Download - Psych 201 - Chapter 11 - Spring 2013
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This Week’s Playlist
Artist Song / Psych Concept
1. Randy Newman Short People(Explicit Prejudice)
2. Madonna What It Feels Like For A Girl(Hostile Sexism)
3. Bob Dylan Just Like A Woman(Benevolent Sexism)
4. Chamillionaire Ridin’ Dirty(Illusory Correlation)
5. Avenue Q Everyone’s A Little Bit Racist(Modern Racism)
6. Michael Jackson Black Or White(Reducing Prejudice)
7. John Lennon Imagine(Reducing Prejudice)
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CHAPTER 11:
STEREOTYPESPREJUDICEDISCRIMINATIONMelanie B. Tannenbaum Spring 2013
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Chapter Overview
Characterizing Intergroup Bias
Intergroup Bias: Different Perspectives Economic Perspective Motivational Perspective Cognitive Perspective
Being a Member of a Stigmatized Group
Reducing Stereotypes, Prejudice, and Discrimination
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Chapter Overview
Characterizing Intergroup Bias
Intergroup Bias: Different Perspectives Economic Perspective Motivational Perspective Cognitive Perspective
Being a Member of a Stigmatized Group
Reducing Stereotypes, Prejudice, and Discrimination
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Do these all mean the same thing? A) Yes B) No
Stereotypes, Prejudice, and Discrimination
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Do these all mean the same thing? A) Yes B) No
They are similar, but there are actually differences in what they refer to & mean
Stereotypes, Prejudice, and Discrimination
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Stereotypes, Prejudice, and Discrimination
Stereotype Belief that certain attributes are characteristic of
members of particular groups Cognition
Prejudice A negative (or positive) attitude toward a certain
group that is applied to its individual members Emotion
Discrimination Unfair treatment of members of a particular group
based on their membership in that group Behavior
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Stereotypes, Prejudice, and Discrimination
If someone is “racist” towards a certain racial group...
Stereotype: People in Racial Group are all bad/stupid/lazy/smart/athletic/rich.
Prejudice: I don’t like people in Racial Group, so I don’t like Bob because he is a member of this group.
Discrimination: Bob applied for a job in my company, but I won’t hire him, because he’s in Racial Group.
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But what does it mean to be “racist”?
Does all prejudice look the same? NO!
There are two main types: Traditional Modern
This applies to all forms of prejudice (sexism, homophobia, anti-Semitism...), not just racism.
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Traditional Racism
Prejudice against a racial group that is consciously acknowledged and openly expressed by the individual
Relatively rare in contemporary society
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Modern Racism
Prejudice against a racial group that exists alongside the rejection of explicit racist beliefs
Example: Opposing racial segregation/discrimination, but treating outgroup members differently in more subtle ways (e.g. sitting further away, being less likely to hire them)
More “subtle” indicators...not necessarily verbalized.
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Modern Racism
Hodson et al., 2002 Participants filled out a modern racism scale about African-
Americans Participants rated a sample of job applicants
Half were White, and half were Black
Results When the applicant was either SUPER EXCELLENT or SUPER
TERRIBLE, white and black applicants were rated the same. When the applicant had a some-good-some-bad resume,
people high in modern racism rated the white applicants higher.
Modern racism is suppressed when expressing it would clearly look “racist,” but emerges when it
seems “safe.”
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Modern Racism
Gaertner & Dovidio, 1977 White participants entered the lab & told they would be interacting
with a) 1 person or b) a group (all actors) All people were seated in single-person cubicles and spoke through
an intercom system At one point, one of the confederates indicated he was having a
medical emergency; the confederate was either a) White or b) Black.
How many participants left their cubicles to go help? When interacting 1-on-1, most help, whether Black (94%) or White
(81%) When interacting with a group, most help the White victim (75%),
but not the Black victim (38%)
“Oh, there are a bunch of people…someone else will help.”
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Test Your Knowledge
What is the correct term for the following examples?
If I’m the boss and I see an application from someone who went to Indiana or
Michigan, I won’t hire them!
A. Stereotype
B. Prejudice
C. Discrimination
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Test Your Knowledge
What is the correct term for the following examples?
People who go to Indiana or Michigan instead of Illinois are stupid and clearly
have poor judgment.
A. Stereotype
B. Prejudice
C. Discrimination
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Test Your Knowledge
What is the correct term for the following examples?
My friend Amanda decided to go to Indiana.
I don’t like her anymore.
A. Stereotype
B. Prejudice
C. Discrimination
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Ambivalent Sexism
Glick & Fiske, 2001 Two parts:
Hostile Sexism Benevolent Sexism
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Hostile Sexism
What you typically think of when you think about “sexism.”
Domination, hostility, and degradation
“Women are less competent than men.”
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Benevolent Sexism
Attitudes of protection, idealization, and affection towards women in traditional gender roles
In other words, chivalry.“Women should be treated delicately”
“In an emergency, women should be rescued before men.”
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Ambivalent Sexism
Hostile and benevolent sexism often co-exist“Women are incompetent…
...so men should protect them and take care of them.”
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Ambivalent Sexism
Benevolent is just as bad as Hostile…and in some ways, it’s worse. Justifies negative stereotypes
“Women are so kind & nurturing, they don’t make good CEOs/presidents.” Feeling “responsible” for women’s welfare implies male superiority Women are only highly regarded if they fit traditional gender roles
If they step outside these roles, they suddenly face criticism & discrimination
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Ambivalent Sexism
Women often view individual benevolent sexism acts as positive. “He always pays!” “He always opens the door!”
As a result, women are less likely to “act out” against it.
Recognizing this (appropriately) as sexism can come across as being oversensitive and obnoxious, especially since so many women don’t take issue with it, which sets a norm.
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Test Your Knowledge
Which one of the following statements is supported by research on ambivalent sexism?
A. Someone cannot endorse both benevolent sexism and hostile sexism.
B. Negative stereotypes are bad, but positive stereotypes are not.
C. Positive stereotypes can have troublesome consequences.
D. Ambivalently sexist attitudes are really easy to change.
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Measuring Prejudicial Attitudes
We’ve gone over some attitude measures Remember back to Chapter 7!
Make sure you complete an IAT by this Thursday https://implicit.harvard.edu/implicit/
This is a common way of measuring implicit attitudes towards various racial, gender, religious, etc. groups
http://www.youtube.com/watch?v=a29guLgQ3qs
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IAT: Some Comments
Many people interpret the fact that this measures “implicit associations” to mean that it measures “hidden” or “secret” attitudes.
This is not necessarily true.
Two reasons implicit attitudes might differ from explicit: 1) People are trying to hide/mask their “true”
attitudes. 2) People are not aware of these implicit associations
These are not actually representative of their explicit beliefs
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IAT: Some Comments
Some people believe that the IAT does not actually measure “attitudes” as much as it measures “cultural knowledge.”
People who work in activism, people who are members of minority groups, etc. often show “bias” on the IATs – sometimes even more than the average population!
This indicates that the “strength of the association” (e.g. between “White” and “Good”) might not indicate what you actually believe, but how much you know about cultural stereotypes/how much you’ve been exposed to these cultural ideas (that makes them stronger & more accessible).
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Test Your Knowledge
Jenny took the implicit association test (IAT) and found that she responded faster when “strong” words were paired with male names, compared with when “strong” words were paired with female names. What does this finding suggest?
A. She has a stereotype that women are stronger than men
B. She has a stereotype that men are stronger than women
C. She has a stereotype that male names are more attractive than female names
D. She does not have any stereotypes about gender and strength
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Chapter Overview
Characterizing Intergroup Bias
Intergroup Bias: Different Perspectives Economic Perspective Motivational Perspective Cognitive Perspective
Being a Member of a Stigmatized Group
Reducing Stereotypes, Prejudice, and Discrimination
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Different Perspectives
Intergroup bias comes from...
Economic Perspective Competition with outgroups over valuable/scarce
resources.
Motivational Perspective Identification with an ingroup, frustration, or social
identity.
Cognitive Perspective We are “fast and frugal” with our thinking patterns.
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Different Perspectives
Intergroup bias comes from...
Economic Perspective Competition with outgroups over valuable/scarce
resources.
Motivational Perspective Identification with an ingroup, frustration, or social
identity.
Cognitive Perspective We are “fast and frugal” with our thinking patterns.
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Economic Perspective
Realistic Group Conflict Theory LeVine & Campbell, 1972
When groups compete for limited resources, the groups experience conflict, prejudice, and discrimination.
What are limited resources? Territory Jobs Power
Prejudice and discrimination should be strongest among groups that stand to lose the most if another group
succeeds.
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Economic Perspective
Some of the strongest anti-black prejudice occurred shortly after the Civil Rights Movement became successful.
This prejudice was strongest among the white working class.
Why?
Working class jobs became a threatened commodity for White Americans once millions of Black Americans
were allowed to apply.
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Robber’s Cave
Sherif et al., 1961
22 fifth-grade boys (all strangers) participated in a 2 ½ week summer camp at Robbers Cave State Park in OK.
The boys were divided into groups of 11
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Robber’s Cave
Phase One Groups independently engaged in activities
designed to foster unity (preparing meals, pitching tents, etc.)
Neither group knew about the other group’s existence
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Robber’s Cave
Phase Two The groups were brought together for a five-day
tournament; winners got medals and pocket knives The other group is now an obstacle to resources (prizes) This led to conflict, trash-talking, stealing, and burning
the other group’s flag, in addition to in-group favoritism. Eek!
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Robber’s Cave
Phase Three The researchers tried a few things in an attempt
to “reverse” the prejudice and reduce conflict between the 2 groups
Attempt #1: Mere Exposure The boys were brought together in
noncompetitive settings This failed…The boys insulted each other,
fought, etc.
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Robber’s Cave
Phase Three The researchers tried a few things in an attempt to
“reverse” the prejudice and reduce conflict between the 2 groups
Attempt #2: Superordinate Goals The researchers created larger goals that made the groups
of boys have to depend on each other in order to succeed Disrupted the camp’s water supply (boys had to fix the pipes together),
supply truck “broke down” (boys had to jump start it together)...
Required both groups to work together for a common goal This worked…Prejudice went away!
On the ride home, the boys took the same bus, shared candy, etc.
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Robber’s Cave: Important Points
There were no differences in background, appearance, or history of conflict; intergroup hostility developed anyway All that is required for conflict is economic competition Economic Competition = Sufficient for intergroup
bias
Competition against outgroups often increases cohesion The intergroup conflict led the ingroups themselves to
adopt group names, social norms, create a shared social identity, etc.
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Test Your Knowledge
What is the most important takeaway point from the Robbers Cave study?
A. When resources are scarce, you won’t get ingroup cohesion.
B. A superordinate goal helps reduce intergroup conflict.
C. Simply seeing each other more helps conflict go away.
D. Eleven year old boys love fighting and candy.
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Robber’s Cave: Important Points
Intergroup conflict can be diminished by forcing groups to work together and depend on each other Certain groups (like the military) do this very well Certain groups (like Fortune 500 companies)
do...not.
How do you think universities do at this? A) Good B) Bad
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Military vs. Universities
Universities do surprisingly poorly...this is one reason why there might be a lot of self-segregation and early integration efforts were difficult.
Grade curves and the classroom structure encourages competition over cooperation.
No real efforts to make people from different groups work together for a common goal.
The military does this very well; makes people from many different groups work together, breaks down barriers quickly.
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Jigsaw Classroom
Proposed by Aronson
Different members of a class have to present different parts of a lesson to the other classmates
No one can learn without the help of the others; everyone plays a part, they all work together towards the “common goal” of learning
Students in these classrooms show lower levels of prejudice/discrimination, more intergroup friendships
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Different Perspectives
Intergroup bias comes from...
Economic Perspective Competition with outgroups over valuable/scarce
resources.
Motivational Perspective Identification with an ingroup, frustration, or social
identity.
Cognitive Perspective We are “fast and frugal” with our thinking patterns.
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Motivational Perspective
Social Identity Theory
A person’s self-concept and self-esteem are derived from personal identity AND ingroup status/accomplishments.
People are motivated to view their ingroups favorably because this enhances
self-concept and self-esteem.
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Self-Concept
Social Identities
UIUC Student
Psychology Major
Midwesterner
Personal Identities
Boyfriend/Girlfriend
Roommate
Son/Daughter
Things associated with these groups will reflect well (or poorly) on YOU.
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Minimal Group Paradigm
Researchers create groups based on arbitrary and meaningless criteria to see if they can get people to develop intergroup bias as a result.
Seriously meaningless...like flipping a coin. Shoelace color. Really stupid stuff.
Results: In many different experiments, we find that people show a preference and bias for the ingroup, even when these distinctions are meaningless.
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Minimal Group Paradigm
You have developed superpowers, and you can now determine who will win basketball games next season. But, there’s a catch. You only have two options. Either...
A) Both Illinois and Indiana win the same number of games, and end up tied as Big Ten regular season champions.
OR B) Illinois will finish in third place in the Big Ten
conference, but you can guarantee that Indiana will come in dead last and not make the NCAA tournament.
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Minimal Group Paradigm
Would you prefer for...
A. Illinois and Indiana to tie for the regular season win?
B. Illinois to do OK, but Indiana to come in dead last?
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Minimal Group Paradigm
If given the chance to distribute rewards across the ingroup vs. outgroup, individuals want the ingroup to have more than the outgroup, even if it means they get less overall.
Would you prefer for... The ingroup and outgroup to get $10 each? The ingroup to get $7 and the outgroup to
get $3?
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Minimal Group Paradigm
People overwhelmingly prefer the $7/$3 option because it maximizes ingroup success relative to the outgroup.
Ingroup Bias: Because identity-related self-esteem is based in part on group membership, we’re motivated to boost the status of our ingroups.
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Basking In Reflected Glory
Self-esteem can be enhanced by positive ingroup evaluations.
Cialdini et al., 1976 Basking in Reflected Glory Taking pride in the accomplishments of those we feel
associated with in some way
When ingroups succeed, we have higher self-esteem.
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Basking In Reflected Glory
People who take particularly strong pride in their group affiliations are more vulnerable to ingroup favoritism when placed in minimal group situations
People who are highly identified with a group react to criticism of the group as if it were criticism of the self.
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This can also work the other way...
Self-esteem can also beenhanced by negative evaluations of outgroup.
Remember...people aremotivated for ingroup
success relative to the outgroup.
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Test Your Knowledge
Which of the following is not basking in reflected glory?
A. Wearing your school’s T-Shirt the day after a big NCAA win.
B. Feeling happy when you get an A on a paper.
C. Posting more pictures of you with a friend on Facebook after that friend wins a big campus election, so everyone sees you know her.
D. A parent putting a bumper sticker on his/her car that reads, “My child is an Honor Student.”
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Test Your Knowledge
What do studies using the minimal group paradigm show?
A. You only get ingroup favoritism for important, meaningful groups.
B. Ingroup favoritism is stronger in diverse groups.
C. Ingroup favoritism is stronger in very similar groups.
D. Ingroup favoritism will happy for any group, even those based on arbitrary or meaningless criteria.
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Is Prejudice ReallySelf-Image Maintenance?
Fein & Spencer, 1997 Participants told that they failed or aced an
intelligence test Self-esteem either threatened or affirmed
Participants watched an interview of a job applicant She was either clearly Jewish or clearly Non-Jewish
Participants... Rated the job applicant Reported their personal self-esteem
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Julie Goldberg
Volunteer for Hillel
Member of Jewish Sorority
Star of David necklace
Hair back in a “JAP Clip” Participant words, not mine.
Maria D’Agostino
Volunteer for Catholic Social Services
Non-Cultural Sorority
Cross necklace
Hair down
Is Prejudice ReallySelf-Image Maintenance?
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Positive Feedback Negative Feedback0
10
20
30
40
50
60
70
80
90
100
Maria D'AgostinoJulie Goldberg
Candidate’s Personality Rating
Is Prejudice ReallySelf-Image Maintenance?
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If their self-esteem wasn’t threatened,
they didn’t derogate the Jewish candidate because there was no reason to do so.
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However, if they got negative feedback,
they coped with self-esteem threat by dissing the Jewish
candidate
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Furthermore, the negative ratings
helped to boost their self-esteem.
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Is Prejudice ReallySelf-Image Maintenance?
Sinclair & Kunda, 1999: Doctors & Race Participants were praised or criticized by a doctor The doctor was either black or white Participants then performed a lexical decision
task (LDT) This is basically an implicit measure (like the IAT!) Participants see strings of letters and have to decide
as quickly as they can if it’s a word or not The more “accessible” certain knowledge is (i.e. the
more recently you’ve thought about it), the faster you’ll be to recognize words related to that knowledge
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Stereotype Activation & Threat
Positive Feedback Negative Feedback530
540
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White DoctorBlack Doctor
Reaction Time (ms) for Recognizing “Doctor” Stereotype Words
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Stereotype Activation & Threat
Positive Feedback Negative Feedback0.0015
0.0016
0.0017
0.0018
White DoctorBlack Doctor
How Quickly They Recognize “Doctor” Stereotype Words
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Stereotype Activation & Threat
Positive Feedback Negative Feedback0.0015
0.0016
0.0017
0.0018
White DoctorBlack Doctor
How Quickly They Recognize “Doctor” Stereotype Words
When people got positive feedback from the doctor, it activated “Doctor”
stereotypes.
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Stereotype Activation & Threat
Positive Feedback Negative Feedback530
540
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White DoctorBlack Doctor
Reaction Time (ms) for Recognizing “Black” Stereotype Words
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Stereotype Activation & Threat
Positive Feedback Negative Feedback0.0015
0.0016
0.0017
0.0018
0.0019
White DoctorBlack Doctor
How Quickly They Recognize “Black” Stereotype Words
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Stereotype Activation & Threat
Positive Feedback Negative Feedback0.0015
0.0016
0.0017
0.0018
0.0019
White DoctorBlack Doctor
How Quickly They Recognize “Black” Stereotype Words
When people got negative feedback from the doctor, it activated “Black”
stereotypes.
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Stereotype Activation & Threat
Positive Feedback Negative Feedback0.0015
0.0016
0.0017
0.0018
0.0019
Doctor StereotypesBlack Stereotypes
For Black Doctors...
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Stereotype Activation & Threat
Positive Feedback Negative Feedback0.0015
0.0016
0.0017
0.0018
Doctor StereotypesBlack Stereotypes
For White Doctors...
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Stereotype Activation & Threat
Positive Negative0.0015
0.0016
0.0017
0.0018
DoctorBlack
For White Doctors...
Positive Negative0.0015
0.0016
0.0017
0.0018
0.0019
DoctorBlack
For Black Doctors...
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Different Perspectives
Intergroup bias comes from...
Economic Perspective Competition with outgroups over valuable/scarce
resources.
Motivational Perspective Identification with an ingroup, frustration, or social
identity.
Cognitive Perspective We are “fast and frugal” with our thinking patterns.
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Summed up in two sentences...
“The real environment is altogether too big, too complex, and too fleeting for direct acquaintance.
We are not equipped to deal with so much subtlety, so much variety, so many permutations and combinations...
we have to reconstruct it on a simpler model before we can manage with it.”
– Lippman, 1922
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Summed up in one picture...
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The Cognitive Perspective
Schemas, schemas, schemasand
Heuristics, heuristics, heuristics
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The Cognitive Perspective
Stereotypes are just schemas about groups of people
Schemas are knowledge structures that use information you already have as a shortcut for assessing new situations
Stereotypes can be useful because they decrease the time/effort needed to deal with the environment
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The Cognitive Perspective
Stereotypes become harmful when rigidly over-applied.
When you rely on schemas and automatic judgments to dictate how you respond in any one particular situation (or to any one person), that’s when it’s a big problem.
Flash mob is cancelled...the flash mob is cancelled.
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The Cognitive Perspective
Bodenhausen, 1990
Participants who self-identified as “morning” or “night” people came into the lab early in the morning or late at night
They read scenarios in which the main character belonged to different stereotyped groups, and he is accused of engaging in an undesirable behavior (like cheating on a test).
Is the main character guilty?
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The Cognitive Perspective
Participants at the “low point” of their circadian rhythms (e.g. “night people” were there in the AM or “morning people” were there in the PM) were more likely to rely on stereotypes when making their judgments.
Example: “Night people” tested in the morning were more likely to say that an athlete cheated.
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How Stereotypes Can Be Useful
Participants performed two tasks at the same time
Task 1: Form impression of a hypothetical person described by a bunch of traits presented on the computer
Task 2: Listen to a tape-recorded lecture about Indonesia
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Stereotypes Can Be Useful
For half of the participants, the trait terms were accompanied by a relevant stereotype Example: “Rebellious,” “Aggressive,” “Skinhead.”
At the end, participants were given a quiz on the trait terms and on Indonesia
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Quiz Scores
Stereotype No Stereotype0
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People who had stereotypes to help
remembered more of both types of info.
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Test Your Knowledge
You will be most likely to form judgments based on stereotypes if you are...
A. Introverted
B. Sleepy
C. Making these judgments early in the morning
D. Poorly Educated
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Stereotypes Can Be Harmful
Even though our knowledge of schemas and the cognitive perspective says that stereotypes can be useful (for processing speed), they are also harmful.
They are especially harmful when people rely on stereotypes in an exclusive, rigid, or automatic way
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Stereotypes Can Be Harmful
Outgroup Homogeneity Effect The tendency to assume that members of outgroups are “all
alike,” whereas members of ingroups are varied and distinct. You encounter the ingroup all the time, so unique/identifying
information is most useful, frequent, and attention-grabbing. If you rarely encounter outgroup members, the only
information you may have about them are stereotypes.
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Stereotypes Can Be Harmful
Princeton & Rutgers Study Princeton and Rutgers participants watched a
videotape of a student making a simple decision. “Should I listen to rock or classical music?”
½ of them thought the student was from Princeton
½ of them thought the student was from Rutgers
“What percent of students from the same university as this student would make the
same choice?”
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Stereotypes Can Be Harmful
Princeton & Rutgers Study
Participants made higher percentage estimates when they thought the student was from the other university.
People assume more variability of habits/opinions in their ingroup, but assume
that “all outgroup members are alike.”
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Stereotypes Can Be Harmful
Illusory Correlation An incorrect belief that two things are related when they
actually are not Distinctive (low frequency) events capture attention
Minority members are, by definition, low frequency Negative behaviors also occur less frequently than
positive As a consequence, negative behaviors from minority
members are doubly distinct. Negative behaviors from minority members are
likely to seem much more correlated than they really are.
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Automatic vs. Controlled Processing
Dovidio et al., 2002
White participants were brought into the lab Measured explicit and implicit attitudes
toward AAs
Engaged in two 3-minute conversations (recorded) One with a white student, one with a black
student
Independent judges either saw the entire videos, or the visual footage with the sound removed
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Automatic vs. Controlled Processing
Dovidio et al., 2002
Explicit Attitudes Predicted: How differentially friendly they were in the whole videos, participants’ ratings of their own differential levels of friendliness.
Implicit Attitudes Predicted: How differentially friendly they were in the visual-only videos, the conversation partners’ ratings of their friendliness.
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Police Officer’s Dilemma
Correll et al., 2002
Participants played a videogame in which they moved through a virtual building.
At unpredictable points, a person would pop out from behind an obstacle. Some were white, some were black Some held a gun, some held a neutral object (phone)
Participants had to shoot as quickly as possible if the target was armed, and not do anything if he wasn’t
http://home.uchicago.edu/~jcorrell/TPOD.html
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Police Officer’s Dilemma
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Police Officer’s Dilemma
Correll et al., 2002
People were more likely to accidentally shoot unarmed Black targets than unarmed White targets
People were more likely to accidentally fail to shoot armed White targets than armed Black targets
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Police Officer’s Dilemma
Correll et al., 2002
Rationale: Many people hold stereotypes that associate African-Americans with hostility and violence; the targets’ race primes these thoughts, which temporarily influences how participants perceive the objects in their hands
Extensive experience with this sort of task can reduce the tendency to overshoot unarmed black targets, which is...hopeful, at least.
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“Stereotypic beliefs about women’s roles, for example, may enable one to see correctly that a woman in a dark room is threading a needle rather than tying a fishing lure...
...but they may also cause one to mistakenly assume that her goal is embroidery rather than cardiac surgery.”
– Dan Gilbert
Construal
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Construal
The “Shoving Study” (Duncan, 1976)
White participants watched a video of two men in a heated discussion; coded behavior into categories
At one point, one man shoved the other ½ saw a white man do the shoving, ½ saw a
black man
How did participants code this behavior?
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Construal
The “Shoving Study” (Duncan, 1976)
White Pusher: Coded the behavior as “playing around.”
Black Pusher: Coded the behavior as “aggressive.”
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Construal
Fundamental Attribution Error (Sort Of) Revisited
If someone is prejudiced against a certain group/person... Stereotype-Inconsistent Behavior = Situational
Attribution Stereotype-Consistent Behavior = Dispositional
Attribution
Joke/Stunt What She Likes Reading
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Chapter Overview
Characterizing Intergroup Bias
Intergroup Bias: Different Perspectives Economic Perspective Motivational Perspective Cognitive Perspective
Being a Member of a Stigmatized Group
Reducing Stereotypes, Prejudice, and Discrimination
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Attributional Ambiguity
Members of stigmatized groups may be uncertain if the treatment they receive is due to themselves personally or due to their group membership Why didn’t you get hired? Why did you get into that school? Why did you get that award?
Have you ever experienced this? A) Yes B) No
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Attributional Ambiguity
Crocker et al., 1991: Feedback and Ambiguity
½ White participants ½ Black participants
½ got positive feedback ½ got negative feedback
½ thought the other person could see them through a one-way mirror
½ did not think this
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Attributional Ambiguity
Crocker et al., 1991: Feedback and Ambiguity
Self-esteem for White participants went up after positive feedback, down after negative feedback, no matter what.
Self-esteem for Black participants only changed if they thought the other person could not see them. “Do they really feel this way, or just saying that because they
know what I look like and are changing their response because of it?”
Think about the discounting principle. Multiple causes.
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Stereotype Threat
The fear that we will confirm a stereotype that others have because of a group we’re in
Group members typically know the stereotypes that others hold about them/their groups
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Stereotype Threat
In a performance situation, people often want to prove that the stereotype’s not true This leads to anxiety
about accidentally confirming it
This actually makes it more likely one will confirm it
Claude Steele on stereotype threat
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Stereotype Threat
½ participants told that there’s “no gender difference”
½ told that men tend to do better
In the second condition, women do worse.
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Stereotype Threat
Which of the following findings illustrates stereotype threat?
(A) White male students do worse on math tests when they are surrounded by Asian students.
(B) Female Asian students do worse on math tests when prompted to think about being female, but better when prompted to think about being Asian.
(C) Black students perform worse at golf when it’s described as a test of “sports intelligence,” but White students do worse on the same task when it’s described as a test of “natural athletic ability”
(D) Black students perform worse on aptitude tests when asked to indicate their race on the test booklet before starting.
(E) All of the above.
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Self-Fulfilling Prophecies
Interview Study (Word et al., 1974)
White Princeton undergrads interviewed black and white men pretending to be job applicants; these interviews were recorded.
When coders analyzed these videos, they found that interviewers faced with black applicants were more likely to sit further away, cut the interview short, and perform other “modern racism” behaviors.
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Self-Fulfilling Prophecies
Interview Study (Word et al., 1974)
In a follow-up study, actors were trained to act like the interviewers from the first study when they interacted with either White or Black applicants.
The actors then interviewed a new batch of participants, all of whom were White.
Independent judges rated the applicants from this study.
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Self-Fulfilling Prophecies
Interview Study (Word et al., 1974)
Applicants who were interviewed by actors trying to act like how the first
interviewers had interviewed the Black applicants were rated more negatively.
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Self-Fulfilling Prophecies
Interview Study (Word et al., 1974)
Interviewers came in with negative expectations.
They acted in ways that elicited negative behaviors they expected.
Yes, the Black applicants usually acted more negatively in Study 1... ...but so did a later sample of White applicants when
they were treated the same way by the interviewers.
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Chapter Overview
Characterizing Intergroup Bias
Intergroup Bias: Different Perspectives Economic Perspective Motivational Perspective Cognitive Perspective
Being a Member of a Stigmatized Group
Reducing Stereotypes, Prejudice, and Discrimination
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Top Ten Things To Know
Stereotypes vs. Prejudice vs. Discrimination
Modern vs. Traditional Racism What are the differences?
Ambivalent Sexism How do benevolent and hostile
sexism relate to each other? What are they?
Realistic Group Conflict Theory Why does prejudice/discrimination
arise? Which group is better for intergroup
relations, the military or universities?
What is the minimal group paradigm? How does it relate to self-esteem?
Automatic vs. Controlled Processes
Outgroup Homogeneity Effect
Illusory Correlations & Stereotypes
Stereotype Threat What is it?
Self-Fulfilling Prophecies