SterPrejudicePart1

8/3/2019 SterPrejudicePart1

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PSY 321PSY 321

Dr. SanchezDr. Sanchez

Stereotyping, Prejudice andStereotyping, Prejudice and

Discrimination:Discrimination:

Intergroup BiasIntergroup Bias



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The Self-fulfilling Prophecy as aThe Self-fulfilling Prophecy as a

Three-Step ProcessThree-Step Process



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Self-Fulfi l l ing Prophecy:elf-Fulfi l l ing Prophecy:Rosenthal & Jacobson (1968)osenthal & Jacobson (1968)

Teachers were told that, on the basis of an IQtest, a certain group of students was on the vergeof an intellectual spurt

This group of students was randomly chosen Tes t wa s bogus

8 months later, this group ofmonths later, this group of

Students actually outperformedtudents actually outperformed others on an IQ testthers on an IQ test



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Racial Profiling as a Self-fulfilling Prophecy



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What is the state of What is the state of

intergroup bias in the U.S.?intergroup bias in the U.S.?“ “ Not everybody’s life is what they make Not everybody’s life is what they make

it. Some people’s life is what other it. Some people’s life is what other

people make it.” people make it.” - Alice Walker- Alice Walker



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Racism: HealthcareRacism: Healthcare

• Black and Latino cardiac patients less likely toBlack and Latino cardiac patients less likely to

receive appropriate heart medicinereceive appropriate heart medicine

• Less likely to undergo coronary bypassLess likely to undergo coronary bypass

surgerysurgery• Less likely to receive dialysis or kidneyLess likely to receive dialysis or kidney

transplanttransplant

• Receive lower quality basic clinical servicesReceive lower quality basic clinical services



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Racism: HiringRacism: Hiring

(Bertrand & Mullainathan, 2003)(Bertrand & Mullainathan, 2003)

– Sent 5000 phantom applications to job ads inSent 5000 phantom applications to job ads in

Boston & ChicagoBoston & Chicago

– Resumes were identical, EXCEPT:Resumes were identical, EXCEPT: RACE WAS VARIED by use of NAMES (Tamika vsRACE WAS VARIED by use of NAMES (Tamika vs

Kristin; Tyrone vs Brad)Kristin; Tyrone vs Brad)

– Results?Results?



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Racism: Mortgage DiscriminationRacism: Mortgage Discrimination

White people are far more likely than Black White people are far more likely than Black

people to be granted mortgage loanspeople to be granted mortgage loans

This effect cannot be “explained away” This effect cannot be “explained away”

statistically by differencesstatistically by differences



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Sexism: Pay InequitySexism: Pay Inequity

In 2003, women who worked full-time made __ In 2003, women who worked full-time made __

cents for every dollar a man made.cents for every dollar a man made.

– Asian women: 75 cents Asian women: 75 cents – White women: 70 centsWhite women: 70 cents

– Black women: 63 centsBlack women: 63 cents

– Native women: 57 centsNative women: 57 cents

– Latina women: 52 centsLatina women: 52 cents

These differences cannot be explained away….These differences cannot be explained away….



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What Is a Social Group?What Is a Social Group?

Two or more people perceived as havingTwo or more people perceived as having

at least one of the followingat least one of the following

characteristics:characteristics: – Direct interactions with each other over aDirect interactions with each other over a

period of time.period of time.

– Joint membership in a social category basedJoint membership in a social category basedon sex, race, or other attributes.on sex, race, or other attributes.

– A shared, common fate, identity, or set of A shared, common fate, identity, or set of

goals.goals.



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Defining Important TermsDefining Important Terms

StereotypesStereotypes: COGNITIONS/BELIEFS: COGNITIONS/BELIEFS

PrejudicePrejudice: AFFECT/EMOTIONS: AFFECT/EMOTIONS

DiscriminationDiscrimination: BEHAVIORS: BEHAVIORS



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Perceiving Groups: Three ReactionsPerceiving Groups: Three Reactions



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A CLASS DIVIDEDCLASS DIVIDED

Social Categorization:ocial Categorization:

Jane Ell iot ’s Class Exerciseane Ell iot ’s Class Exercise

Blue Eyes vs. Brown Eyeslue Eyes vs. Brown Eyes



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How Stereotypes Form:How Stereotypes Form:

In-groups vs. Out-groupsIn-groups vs. Out-groups We have a strong tendency to divideWe have a strong tendency to divide

people into ingroups and outgroups.people into ingroups and outgroups.

BenefitsBenefits

ConsequencesConsequences

– outgroup homogeneity effect outgroup homogeneity effect



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Why Are Out-groups SeenWhy Are Out-groups Seen

As Homogeneous? As Homogeneous?



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Social CategorizationTajfel’s Minimal Group Paradigm

Minimal Groups = categorizing persons on the basisof trivial info

– Ps watch a coin toss that randomly assignedthem to X or W

– “Overestimators” vs. “Underestimators”



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Social CategorizationTajfel’s Minimal Group Paradigm

General Findings



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Social Identity TheorySocial Identity Theory



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Social Identity TheorySocial Identity Theory

Basic Predictions:Basic Predictions:

1) Threats to SE = need for ingroup1) Threats to SE = need for ingroup

favoritismfavoritism 2) Ingroup favoritism = repairs SE2) Ingroup favoritism = repairs SE



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StereotypesStereotypes



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Definitionsefinitions

What is ahat is a stereotypetereotype?

– beliefs about characteristics of groupeliefs about characteristics of groupmembersembers

e.g., professore.g., professor

absent-minded reads booksabsent-minded reads books

drinks coffee wears glassesdrinks coffee wears glasses



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Stereotype ContentStereotype Content

Gender: Agency-CommunionGender: Agency-Communion



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Gendered Scripts =

Example Sexual Agency



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Stereotype ContentStereotype Content

Warm-CompetenceWarm-Competence

HomelessHomeless

PeoplePeople

WomenWomen

The ElderlyThe Elderly

RichRich



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The Stereotype Content Modelhe Stereotype Content Model(Fiske et al., 2002)Fiske et al., 2002)

Two fundamental dimensions: warmth & competenceTwo fundamental dimensions: warmth & competence Positive StereotypesPositive Stereotypes Negative StereotypesNegative Stereotypes MIXED:MIXED:

– Paternalistic Paternalistic stereotypes (high warmth/lowstereotypes (high warmth/lowcompetence)competence)

e.g., elderly, disabled people, some gendere.g., elderly, disabled people, some genderstereotypesstereotypes

– Envious Envious stereotypes (low warmth/high competence)stereotypes (low warmth/high competence) Asians, Jews Asians, Jews

The 4 different combinations of warmth andThe 4 different combinations of warmth andcompetence are associated with differentcompetence are associated with different intergroup intergroup

emotions emotions



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Stereotype Content Modeltereotype Content Model(Fiske, Cuddy, Glick, & Xu, 1999; 2002)Fiske, Cuddy, Glick, & Xu, 1999; 2002)

Low competence, Low warmth -> ContemptLow competence, Low warmth -> Contempt

Low competence, High warmth -> PityLow competence, High warmth -> Pity High competence, Low warmth -> EnvyHigh competence, Low warmth -> Envy

High competence, High warmth -> PrideHigh competence, High warmth -> Pride



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How Stereotypes Survive:How Stereotypes Survive:

Attributions Attributions Attributional biases can perpetuate Attributional biases can perpetuate

stereotypes.stereotypes.

– Fundamental attribution error revisited.Fundamental attribution error revisited.



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Subtyping and Contrast EffectsSubtyping and Contrast Effects

Illusory Correlations, Selective MemoryIllusory Correlations, Selective Memory

Stereotypes stubbornly survive disconfirmationStereotypes stubbornly survive disconfirmationthrough “subtyping.” through “subtyping.”

If behavior varies considerably fromIf behavior varies considerably from

expectations, the perceived difference may beexpectations, the perceived difference may bemagnified.magnified. – Contrast effectContrast effect

– “ “Hilary Clinton” effectHilary Clinton” effect



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Confirmation BiasesConfirmation Biases Stereotypes are often maintained andStereotypes are often maintained and

strengthened through confirmation biases.strengthened through confirmation biases.

– The stereotype creates a “self-fulfillingThe stereotype creates a “self-fulfilling

prophecy.” prophecy.”



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Stereotype:Stereotype:

Black men are dangerousBlack men are dangerous

Is it a weapon (Correll et al., 2002)?Is it a weapon (Correll et al., 2002)?

Subjects played video game (see p. 149 of Subjects played video game (see p. 149 of

text for picture)text for picture)

IVs:IVs:

– Race of targetRace of target

– Target is holding weapon or harmless objectTarget is holding weapon or harmless object

DVs: Pushed “shoot” or “don’t shoot” DVs: Pushed “shoot” or “don’t shoot”

buttonbutton



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Stereotype:Stereotype:

Black men are dangerousBlack men are dangerous

Results:Results:

Subjects mistook harmless objects forSubjects mistook harmless objects forguns when held by black targetsguns when held by black targets

In other words, subjects biases causedIn other words, subjects biases causedthem to “confirm” their expectationsthem to “confirm” their expectations



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“ “White men can’t jump” White men can’t jump”

Stone et al., 1997Stone et al., 1997

Subjects listened to same basketball gameSubjects listened to same basketball game

IV: Subjects were led to believe playerIV: Subjects were led to believe playerwas black or whitewas black or white

DV: How athletic was the player? HowDV: How athletic was the player? How “court smart” was the player? “court smart” was the player?



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“ “White Men Can’t Jump”?White Men Can’t Jump”?

Stereotypes asStereotypes as



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Stereotypes asStereotypes as

(Sometimes) Automatic(Sometimes) Automatic

Devine (1989): We become highly awareDevine (1989): We become highly aware

of the contents of many stereotypesof the contents of many stereotypes

through sociocultural mechanisms.through sociocultural mechanisms.

– Automatic Automatic

Can influence behavior even when do notCan influence behavior even when do not

consciously endorse the stereotype.consciously endorse the stereotype.



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What Factors Can InfluenceWhat Factors Can Influence

Stereotype Activation?Stereotype Activation?

Amount of exposure to the stereotype. Amount of exposure to the stereotype.

The kind and amount of information theThe kind and amount of information the

perceiver encounters.perceiver encounters.

The perceiver’s motivational goals.The perceiver’s motivational goals.

S lf t Th tSelf esteem Threats



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Self-esteem ThreatsSelf-esteem Threats

and Stereotypingand StereotypingSinclair & Kunda, 1999Sinclair & Kunda, 1999

White subjects received feedback onWhite subjects received feedback on

performance from a doctor:performance from a doctor:

– Doctor was Black or WhiteDoctor was Black or White

– Feedback was positive or negativeFeedback was positive or negative

Completed “unrelated” measure of Completed “unrelated” measure of

automatic stereotypingautomatic stereotyping



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Motivated Stereotype InhibitionMotivated Stereotype Inhibition

and Activationand Activation



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Are Stereotypes Ever Accurate? Are Stereotypes Ever Accurate?

What is meant by “accurate”?What is meant by “accurate”? – “ “kernel of truth” kernel of truth” – But what does “kernel of truth” reflect? Traits or socialBut what does “kernel of truth” reflect? Traits or social

structure?structure?

Even when based on reality, tend to exaggerateEven when based on reality, tend to exaggeratedifferences and understate similarities betweendifferences and understate similarities betweengroups.groups.

Stereotyping is a dynamic process – stereotypesStereotyping is a dynamic process – stereotypeschange over time.change over time.



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Overcoming StereotypesOvercoming Stereotypes

How much personal information do weHow much personal information do wehave about someone?have about someone?

What is our cognitive ability to focus on anWhat is our cognitive ability to focus on an

individual member of a stereotypedindividual member of a stereotypedgroup?group?

What is our motivation level to form anWhat is our motivation level to form an

accurate impression of someone?accurate impression of someone?



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Prejudice:Prejudice:

The emotional componentThe emotional component

Competition-based prejudiceCompetition-based prejudice

Explicit vs. Implicit prejudiceExplicit vs. Implicit prejudice



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Realistic Conflict TheoryRealistic Conflict Theory

The theory that hostility between groups isThe theory that hostility between groups iscaused by direct competition for limitedcaused by direct competition for limitedresources.resources.



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Competition for Limited Resources

Realistic Conflict TheoryRealistic Conflict Theory

– scarce resources -------> members of in-groupscarce resources -------> members of in-group

feel threatenedfeel threatened

– People feel a sense of “relative deprivation” People feel a sense of “relative deprivation”

– feeling threatened -------> prejudice andfeeling threatened -------> prejudice and

discriminationdiscrimination



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Realistic Conflict Theory

Example 1 (Hovland & Sears)

– cotton & lynchings in South (1882-1930)

– as cotton prices went down (i.e., scarceresources), number of lynchings of Black people increased

Example 2 – Jewish Holocaust

– As German economy worsened, Jewish peoplewere scapegoated, resented, killed.



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Realistic Conflict Theoryealistic Conflict Theory

Example 2 (Sherif & Colleagues)xample 2 (Sherif & Colleagues)



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Realistic Conflict Theoryealistic Conflict Theory

Example 2 (Sherif & Colleagues)Example 2 (Sherif & Colleagues) – Boy Scout Camp (Eagles vs Rattlers)Boy Scout Camp (Eagles vs Rattlers)

– Strengthened cohesiveness w/in group in first week Strengthened cohesiveness w/in group in first week

– Enhanced competition btw groups in second week Enhanced competition btw groups in second week

– Resources were source of conflictResources were source of conflict

– How was conflict restored????How was conflict restored????



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Forms of PrejudiceForms of Prejudice

Components of ConsciousnessComponents of Consciousness – Awareness Awareness

Explicit = awareExplicit = aware

Implicit = unawareImplicit = unaware

– ControlControl Intentional – deliberative (controllable)Intentional – deliberative (controllable)

Automatic – no control (involuntary) Automatic – no control (involuntary) –Limited energy & cognitive resourcesLimited energy & cognitive resources –Extremely rapidExtremely rapid



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Explicit AttitudesExplicit Attitudes

– Operate at consciousOperate at consciouslevellevel

– Best measured byBest measured by

traditional, self-traditional, self-report measuresreport measures

Implicit AttitudesImplicit Attitudes

–Function in anFunction in an

unconscious & unconscious &

unintentionalunintentional

mannermanner

– How do weHow do we

measure??measure??

How Can Implicit Racism BeHow Can Implicit Racism Be



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How Can Implicit Racism BeHow Can Implicit Racism Be

Detected and Measured?Detected and Measured? Use reaction times to measure associations betweenUse reaction times to measure associations between

race and positive/negative wordsrace and positive/negative words

– Fazio et al.’s (1995) bona fide pipeline measure.Fazio et al.’s (1995) bona fide pipeline measure.

see face, then respond to good/bad wordssee face, then respond to good/bad words

– Greenwald et al.’s (1998) Implicit Association TestGreenwald et al.’s (1998) Implicit Association Test(IAT)(IAT)

Pair faces with good/bad wordsPair faces with good/bad words

fMRI and amygdala activationfMRI and amygdala activation

Some ExplicitSome Explicit



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Some ExplicitSome Explicit

Measures of PrejudiceMeasures of Prejudice

Ambivalent Sexism Ambivalent Sexism

Modern RacismModern Racism

(There are many more…)(There are many more…)

Ambivalent SexismAmbivalent Sexism



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Ambivalent Sexism Ambivalent Sexism(Glick & Fiske)(Glick & Fiske)

Consists of two elements:Consists of two elements:

– Hostile sexism, characterized by negative, resentfulHostile sexism, characterized by negative, resentfulfeelings about women’s abilities, values and abilityfeelings about women’s abilities, values and abilityto challenge men’s power.to challenge men’s power.

– Benevolent sexism, characterized by affectionate,Benevolent sexism, characterized by affectionate,chivalrous, but potentially patronizing feelings of chivalrous, but potentially patronizing feelings of women needing and deserving protection.women needing and deserving protection.

– A person can be both a benevolent A person can be both a benevolent and and a hostilea hostilesexistsexist

Modern RacismModern Racism



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Modern RacismModern Racism(Dovidio & Gaertner)(Dovidio & Gaertner)

A subtle form of prejudice that surfaces in direct ways A subtle form of prejudice that surfaces in direct ways

whenever it is safe, socially acceptable, or easy towhenever it is safe, socially acceptable, or easy torationalize.rationalize.

Based on idea that many people are raciallyBased on idea that many people are raciallyambivalent.ambivalent.

– Can lead to subtle, often unconscious forms of Can lead to subtle, often unconscious forms of prejudice and discriminationprejudice and discrimination..

Example:Example: Parents claim they are not prejudice against AfricanParents claim they are not prejudice against African Americans but are uncomfortable with their child dating an Americans but are uncomfortable with their child dating an African American person. Maybe they say it because they want African American person. Maybe they say it because they wanttheir children to not fear prejudice.their children to not fear prejudice.



Implicit PrejudiceImplicit Prejudice

UnconsciousUnconscious

UnintentionalUnintentional

Automatic Automatic

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SterPrejudicePart1