Un déguisement pour la discrimination?

Malgré une société de plus en plus tolérante, la discrimination reste un problème d'actualité. Pour expliquer la formation des comportements discriminatoires, la recherche en psychologie sociale a traditionnellement étudié la discrimination comme un phénomène intergroupe, notamment à travers la théorie de l'identité sociale (Tajfel & Turner, 1979). Toutefois, cette approche ne permet pas de comprendre comment des individus peuvent de nos jours s'engager dans des comportements discriminatoires tout en sachant que ces actes sont répréhensibles socialement et pénalement. C'est à cette problématique que nous nous sommes attelés dans la présente recherche. De nombreuses études ont mis en évidence le fait que des individus étaient prêts à commettre des actes discriminatoires pour autant qu'ils puissent les justifier (Crandall & Eshleman, 2003). Nous proposons de contribuer à la compréhension de ce phénomène grâce au concept de désengagement moral définit comme le processus par lequel des individus justifient leurs comportements immoraux pour les rendre acceptable. Ce concept a initialement été développé de manière conceptuelle par Bandura (1990) pour comprendre les processus cognitifs amenant des individus à se comporter de manière immorale. Dans le cadre de notre recherche, nous proposons de développer le concept de désengagement moral pour des actes discriminatoires (DMD) ainsi que sa mesure. Plus particulièrement, nous proposons de conceptualiser le DMD comme une différence individuelle permettant aux individus de s'engager dans des comportements discriminatoires en toute impunité à travers un processus anticipatoire de justification. Ces justifications visent à prouver le bien-fondé des actes de discrimination envisagés, ainsi perçus comme bénins, acceptables, voire désirables. Deux des trois étapes envisagées pour le développement de la mesure ont déjà été réalisées. Les résultats obtenus sont prometteurs quant à la structure et la validité de la mesure.

A model of gender prejudice, power, and discrimination: How hierarchy-enhancing factors predominate over hierarchy-attenuating factors

Gender inequalities remain an issue in our society and particularly in the workplace. Several factors can explain this gender difference in top-level managerial positions such as career ambitions but also biases against women. In our chapter, we propose a model explaining why gender inequalities and particularly discrimination against women is still present in our societies despite social norms and existing legislation on gender equality. To this purpose, we review research on discrimination through two different approaches, (a) a prejudice approach through the justification-suppression model developed by Crandall and Eshleman (2003) and (b) a power approach through the social dominance theory (Pratto, Sidanius, Stallworth, & Malle, 1994; Sidanius & Pratto, 1999). In our work, we integrate these two approaches and propose a model of gender prejudice, power and discrimination. The integration of these two approaches contributes to a better understanding of how discrimination against women is formed and maintained over time.

« On m'accuse de discrimination, moi ! » Tout est une histoire de perception

De nos jours, les comportements discriminatoires sont mal vus par la société. On tend à montrer du doigt les personnes s'engageant dans de tels comportements et à médiatiser les entreprises prises en flagrant délit de discrimination, tant au niveau du processus d'embauche (p. ex., rejet systématique des candidatures venant de candidats d'origine étrangère), qu'au niveau des différences de traitement au sein des entreprises (p. ex., différence de salaires entre les femmes et les hommes). Si les comportements discriminatoires sont si mal perçus, pourquoi sont-ils toujours d'actualité ? Comment est-ce que des personnes s'engageant dans de tels comportements peuvent garder à la fois une image positive d'eux-mêmes et éviter de se faire réprimander par d'autres personnes qui pourraient avoir connaissance de leurs mauvais agissements ? C'est à cette problématique que je m'atèle dans ma recherche. A travers une expérience sur le thème de la discrimination à l'embauche, je démontre que les individus ayant tendance à se désengager moralement de leur propre action sont plus à même de s'engager dans des comportements discriminatoires que les autres individus. Le désengagement moral est un processus par lequel les individus justifient leur propre comportement non-éthique afin de les rendre acceptable (Bandura, 1986). En particulier, les résultats ont révélé que cette relation entre désengagement moral et discrimination est modéré par le degré de préjugés des individus. Parmi les individus ayant des préjugés marqués envers les étrangers, plus leur tendance au désengagement moral est élevé, plus ils sont à même de s'engager dans des comportements discriminatoires.

Associations between perceived discrimination and health status among frequent Emergency Department users

Objective: Frequent Emergency Department (ED) users are vulnerable individuals and discrimination is usually associated with increased vulnerability. The aim of this study was to investigate frequent ED users' perceptions of discrimination and to test whether they were associated with increased vulnerability. Methods: In total, 250 adult frequent ED users were interviewed in Lausanne University Hospital. From a previously published questionnaire, we assessed 15 dichotomous sources of perceived discrimination. Vulnerability was assessed using health status: objective health status (evaluation by a healthcare practitioner including somatic, mental health, behavioral, and social issues - dichotomous variables) and subjective health status [self-evaluation including health-related quality of life (WHOQOL) and quality of life (EUROQOL) - mean-scores]. We computed the prevalence rates of perceived discrimination and tested associations between perceived discrimination and health status (Fischer's exact tests, Mann-Whitney U-tests)

The skill paradox: Explaining and reducing employment discrimination against skilled immigrants

Using a social identity theory approach, we theorized that recruiters might be particularly biased against skilled immigrant applicants. We refer to this phenomenon as a skill paradox, according to which immigrants are more likely to be targets of employment discrimination the more skilled they are. Furthermore, building on the common ingroup identity model, we proposed that this paradox can be resolved through human resource management (HRM) strategies that promote inclusive hiring practices (e.g., by emphasizing fit with a diverse clientele). The results from a laboratory experiment were consistent with our predictions: Local recruiters preferred skilled local applicants over skilled immigrant applicants, but only when these applicants were qualified for a specific job. This bias against qualified and skilled immigrant applicants was attenuated when fit with a diverse clientele was emphasized, but not when fit with a homogeneous clientele was emphasized or when the hiring strategy was not explained. We discuss the implications of our findings for research on employment discrimination against skilled immigrants, including the role of inclusiveness for reducing discriminatory biases.

A novel gene expression signature in peripheral blood mononuclear cells for early detection of colorectal cancer.

BACKGROUND: Early detection and treatment of colorectal adenomatous polyps (AP) and colorectal cancer (CRC) is associated with decreased mortality for CRC. However, accurate, non-invasive and compliant tests to screen for AP and early stages of CRC are not yet available. A blood-based screening test is highly attractive due to limited invasiveness and high acceptance rate among patients. AIM: To demonstrate whether gene expression signatures in the peripheral blood mononuclear cells (PBMC) were able to detect the presence of AP and early stages CRC. METHODS: A total of 85 PBMC samples derived from colonoscopy-verified subjects without lesion (controls) (n = 41), with AP (n = 21) or with CRC (n = 23) were used as training sets. A 42-gene panel for CRC and AP discrimination, including genes identified by Digital Gene Expression-tag profiling of PBMC, and genes previously characterised and reported in the literature, was validated on the training set by qPCR. Logistic regression analysis followed by bootstrap validation determined CRC- and AP-specific classifiers, which discriminate patients with CRC and AP from controls. RESULTS: The CRC and AP classifiers were able to detect CRC with a sensitivity of 78% and AP with a sensitivity of 46% respectively. Both classifiers had a specificity of 92% with very low false-positive detection when applied on subjects with inflammatory bowel disease (n = 23) or tumours other than CRC (n = 14). CONCLUSION: This pilot study demonstrates the potential of developing a minimally invasive, accurate test to screen patients at average risk for colorectal cancer, based on gene expression analysis of peripheral blood mononuclear cells obtained from a simple blood sample.

Modularity of auditory spatial representations

Abstract : Auditory spatial functions are of crucial importance in everyday life. Determining the origin of sound sources in space plays a key role in a variety of tasks including orientation of attention, disentangling of complex acoustic patterns reaching our ears in noisy environments. Following brain damage, auditory spatial processing can be disrupted, resulting in severe handicaps. Complaints of patients with sound localization deficits include the inability to locate their crying child or being over-loaded by sounds in crowded public places. Yet, the brain bears a large capacity for reorganization following damage and/or learning. This phenomenon is referred as plasticity and is believed to underlie post-lesional functional recovery as well as learning-induced improvement. The aim of this thesis was to investigate the organization and plasticity of different aspects of auditory spatial functions. Overall, we report the outcomes of three studies: In the study entitled "Learning-induced plasticity in auditory spatial representations" (Spierer et al., 2007b), we focused on the neurophysiological and behavioral changes induced by auditory spatial training in healthy subjects. We found that relatively brief auditory spatial discrimination training improves performance and modifies the cortical representation of the trained sound locations, suggesting that cortical auditory representations of space are dynamic and subject to rapid reorganization. In the same study, we tested the generalization and persistence of training effects over time, as these are two determining factors in the development of neurorehabilitative intervention. In "The path to success in auditory spatial discrimination" (Spierer et al., 2007c), we investigated the neurophysiological correlates of successful spatial discrimination and contribute to the modeling of the anatomo-functional organization of auditory spatial processing in healthy subjects. We showed that discrimination accuracy depends on superior temporal plane (STP) activity in response to the first sound of a pair of stimuli. Our data support a model wherein refinement of spatial representations occurs within the STP and that interactions with parietal structures allow for transformations into coordinate frames that are required for higher-order computations including absolute localization of sound sources. In "Extinction of auditory stimuli in hemineglect: space versus ear" (Spierer et al., 2007a), we investigated auditory attentional deficits in brain-damaged patients. This work provides insight into the auditory neglect syndrome and its relation with neglect symptoms within the visual modality. Apart from contributing to a basic understanding of the cortical mechanisms underlying auditory spatial functions, the outcomes of the studies also contribute to develop neurorehabilitation strategies, which are currently being tested in clinical populations.