KC 9 Discrimination (Andersen & Guul + Pendersen et al.)
10 important questions on KC 9 Discrimination (Andersen & Guul + Pendersen et al.)
Why is discrimination bad from the view of the ideal type of bureaucraties by weber?
Why do bureaucrats discriminate? (Or not)?
2. Discrimination due to the workload of bureaucrats (Andersen & Guul)
On what theory is the idea that street-level bureaucrats discriminate due to ethnicity of citizens based? Explain on what the model builts
The RCM is a cognitive model that builds on
- the human necessity to classify others (also known as categorization)
- the consequences of the reputation of groups of citizens.
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How do Pendersen et al extend the RCM model?
- Argument:
The characteristics of bureaucrats strengthen or weaken the effect of discrimination based on ethnicity - Evidence: No evidence that gender and ethnicity of bureaucrats matter, but work experience does. = Diminishing effect
Why do bureaucrats discriminate due to their workload?
- Coping is: The efforts that bureaucrats make during interactions with citizens in order to deal, master or reduce the demands from their work.
- Coping efforts (also known as strategies) are – for instance – bending or breaking rules
What are the two mechanisms that let high workload result in discriminative behavior?
- Statistical Discrimination
- Implicit Bias
What is the mechanism of statistical discrimination?
- Conscious process
- a form of skimming or cropping: Bureaucrats prefer clients that are easy to serve and avoid clients that are less likely to proceed.
- Based on rational cost-benefit analysis
- They don't obtain more information, that would cost more time. So based on imperfect information
= Bureaucrats will evaluate new clients based on how it affects their own workload. They discriminate those clients they expect require more work.
What is the mechanism of implicit bias?
- Unconcious process
- Based on categorization (social categorization) and internalized stereotypes
- Depends on psychological state, how much they rely on those stereotypes. If they have sufficient resources and are motivated they can avoid the influence of these internalized stereotypes in their conscious evaluation of others.
= The workload is often high, thus their cognitive load is high --> bureaucrats will unintentionally rely on categorization and stereotypes.
What is the evidence for discrimination due to high workload by Andersen & Guul?
- They found evidence that high workloads result in discrimination
- lowering workload lowers discrimination
What are two notions to make about the articles of Andersen & Guul and Pendersen et al?
- They studied name-based discrimination. So what is the evidence when discrimination is based on other clues instead of names?
- Both in Denmark. So how do they encounter to other countries?
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