ABC News explores some possible causes of obesity that are often overlooked.

Sure, most of the nation needs to eat less and move more. But is that the only reason America is so fat?

As more scientists and sociologists look at our bulging waistlines, some unusual explanations for the nation’s weight gain in the last 30 years are popping up.

The article discusses an intestinal bacteria that may contribute to weight gain and particular genes that may influence the success or failure of dieting.

Beyond these physical explanations, social factors may also contribute to obesity. A Harvard medical sociologist weighs in:

In 2007, an article in the New England Journal of Medicine used 30 years of data on 12,000 people to show obesity and weight loss may actually be contagious — things that spread among people who know each other.

“They key idea is that people are influenced by the behavior and actions of those around them. This applied to something that people may not have thought of, which is body size,” said Dr. Nicholas A. Christakis, author of the recent book “Connected,” which looks at how various phenomena from depression to obesity spreads through society.

Over the three decades, Christakis showed how obesity in one person in a circle of friends statistically meant more people in their circle of friends would become obese. The same was true of weight loss.

“We’re not saying we found the cause of the obesity epidemic. We’re not,” said Christakis. “Social networks have a general property that they magnify what they are seated with.”

While Christakis could show an obesity epidemic spreading through friend networks, he could only make an educated guess why.

“One possibility is that you start doing things — certain behaviors that I copy,” said Christakis.

So if one friend starts serving beer and cookies all the time, perhaps another friend will pick up the habit. Or if one friend joins a running club, perhaps another friend will join it too.

Christakis said another possibility is that “What’s spreading between people is an idea, or a norm.”

For example, if most people a person associates with are overweight, then that person’s idea of “normal weight” is likely to be bigger than what is actually healthy.

Read more.

In a recent Boston Globe story, diversity consultants and social scientists debated the effects of workplace diversity training.  While diversity training programs are a common job requirement these days, they may look very different from one company to the next:

The courses vary widely, in content and duration and method and philosophy: Some are short videos followed by structured discussions, some are multiday retreats, some are informational, teaching participants about their “diversity circle” and the difference between a generalization and a stereotype, others focus on role-playing. But they all promise to help people better navigate the fault lines of race, gender, culture, class, and sexual orientation that can divide co-workers and unsettle offices.

Opinions about the programs are also varied, and good social science evidence for either side of the debate has been scarce:

Such programs have always been controversial, with critics arguing that they’re unnecessary and needlessly politicize the workplace. But despite the growth and prevalence of diversity training, there have been few attempts to systematically study it.

Now a few social scientists are taking a hard look at these programs, and, so far, what they’re finding is that there’s little evidence that diversity training works.

Research by a team of sociologists on more than 800 companies over three decades has found that the best diversity training programs make little difference in who gets hired and promoted, and many programs actually decrease the number of women and minorities in management.

“Even with best practices, you’re not going to get much of an effect,” says Frank Dobbin, a Harvard University sociology professor on the research team. “It doesn’t change what happens at work.”

Diversity consultants are confident in their programs, claiming social science research in this area can’t accurately measure the impact of the training they deliver, generalizes unfairly, and rarely offers solutions to the problems it identifies:

Practitioners and some scholars disagree, arguing that, while there have been some unsubstantiated claims and overhyped “innovations” in diversity training, the field as a whole has begun to figure out what works. The changes that training triggers can often be subtle, defenders argue, and, in a setting as dynamic and stubbornly multivariate as the workplace, it’s all but impossible to come up with the clear, falsifiable evidence social science demands. The poor results that do show up in broad-based studies, they say, are due to companies whose commitment to diversity training programs is merely pro forma, and who see training as just a way to protect themselves from lawsuits.

“My experience is that a lot of these studies make good points, but they tend to fall into one particular trap,” says Howard Ross, a leading diversity consultant. “When we talk about diversity training as a megalith, it’s similar to saying, ‘Are restaurants good places to eat?’ The answer is ‘yes’ and ‘no,’ depending on the restaurant.”

Critics, on the other hand, argue that today’s practitioners are unlikely to be converging on a set of best practices, since the field is characterized by divergent, even contradictory approaches to the same set of problems. To critics, the proponents are simply mistaking the fact that people feel better about themselves after training for real results. Just because people think they’re less prejudiced doesn’t mean they are. Indeed, with something as subtle and reflexive as bias, we’re often our own worst judges

Dobbin and his colleagues have designed their research to address the potential alternatives to conventional diversity training programs practitioners often call for:

“We were increasingly frustrated by the fact that we know a lot about what kinds of disparities there are in organizations, and what kind of disadvantages women and minorities faced, but we know almost nothing about how to how to reduce them,” says Alexandra Kalev, a sociologist at the University of Arizona.

Several years ago Kalev, along with Dobbin and Erin Kelly of the University of Minnesota, set out to see what works. As a measure of program success, they looked at the number of women and minorities in a company’s managerial ranks – a much more concrete metric than the surveys of employee attitudes that many other studies relied on. The researchers drew on 31 years of Equal Employment Opportunity Commission data, specifically the annual reports that companies file detailing their racial and gender makeup. The sociologists then surveyed 829 of those companies on what diversity programs they had and when they instituted them. The results were described in a 2006 study, and in another paper that Kalev and Dobbin are currently writing.

The researchers found that while diversity training was by far the most popular approach, it was also the least effective at getting companies to hire and promote women and minorities. Some training programs were more effective than others: Voluntary programs were better than mandatory ones, and those that focused on the threat of bias and harassment lawsuits were worse than those that did not. But even the better programs led only to marginal changes. And those that were mandatory or discussed lawsuits – the vast majority of the programs the researchers examined – slightly reduced the number of women and minorities in management. Required training and legalistic training both make people resentful, the authors suggest, and likely to rebel against what they’ve heard.

What worked much better than even the best training, the researchers found, were more structural measures: minority mentoring programs, or designating an executive or a task force with specific responsibility to change promotion practices.

“You can imagine, if you’re in a meeting for two hours once a year to refresh your diversity awareness, what’s the effect of that going to be compared to being a mentor to someone?” says Dobbin.

At least some diversity consultants seem willing to accept that research finding, while still defending the role of training programs in an overall diversity policy:

Diversity trainers concede that there are poorly designed programs out there. There are also, they point out, companies that implement diversity training without much concern for whether it works, which is not a recipe for success. That doesn’t mean that well designed, conscientiously applied programs don’t work.

And diversity consultants bristle at the suggestion that they believe diversity training programs are a panacea. Properly instituting a diversity training program, many of them insist, means combining it with other, more systemic changes, including measures like those that the Kalev, Dobbin, and Kelly research found were more effective.

“If you look at just the efficacy of diversity training programs, that’s not how we look at it as a practitioner,” says Rohini Anand, global chief diversity officer at the food services giant Sodexo. “To me diversity training is one small but very necessary piece of what I need to do.”

Currently, heterosexual couples who live together before marriage and those who don’t have about the same chance of marital success, reports USA Today:

The report, by the National Center for Health Statistics, is based on the National Survey of Family Growth, a sample of almost 13,000. It provides the most detailed data on cohabitation of men and women to date.

Past research — using decades-old data — found significantly higher divorce rates for cohabitors, defined as “not married but living together with a partner of the opposite sex.” But now, in an era when about two-thirds of couples who marry live together first, a different picture is emerging in which there are few differences between those who cohabit and those who don’t.

Sociologists weigh in on the findings:

Sociologist Pamela Smock of the University of Michigan in Ann Arbor considers the data definitive. “On the basis of these numbers, there is not a negative effect of cohabitation on marriages, plain and simple,” she says.

Paul Amato, a sociologist at Pennsylvania State University, says the new data suggest that “maybe the effect of premarital cohabitation is becoming less of a problem than it was in the past. If it becomes normative now, maybe it’s not such a big deal.”

However, according to the study’s co-author, Bill Mosher:

“There’s a real difference in the types of cohabitations out there.  We can show that now with these national data.”

The data show that those who live together after making plans to marry or getting engaged have about the same chances of divorcing as couples who never cohabited before marriage. But those who move in together before making any clear decision to marry appear to have an increased risk of divorce.

Additionally:

Andrew Cherlin, a sociologist at Johns Hopkins University, says the report may quell fears of cohabitation “as a long-term substitute for marriage,” as in some European countries.  “American cohabitors either marry or break up in a few years,” he says.

MSNBC also joined the fray this week in reporting on cohabitation.  Check it out here for more fabulous sociological commentary on shacking up.

President Obama (Tim)According to USA Today, the 2010 Census will

remind Americans that racial classifications remain an integral part of the country’s social and legal fabric while, at the same time, recognizing that racial lines are blurring for a growing number of people…The government will give the nation’s more than 308 million people the opportunity to define their racial makeup as one race or more.

Some suggest that Obama’s presidency may affect how individuals report their race this time around. But how Obama himself will record his race remains a mystery.

Obama, born to a black father and a white mother, is not only the first black president but the first biracial president.

During his successful campaign in 2008, Obama referred to himself as black but also referred to his roots in Hawaii, where he was raised by his white mother. When the Obamas’ Census form arrives at 1600 Pennsylvania Ave., will he identify himself as black or as black and white? The White House declines to say.

A sociologist weighs in:

“The issue of perception is central,” says Ann Morning, a sociology professor at New York University. In an article titled “Who is Multiracial?” she estimated that about one-third of the U.S. population has some mixed-racial ancestry going back several generations. She predicts young generations will be more embracing of their multiracial heritage.

Morning is African American. But she also has English, Chinese and American Indian ancestry. Since 2000, she has checked off black, white, Asian and American Indian.

“The bigger thing is how I will mark my daughters,” Morning says. Their dad is Italian and she believes most people will look at her daughters as white. For now, she’ll check all the boxes for them, too.

Some question whether counting race is a good idea at all.

Roderick Harrison, a demographer at Howard University and the Joint Center for Political and Economic Studies in Washington. “But for a lot of others, it’s like, ‘OK, are you going to turn your back on the rest of us?’ … A lot of the racial and ethnic politics of the Census are that we want the biggest numbers possible for our groups.”

The Census has a long-lasting effect on politics and money. Population counts every 10 years decide the number of seats every state gets in the U.S. House of Representatives and determine how more than $400 billion a year in federal aid is allocated.

“I know it’s valuable information if you’re doing economic development or dispense certain amount of money to areas that need it,” says Stewart Cockburn, 39, who lost his job in textile sales in September. “My point about race in general in this country is that we’re just never going to get past it if we keep asking about it.”

Cockburn, of Greensboro, N.C., says he’s Scottish and Irish and has a great-grandmother who was Cherokee.

“I don’t understand why everyone makes such a big deal about race,” he says. “Maybe one day we will no longer care about race, ethnicity or the color of another person’s skin.”

Donna Edwards, of Santa Monica, Calif., says it’s important that the federal government allows people to identify more than one race. “It’s about time, isn’t it?” says Edwards, who is half Japanese and half German/Scottish/Welsh and spent years frustrated by forms that boxed her into one or the other.

P-90-Fc-028Also, yesterday the Chicago Tribune discussed whether disasters cause people to behave selfishly or altruistically.

When the ship is sinking is it really women and children first, or every man for himself? The answer, it seems, may depend on how fast it’s going down.

Comparing who survived two of history’s most famous sinkings — the Titanic and the Lusitania — indicates sharply different behavior on the two doomed vessels, neither of which had enough available lifeboats for all passengers.

When a torpedo sent the Lusitania to the bottom in just 18 minutes, claiming 1,198 lives, most survivors were young, fit people age 16 to 35 who could rush to a spot in the lifeboats and hang on to it.

By contrast, it took 2 hours and 40 minutes for the Titanic to slip beneath the waves, time for people to consider what to do rather than just react. While 1,517 people perished, the survivors tended to be women, children and those accompanying a child.

Economist Benno Torgler led a study about how people act in extreme situations. He comments:

“In the environment of the Titanic, social norms were enforced more often, and there was also a higher willingness among males to surrender a seat on a lifeboat,” researcher Benno Torgler of Queensland University of Technology in Brisbane, Australia said of the findings.

Why might this be?

Torgler points to the “procreation instinct,” which holds that because the survival of a species depends on its offspring, a high value must be placed upon females of reproductive age as a valuable resource.

Aboard the Titanic, where social norms had time to come into play, women had a 53 percent higher probability of surviving than males, Torgler said. “But no (such) effect was observable in the Lusitania.”

The Titanic went down after colliding with an iceberg on the night of April 12, 1912. It was three years later, May 7, 1915, that a torpedo sank the Lusitania.

The researchers note that it is likely that those aboard the Lusitania were familiar with the Titanic disaster and that also might have affected their thinking more toward self-preservation.

A social psychologist weighs in:

Col. Thomas Kolditz, head of the department of behavioral sciences at the U.S. Military Academy, said the researchers’ explanation for this behavior difference is plausible, “but they underestimate the role of leadership.” Competent leaders in dangerous situations influence people, but this takes time, said Kolditz, who was not part of the research team.

“It is unlikely that the mere passage of time led to the emergence of pro-social and selfless behaviors. It is much more likely that, in the case of the Titanic, leaders were able to impact the process of abandoning ship in a more direct way, whereas the effect of leadership was minimized in the fast-breaking circumstances on the Lusitania,” Kolditz said.

Additionally, social class affected survival chances in these disasters:

The study found a higher survival rate for first-class passengers on the Titanic, but not on the Lusitania, where first-class passengers fared even worse than third-class passengers in the scramble to exit the ship.

In the case of the Titanic, upper class passengers also had more time to assert the privilege to which they were accustomed, calling on the ships officers whom they knew and perhaps even bargaining for seats in the lifeboats.

Read more.

The Chicago Tribune noted that sociology students from Northern Illinois University are headed to Florida for spring break, but…

they won’t be relaxing in the sunshine.

They plan to build two Habitat for Humanity homes in four days.

Jack King of NIU’s Department of Sociology leads the annual outing. NIU crews have helped the nonprofit build about 25 homes in the Pensacola, Fla., area over the years.

Sociology graduate and undergraduate students come back, some year after year, to lend a hand.

Admiração:BBC News recently reported on the concept of “parental determinism,” as discussed by Kent University (England) sociology professor Frank Furedi:

There was a pervading prejudice that virtually all of society’s problems were caused by poor parenting.  There was an attempt to “weed out” unfit parents and intervene before they even had children, he said.  In an article for Spiked online, he likened “parental determinism” to Hitler’s eugenics and Stalinism.

He said: “The idea of a one-dimensional causal relationship between parenting and socioeconomic outcomes, dreamt up by the British think-tanks and policy makers, threatens to take public discourse to a new low.

He points to the roots of “parental determinism” in Britain:

The idea of early intervention was conceived by Tony Blair’s regime which “promoted the fantasy that the government could fix society’s problems by getting its hands on the nation’s toddlers before their parents had chance to ruin them”.

“He believed it was possible to spot tomorrow’s ‘problem people’ even before they were born,” he added.  This notion of parental determinism allowed politicians to promote the “most absurd prejudices…Over the weekend, Iain Duncan Smith the former Tory leader, argued that children from broken homes and dysfunctional families have underdeveloped brains and start school with the mental capacity of one-year-olds,” he said.

Furedi argues that “parental determinism” is particularly damaging in the realm of education:

This was because of the way it could erode adult responsibility and authority, he said.  If adults were reluctant or confused about giving guidance to the younger generation, then the challenge facing the teacher in the classroom could be “overwhelming”, he said.  “It is hard to be the last bastion of authority in a society where adult authority seems to be crumbling,” he added.

He called for adult authority to be affirmed both in and out of the classroom and for the relationship between parents and teachers to be re-drawn.  “There is a difference between raising children and educating them, and this distinction must be re-established to allow for a clearer and more constructive relationship between parents and teachers,” he concluded.

Click here to read Furedi’s full article in Spiked.

The Philadelphia Inquirer recently examined Americans’ tendency to turn on the poorest members of their society during hard economic times:

Last month, Lt. Gov. Andre Bauer of South Carolina said that when the government helps the poor, it’s like people feeding stray animals that continually “breed.”

And just last week, Colorado state legislator Spencer Swalm said poor people in single-family homes are “dysfunctional.”

Both statements riled some Americans from the Piedmont to the Rockies and underscored a widely held belief: In tough times, people are tough on the poor.

It’s not just politicians playing the blame game, either:

In an April 2009 poll by the Pew Research Center in Washington, 72 percent agreed with the statement that “poor people have become too dependent on government assistance programs.” That’s up from 69 percent in 2007.

“The economic downturn has made the middle class less generous toward others,” said Guy Molyneux, a partner at Hart Research Associates, a Washington firm that researches attitudes toward the poor. “People are less supportive of the government helping the poor, because they feel they’re not getting enough help themselves.

The Inquirer also featured sociological commentary on the phenomenon:

Matt Wray, a sociologist at Temple University, agreed: “Hatred of the poor is fueled by the middle class’s fear of falling during hard times.”

Americans don’t understand how the poor are victimized by a lack of jobs, inefficient schools, and unsafe neighborhoods, experts say.

“People ignore the structural issues – jobs leaving, industry becoming more mechanized,” said Yale sociologist Elijah Anderson, renowned for his study of the Philadelphia poor. “Then they point to the poor and ask, ‘Why aren’t you making it?’

nypdA recent survey of retired police commanders in New York City has been causing a stir in the news media and the blogsphere this week, including this article in the New York Times:

More than a hundred retired New York Police Department captains and higher-ranking officers said in a survey that the intense pressure to produce annual crime reductions led some supervisors and precinct commanders to manipulate crime statistics, according to two criminologists studying the department.

The retired members of the force reported that they were aware over the years of instances of “ethically inappropriate” changes to complaints of crimes in the seven categories measured by the department’s signature CompStat program, according to a summary of the results of the survey and interviews with the researchers who conducted it.

Further…

In interviews with the criminologists, other retired senior officers cited examples of what the researchers believe was a periodic practice among some precinct commanders and supervisors: checking eBay, other Web sites, catalogs or other sources to find prices for items that had been reported stolen that were lower than the value provided by the crime victim. They would then use the lower values to reduce reported grand larcenies — felony thefts valued at more than $1,000, which are recorded as index crimes under CompStat — to misdemeanors, which are not, the researchers said.

Others also said that precinct commanders or aides they dispatched sometimes went to crime scenes to persuade victims not to file complaints or to urge them to change their accounts in ways that could result in the downgrading of offenses to lesser crimes, the researchers said.

“Those people in the CompStat era felt enormous pressure to downgrade index crime, which determines the crime rate, and at the same time they felt less pressure to maintain the integrity of the crime statistics,” said John A. Eterno, one of the researchers and a retired New York City police captain.

His colleague, Eli B. Silverman, added, “As one person said, the system provides an incentive for pushing the envelope.”

The research has been criticized roundly by some, including former police commissioner William Bratton in an op-ed response yesterday:

The notion that there has been widespread downgrading of felony crime under CompStat is way off base. First, categories of crime that are nearly impossible to downgrade, notably homicide and auto theft, have declined much more than the categories that might be more readily manipulated. Auto thefts, which must be reported accurately because victims need crime reports to make insurance claims, are down 90 percent since 1993, the year before CompStat was inaugurated. In contrast, grand larceny, the category that can be most readily downgraded (by reducing the value of the property stolen), has declined only about 55 percent. Homicides, which generally report themselves when the body is discovered, are down about 76 percent, from 1,951 in 1993 to 471 in 2009.

Sociologist Jay Livingston also provides an alternative look at victimization data for burglary over the same time period in NYC that would appear to back Bratton up.

So, who to believe? Again, from the New York Times article:

The seven-page summary of the survey certainly indicates that many of the retired officers believe the system has gone significantly wrong.

Indeed, the researchers said the responses supported longstanding concerns voiced by some critics about the potential problems inherent in CompStat. The former officers indicate that it was the intense pressure brought to bear on the commanders of the city’s 76 precincts in twice-weekly CompStat meetings — where they are grilled, and sometimes humiliated, before their peers and subordinates, and where careers and promotions can be made or lost — that drove some to make “unethical” and “highly unethical” alterations to crime reports.

Given that concern over crime and crime numbers are not unique to New York, this is undoubtedly not the last we’ll hear on this topic for a long time to come.

New Orleans, The Day AfterDespite rumors and media reports at the time, new research claims that Hurricane Katrina did not spawn waves of crime in other cities. As USA Today reports:

In the current Journal of Criminal Justice study led by sociologist Sean Varano of Roger Williams University in Bristol, R.I., the authors look at statistics for robbery, rape, murder, car theft and other violent crimes in Houston, San Antonio and Phoenix before and after Katrina evacuees arrived in those cities. The 2005 storm, which killed about 1,800 people and caused more than $80 billion in damages, according to the National Hurricane Center, led to the relocation of more than one million people…

The study found a slight rise in murder and robbery in Houston, when adjusted for the long-term crime patterns, but no increase in other crimes (and suggested drops in rape and aggravated assaults); no effect at all in San Antonio; and another slight statistical rise in the murder rate in Phoenix. “Any increase in murder is intolerable,” Varano says, but a lack of increase in crimes such as car theft and robbery, where economic motives most clearly would tempt so many displaced people, argues against a crime wave driven by evacuees, he says.

Meanwhile, “Many communities across the United States … also reported increases in violent crime between 2004 and 2006,” notes the study, including a 30% increase in aggravated assault in cities such as Baltimore and Detroit.

The belief that rises in crime and disorder arise from disasters like Katrina is nothing new.

A crime wave spawned by evacuees is typical of “disaster myths” seen after catastrophes, such as the mythical Superdome riots reported in the days after the hurricane, says disaster management scholar Joseph Trainor of the University of Delaware, who was not part of the study. “This is a very strong study showing long-term effects and (showing) people’s resiliency after a disaster.”

Disasters such as Hurricane Katrina and the Jan. 12 earthquake in Haiti almost always spawn fears of riots or criminality, seen in some early reports from Port-Au-Prince. But on Jan. 18, U.S. Navy Rear Admiral Mike Rogers, Director of Intelligence for the Joint Staff, told a news conference, “we have seen nothing that suggests to us that we have widespread disorder; no sense of widespread panic.”

“Fifty years of social science show people are not victims of disasters, they are survivors,” Trainor says. “People are adaptive and altruistic, mass rioting and mass looting are just disaster myths for the most part.”

The take home message?

“One lesson is that after disasters we have to think about where evacuees land, and not just the disaster site itself,” Varano says. He argues that crime rate changes after displaced people arrive in a city like Houston or Phoenix tells us more about the conditions at the arrival location than about the displaced people themselves. Strong communities undoubtedly handle influxes of evacuees better than already weak ones, he says.

“Another is that public officials, and news organizations, have a responsibility to speak very carefully about the reality of disaster situations,” Varano concludes. “There’s a danger of host cities not wanting to accept people in desperate straits because of false perceptions.”