Through work such as a Special Issue in Frontiers in Psychology on Power, Discrimination, and Privilege in Individuals and Institutions, our lab continues to address the problem of inequitable, entrenched power dynamics to make way for systemic change across diverse contexts.

Featured New Publication

Williams, M. T., Faber, S. C., Zare, M., & Abdulrehman, R. Y. (2024). Intersectional racial and gender bias in family court. Discover Psychology, 4(178), 1-22. https://doi.org/10.1007/s44202-024-00282-8

Working Together to Dismantle Systems of Inequity to Advance Fairness and Inclusion

Individuals and systems are rife with prejudices, leading to discrimination and inequities. Examples of this include rejection of stigmatized groups (e.g., Black Americans, Indigenous people in Canada, Roma peoples in Europe), structural racism (e.g., inequitable distribution of resources for public schools), disenfranchisement of women employees (e.g., the “glass ceiling”), heterosexism, economic oppression, and colonization. When we take a closer look, we find the core of the problem is imbalance in the distribution of power and its misuse. Key areas of scholarship include:

• Racial and Gender Biases in the Legal System
• Inclusion in Academic Spaces
• Workplace Protections for Public Servants

Our lab in on the forefront of examining systemic injustices in legal and institutional processes, including work on anti-racist jury selection, which explores strategies to combat racial bias in the judicial system. Similarly, our research into intersectional racial and gender biases in family court reveals how these prejudices can perpetuate inequitable outcomes, particularly for women and racialized individuals. Together, these projects underscore the need for systemic reforms to promote fairness and equity within legal and regulatory frameworks.

Our lab's research on inclusion in academic spaces focuses on addressing adverse racial climates and promoting equity and diversity within universities. We have explored how racial discrimination manifests in academic environments and developed frameworks for intervention. Additionally, we have debunked common myths about race and racism on university campuses, contributing to a deeper understanding of how these issues affect students, faculty, and staff in academic institutions. Collectively, this research calls for systemic changes to create more inclusive academic spaces that support the well-being of individuals of all racial identities and cultural traditions.

Beyond academia and the legal system, our lab explores structural inequities in governmental workplaces. We conducted a study on workplace inclusion for racialized employees for the Office of the Auditor General (OAG) of Canada, which helped shed light on the barriers faced by racialized professionals and the steps organizations can take to foster equitable environments. Additionally, we have studied sexual harassment and abuse in law enforcement, identifying best practices to create safer workplaces for women officers.