7) Stereotypes and Discrimination

Question 1

Prejudice

Answer 1

Beliefs, thoughts, feelings, and attitudes someone holds about a group.

Not based on experience; instead, it is a prejudgment, originating outside actual experience

Question 2

Stereotype

Answer 2

Oversimplified ideas about groups

Question 3

Stereotype Fit Model

Answer 3

Decision makers perceive members of different social groups to be a better or lesser fit for specific work tasks, based on the stereotypes held about their social group

Question 4

Statistical Theory of Discrimination

Answer 4

In case of lack of perfect information, employers estimate candidates’ expected performance based on naïve beliefs about the average performance of different social groups

Question 5

Interdependence Theor

Answer 5

Expected interdependence (competition or collaboration) between the decision-maker and the candidate affects the pattern of discrimination in selection decisions

Question 6

Aversive Racism

Answer 6

> Characterizes the biases of political liberal
openly endorse non-prejudiced views
unconscious negative feelings and beliefs get expressed in subtle, indirect, often rationalizable ways

Question 7

Common Ingroup Identity Model

Answer 7

An intervention approach, harnessing social categorization as means to reduce intergroup bias.

> Enhancing the salience of a common ingroup identity has shown to inhibit the activation of both implicit and explicit biases

Question 8

Discrimination

Answer 8

Differential treatment based on membership to social groups based on aspects such as race, religion, and gender

Question 9

Stereo Typ Fit Model Selection Decision consequences

Answer 9

1. When decision makers expect to compete with a candidate, they discriminate against candidates that are stereotyped as having a greater ability required for the task
2. When decision makers expect to cooperate with a candidate, they discriminate in favor of candidates that are stereotyped as having a greater ability required for the task (SUPPORTED)
3. Stereotypical perception of candidate’s greater task required ability leads to a lower (higher) perception of the instrumentality of the candidate to the decision-maker when the two are expected to compete (cooperate), in turn causing lower (higher) selection preference (SUPPORTED)

Question 10

What are characteristics of aversive racists?

Answer 10

• Characteristics of Aversive racists
o Genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about racial minorities/outgroups rooted in basic psychological processes that promote racial bias
o Egalitarian conscious, or explicit, positive attitudes but negative unconscious, or implicit racial attitudes

Question 11

How are racial attitudes assessed?

Answer 11

Explicit–> self-report

Implicit –> IAT

Question 12

What are the consequences of aversive racism?

Answer 12

1. helping behavior (different prosocial treatment, in emergency situations)
2. Selection Decisions
3. Interaction between black and whites
4. Legal decisions
5. Affects Team Performance

Question 13

How can aversive racism be combated?

Answer 13

Common Ingroup Identity Model
>Rooted in social categorization
> induces to conceive of themselves to be part of the same group

Raising awareness for one’s bias
> leads to feelings of guilt

Controlling Implicit Bias through Non-Conscious Goals
> Passive implicit goals to not stereotype may succeed by co-opting the very psychological mechanisms that sustain it

Reducing Implicit Biases through Intergroup Contact