention for the purpose of reducing discrimination under a condition cognitive load, thereby reducing the impact of prejudicial beliefs. Specifically, with the intention of mitigating discrimination among the female gender in regards to personnel selection. We hypothesize that the training intervention will reduce discriminatory behaviors. The main effects of levels of prejudice, training condition, and the interactions of these effects are the aims of our experiment. We hypothesized a main effect of high levels of prejudice, as well as the lack of training. Additionally, that there would be a unique interaction between training and high prejudice. We hypothesize (h1) that we will find a main effect for the level of prejudice, such that participants high in prejudice will be more discriminatory than participants low in prejudice. We hypothesize (h2) that we will find an additional main effect for the training intervention in that untrained participants will be more discriminatory than the trained participants. We expect that the training intervention will be more effective in reducing discrimination on (h3) high prejudice participants.

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May 19th, 1:00 PM May 19th, 2:30 PM

Effects of Cognitive Awareness Training on Gender Discrimination

Event Center A & B

The persistence of discrimination may be the result of ineffective training. The purpose of our study is to implement a cognitive awareness training intervention for the purpose of reducing discrimination under a condition cognitive load, thereby reducing the impact of prejudicial beliefs. Specifically, with the intention of mitigating discrimination among the female gender in regards to personnel selection. We hypothesize that the training intervention will reduce discriminatory behaviors. The main effects of levels of prejudice, training condition, and the interactions of these effects are the aims of our experiment. We hypothesized a main effect of high levels of prejudice, as well as the lack of training. Additionally, that there would be a unique interaction between training and high prejudice. We hypothesize (h1) that we will find a main effect for the level of prejudice, such that participants high in prejudice will be more discriminatory than participants low in prejudice. We hypothesize (h2) that we will find an additional main effect for the training intervention in that untrained participants will be more discriminatory than the trained participants. We expect that the training intervention will be more effective in reducing discrimination on (h3) high prejudice participants.