Jordan Axt
@jordanaxt
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Associate Professor of Psychology @McGillU. Director of Data and Methodology @ProjectImplicit. Previously @DukeU and @UVA. Opinions are my own.
Montreal. QC
Joined May 2009
Do *you* have an intervention that would reduce discrimination? @elianeroy_ , @CalvinKLai and I are looking for collaborators for a new contest study! Please RT or share with those who may be interested. Much more information here:
drive.google.com
Currently seeking out research collaborators for this exciting new project! @jordanaxt .Link to the flyer with the hyperlinks:
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Shoutout to this fan in the front row of the US-Serbia game that is repping the most important teams of all (McGill, Dads).
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Another update! Now featuring @AnaliaAlbuja on roommates and intergroup contact, @drsarahlamer on gender stereotypes and nonverbal behavior, and @baixx062 on animalistic/mechanistic dehumanization. More info at and stream here:
youtube.com
Yearly plug for my 'Brief Conversations About Intergroup Relations' video series, now up to 27 guests! Much much thanks to @MikeyPasek, @KimEChaney and @brycejdietrich for joining this year. More information here:
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Yearly plug for my 'Brief Conversations About Intergroup Relations' video series, now up to 27 guests! Much much thanks to @MikeyPasek, @KimEChaney and @brycejdietrich for joining this year. More information here:
osf.io
Presented by OSF
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RT @KawakamiKerry: Postdoctoral Position. The Social Cognition Lab in the Department of Psychology at York University, Toronto, Canada, is….
kawakamilab.org
The Social Cognition Lab, under the direction of Dr. Kerry Kawakami
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A new Blink 182 album and I’m pumped about a never ending soup bowl study! It’s like the mid-00s never left.
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Finally, I anticipate raised eyebrows (or more) given the author list here. Those reactions are fair. Again, this was a Registered Report, and the Stage 1 protocol is linked in the paper. We have also made data, materials, and scripts available here:
osf.io
Registered Report with Nature: Human Behaviour Hosted on the Open Science Framework
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The (open access) paper has a lot more discussion about these results, but one takeaway is that organizations hoping to recruit more diverse applicants can’t achieve these goal through photos alone. It looks like more concrete commitments to diversity are needed.
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We also found that more diverse organizations did not lead to a higher rate of applications, both from majority and minority group members (if anything, having only racial or only gender diversity suppressed applications).
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Results found that our manipulation had no consistent effects on applicant quality (as rated by coders with HR experience).
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Job seekers (N > 30,000) were randomly assigned to view versions of an organization whose employees varied in racial and gender diversity. We then tracked how these images impacted applicant behavior (N > 1500 applicants).
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New article in Nature Human Behavior co-led by Aaron Nichols! In a Registered Report, we ran a field study to test whether images of organizational diversity impact the quality and quantity of applicants from majority and minority groups.
nature.com
Nature Human Behaviour - A Registered Report field study by Nichols et al. finds little evidence that images of organizational diversity change the volume or quality of minority applicants....
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My lab is running a field study – can you predict our results? See below for a 4-min survey that describes the procedure and asks for predicted results. You can also vote on where we will send a $500 charity donation. Please RT!
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RT @brainforbiz: How can we better understand and manage #unconscious #bias? Great conversation with @jordanaxt of @mcgillu on the latest #….
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Much thanks to them for taking the time to speak with me about their great work!.
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