CDIRL is based at Berkeley Law. The overarching goal of our research is to understand psychological processes related to diversity and inclusion in order to address the challenges of working, living, and learning in diverse environments. Our work is therefore relevant to legal, organizational, and educational settings. Our research questions fall into two general, overlapping categories: diversity/inclusion and culture.
The primary focus of our lab is on people’s beliefs about and reactions to diversity. One major line of research contrasts two popular models of diversity: multiculturalism (acknowledge group differences) and colorblindness (ignore group differences). We have found that, paradoxically, colorblindness is associated with more negative intergroup attitudes. Moreover, which model of diversity dominant group members embrace has real consequences for employees of color.
Another major line of research investigates the power of organizations’ diversity climate (or that of a learning environment) to affect feelings of belonging and inclusion. Models of diversity, diversity resistance, stereotypes about groups, and even stereotypes about the organization can affect a diversity climate. We have found that certain diversity climates can lead some people to feel unwelcome even in the absence of overt discrimination. These feelings of exclusion, in turn, predict reduced participation, engagement, and support for diversity.
Plaut, V. C. (2014). Diversity science and institutional design. Policy Insights from the Behavioral and Brain Sciences, 1(1), 72-80.
Cheryan, S., Ziegler, S. A., Plaut, V. C., & Meltzoff, A. N. (2014). Designing classrooms to maximize student achievement. Policy Insights from the Behavioral and Brain Sciences, 1(1), 4-12.
Plaut, V. C., Garnett, F. G., Buffardi, L., & Sanchez-Burks, J. (2011) “What about me?” Perceptions of exclusion and Whites’ reactions to multiculturalism. Journal of Personality and Social Psychology, 101, 337-353.
Plaut, V. C. (2010). Diversity science: Why and how difference makes a difference (Target Article). Psychological Inquiry, 21, 77-99.
Plaut, V. C., Thomas, K. M., & Goren, M. J. (2009). Is multiculturalism or colorblindness better for minorities? Psychological Science, 20, 444-446.
Cheryan, S., Plaut, V. C., Davies, P. G., & Steele, C. M. (2009). Ambient belonging: How stereotypical cues impact gender participation in computer science. Journal of Personality and Social Psychology, 97, 1045-1060.
Stevens, F. G., Plaut, V. C., & Sanchez-Burks, J. (2008). Unlocking the benefits of diversity: All-inclusive multiculturalism and positive organizational change. Journal of Applied Behavioral Science, 44, 116-133.
Thomas, K., & Plaut, V. (2008). The many faces of diversity resistance in the workplace. In K. Thomas (Ed.), Diversity resistance in organizations: Manifestations and solutions (pp. 1-22). Mahwah, NJ: Lawrence Erlbaum.
Plaut, V. C. (2002). Cultural models of diversity: The psychology of difference and inclusion. In R. Shweder, M. Minow, & H. R. Markus (Eds.), Engaging cultural differences: The multicultural challenge in liberal democracies (pp. 365-395). New York: Russell Sage Foundation Press.
We have also investigated the relationship between psychology and law in several areas: immigration, property, contracts, juries, and sentencing.
Bennett, M., & Plaut, V. (in press). Looking Criminal and the Presumption of Dangerousness: Afrocentric Facial Features, Skin Tone, and Criminal Justice.
Carbone, C. S., & Plaut, V. C. (2013). Diversity and the civil jury. Wm. & Mary L. Rev., 55, 837.
Plaut, V.C., Tecle, A., & Feddersen, M. (in press). A sociocultural analysis of U.S. immigration law and psychology. To appear in Tartakovsky, E. (Ed.), Immigration: Policies, Challenges and Impact. Nova Science Publishers.
Anderson, M. W. & Plaut, V. C. (2012). Property law: Implicit bias and the resilience of spatial colorlines. In J. Levinson & R. Smith (Eds.), Implicit racial bias across the law (pp. 25-44). Cambridge University Press.
Plaut, V. C., & Bartlett, R. P. (2012). Blind consent? A sociocultural analysis of non-readership of online legal agreements. Law and Human Behavior, 36(4), 293-311.
Another focus of our research is on cultural variation in intrapersonal and interpersonal processes related to well-being, success, self, and relationship. People’s psychological processes and behavior are shaped by (and give shape to) their cultural contexts. Our research finds not only that our national culture shapes our psychology, but that our regional and local cultures do, too.
Plaut, V. C., Markus, H. R., Treadway, J. R., & Fu, A. S. (2012). The cultural construction of self and well-being: A tale of two cities. Personality and Social Psychology Bulletin, 38(12), 1644-1658.
Plaut, V. C., Adams, G., & Anderson, S. (2009). Does attractiveness buy happiness? “It depends on where you’re from.” Personal Relationships, 16, 619-630.
Anderson, S., Adams, G., & Plaut, V.C. (2008). The cultural grounding of personal relationship: The importance of attractiveness in everyday life. Journal of Personality and Social Psychology, 95, 352-368.
Plaut, V. C., & Markus, H. R. (2005). The “inside” story: A cultural-historical analysis of how to be smart and motivated, American style. In C. Dweck & A. Elliott, Handbook of competence and motivation (pp. 457-488). New York: Guilford.
Adams, G., & Plaut, V. C. (2003). The cultural grounding of relationship: Friendship in North American and West African worlds. Personal Relationships, 10, 335-349.
Plaut, V. C., Markus, H. R., & Lachman, M.E. (2002). Place matters: Consensual features and regional variation in American well-being and self. Journal of Personality and Social Psychology, 83, 160-184.