I. What factor(s) caused the experiences of
European and African newcomers to the United
States in the period from the 1600s through the
1800s to be so different from each other?
2. What does empirical research say about access
and treatment discrimination against Blacks?
3. In Brief's empirical study of "new racism,"
unqualified Whites were preferred overqualified
Blacks. What role might pervasive stereotypes
about Blacks play in decision makers' failure to
promote clearly qualified Blacks, even those who
have been working for organizations for a while and
have demonstrated their competencies? What can
be done about this?
4a. In the Bertrand and Mullainathan study of
name-based discrimination, job applicants with
"Black-sounding" names were granted interviews
significantly fewer times than those with
"White-sounding" names. Speculate on what might
happen to a Black applicant who had a
"White-sounding" name and was called for an
interview. At what point(s) might prejudice
eliminate the applicant from the selec-tion process?
What benefit(s) might accrue to such an applicant
from being called for the interview? What are some
specific things that organizations might do to reduce
the likelihood of name-based discrimination in the
selection process? How would they know if these
steps were working?
7. How can underemployment affect the quality of a
person's future employment? Explain

Answer: Hi! Read the explanation below:

Brainliest?

Explanation:

The experiences of European and African newcomers to the United States in the period from the 1600s through the 1800s were different due to several factors. Europeans arrived as voluntary migrants, seeking better economic opportunities and a chance for a new start. Africans, on the other hand, were forcibly brought to the US as slaves, enduring brutal treatment, and were denied basic human rights. Additionally, Europeans were able to assimilate into American society more easily due to their similar appearance and language, whereas Africans were viewed as different and inferior, leading to discrimination and exclusion.

Empirical research shows that access and treatment discrimination against Blacks exists in various domains, including employment, education, housing, and healthcare. For example, studies have found that Black job applicants are less likely to be called for an interview or receive a job offer than equally qualified White applicants. Black students are also more likely to receive harsh disciplinary actions and less likely to be identified as gifted or talented. Black individuals are also more likely to experience discrimination and bias in healthcare settings.

Pervasive stereotypes about Blacks may play a role in decision makers' failure to promote clearly qualified Blacks, even those who have demonstrated their competencies. These stereotypes may lead decision-makers to believe that Blacks are less competent, less committed, and less deserving of promotions. To combat this, organizations can implement diversity training and awareness programs to reduce the impact of stereotypes on decision-making processes. Additionally, organizations can set clear criteria for promotions and evaluate candidates based on their qualifications and performance, rather than stereotypes.

4a. If a Black applicant with a "White-sounding" name were called for an interview, prejudice might still eliminate them from the selection process at any point. The interviewer may hold negative beliefs about Black people or may make assumptions based on the applicant's appearance or mannerisms during the interview. However, being called for an interview could provide some benefits to the applicant, such as gaining interview experience and potentially having the opportunity to challenge the interviewer's stereotypes. To reduce name-based discrimination, organizations can use blind screening processes that remove identifying information, such as name and address, from resumes and applications. They can also implement diversity and inclusion training to reduce the impact of unconscious biases.

Underemployment can affect the quality of a person's future employment by limiting their opportunities for skill development and advancement. When a person is underemployed, they may not have the chance to use their skills and abilities to their full potential, leading to a decline in their skills over time. This can make it difficult for them to find better employment opportunities in the future. Underemployment can also affect a person's self-esteem, mental health, and financial stability, leading to long-term negative effects on their quality of life.

Which of the following is true about cultural adaptation?
6 OF 10
a. Changing the wording used in a treatment protocol to be more culturally relevant is
an example of cultural adaptation
b. Evidence-based treatments usually are developed with diverse populations, so
cultural adaptations are rarely needed
c. Cultural adaptations are usually tailored toward racial or ethnic identity and do not
take gender or socioeconomic status into account
d. None of the above

Hi, please I need help with this Discussion in 300 words

What are legacy admissions and any other practices that increase college acceptance not based on Merit -reinforce structural inequality

Thanks in advance

Does the Canadian Government have a moral responsibility to review the Indian Act?

Identify moral ideals. This includes notions such as justice, fairness, the “golden rule”, honesty, compassion, forgiveness, beneficence (performance of good acts), etc.