Racism Without Racists

The New York Times
October 5, 2008

By NICHOLAS D. KRISTOF
One of the fallacies this election season is that if Barack Obama is paying an electoral price for his skin tone, it must be because of racists.

On the contrary, the evidence is that Senator Obama is facing what scholars have dubbed “racism without racists.”

The racism is difficult to measure, but a careful survey completed last month by Stanford University, with The Associated Press and Yahoo, suggested that Mr. Obama’s support would be about six percentage points higher if he were white. That’s significant but surmountable.

Most of the lost votes aren’t those of dyed-in-the-wool racists. Such racists account for perhaps 10 percent of the electorate and, polling suggests, are mostly conservatives who would not vote for any Democratic presidential candidate.

Rather, most of the votes that Mr. Obama actually loses belong to well-meaning whites who believe in racial equality and have no objection to electing a black person as president — yet who discriminate unconsciously.

“When we fixate on the racist individual, we’re focused on the least interesting way that race works,” said Phillip Goff, a social psychologist at U.C.L.A. who focuses his research on “racism without racists.” “Most of the way race functions is without the need for racial animus.”

For decades, experiments have shown that even many whites who earnestly believe in equal rights will recommend hiring a white job candidate more often than a person with identical credentials who is black. In the experiments, the applicant’s folder sometimes presents the person as white, sometimes as black, but everything else is the same. The white person thinks that he or she is selecting on the basis of nonracial factors like experience.

Research suggests that whites are particularly likely to discriminate against blacks when choices are not clear-cut and competing arguments are flying about — in other words, in ambiguous circumstances rather like an electoral campaign.

For example, when the black job candidate is highly qualified, there is no discrimination. Yet in a more muddled gray area where reasonable people could disagree, unconscious discrimination plays a major role.

White participants recommend hiring a white applicant with borderline qualifications 76 percent of the time, while recommending an identically qualified black applicant only 45 percent of the time.[To read the entire story, go to: http://www.nytimes.com/2008/10/05/opinion/05kristof.html?_r=1&th&emc=th&oref=slogin ]