Institutional racism and sexism often stem from in-group favoritism rather than overt prejudice

Evidence

Experiments with the minimal intergroup situation also provided additional evidence that in-group favoritism is prior to, and not necessarily associated with, out-group negativity or hostility (Brewer, 1979). This is not to say that in-group-based discrimination is benign or inconsequential. Indeed, many forms of institutional racism and sexism are probably attributable to discrimination based on in-group preference rather than prejudice against out-groups. Nonetheless, the absence of positive regard and lack of trust for out-groups that is characteristic of most in-group–out-group differentiation can be conceptually and empirically distinguished from the presence of active hostility, distrust, and hate for out-groups that characterizes virulent prejudice. — Roderick M. Kramer, Geoffrey J. Leonardelli, Robert W. Livingston, Social Cognition, Social Identity, and…, 2483

Categorization

• XREF: Reconnects to Milgrom’s work on ingroup/outgroup trust dynamics and the evolution of cooperation within trading communities. — connects to: Workplace claims-making power is shaped by race and gender status. — Ken-Hou Lin & Donald Tomaskovic-Devey, Financialization and U.S. Income…, 106; Racism operates at a structural level irreducible to interpersonal group rivalry — David Theo Goldberg, John Solomos, A Companion to Racial and Ethnic Studies, 1388
• SEED: An essay angle: institutional racism and sexism traced to in-group preference rather than overt prejudice — reframes how we diagnose and remedy discrimination.
• corroborated: 2 independent passages support this claim — Roderick M. Kramer, Geoffrey J. Leonardelli, Robert W. Livingston, Social Cognition, Social Identity, and…, 2483