CH.9 prejudice & discrimination

Question 1

implicit prejudice

Answer 1

• automatic attitudes
• attitude (overall evaluative judgment)
• may linger even when explicit prejudices change

Question 2

explicit prejudice

Answer 2

• conscious attitudes
• attitude (overall evaluative judgment)
• can change with education

Question 3

discrimination

Answer 3

• negative behaviors towards individuals or groups

Question 4

Dovidio & Gaertner job candidate study (2010)

Answer 4

• white candidates with mixed credentials more likely to get job than black candidates with mixed credentials

Question 5

Banerjee name study (2017)

Answer 5

• Applicants with Indian, Pakistani, or Chinese name in origin were 28% less likely to get called for an interview compared w/ anglo names
• Qualifications were the same!!

Question 6

“whiten” your resume study

Answer 6

• Asian job candidates were twice as likely to receive a call back if they “whitened” their resumes
• Ex: change name, exclude race-based honors/organizations

Question 7

sexism

Answer 7

• individual’s prejudicial attitudes and discriminatory behavior towards people of a given sex
• institutional practices (even if not motivated by prejudice) that subordinate a group of ppl

Question 8

why do we use stereotypes?

Answer 8

• to simplify info from social environment
• reduce cognitive effort: serve as mental shortcuts, help us achieve cognitive efficiency
• stereotypes typically over-exaggerate differences

Question 9

common view (cognitive meisers)

Answer 9

• humans can’t handle complex social info, and even if we could, it’s too much cognitive effort
• = “humans are lazy”
• Jussim thinks this is unflattering and unfair
• ^ thinks generalization is necessary for advanced thinking, a higher sign of intelligence, and a key strength of human processing
• if we can’t generalize we experience social/cognitive defecits

Question 10

Jussim’s view (stereotype accuracy)

Answer 10

• stereotypes often accurate
• many ppl apply stereotypes in rational ways
• to conclude that stereotypes are inaccurate we must assess accuracy

Question 11

dr. mercurio’s view of stereotypes

Answer 11

• researchers should make cautious decisions about stereotypes
• accurate stereotypes might be accurate through/because of socialization
• Even if stereotypes reflect partial or total reality is that healthy/optimal for members of society?

Question 12

sources of prejudice (in book)

Answer 12

• unequal status
• socialization (child gets prejudices from parents/family)

Question 13

Nature and power of prejudice (in book)

Question 14

stereotype threat (steele)

Answer 14

• a disruptive concern, when facing a negative stereotype, that one will be evaluated based on a negative stereotype

Question 15

spencer et al. stereotype threat

Answer 15

• women were either told that women are bad at math (stereotype activated) or that there was no difference between men and women (stereotype deactivated)
• women who were told women were worse at math performed significantly worse

Question 16

Aronson et al. stereotype threat

Answer 16

• do you have to be a minority to experience stereotype threat?
• white men were given fake articles that said the gap between asian men and white men is growing
• those men performed significantly worse on a math exam than the control condition

Question 17

Shih at al. stereotype threat

Answer 17

• people were reminded of specific parts of their identity (I.e. gender, Asian identity)
• Women reminded of asian identity performed the best
• Women reminded of gender identity performed the worst
• Women reminded of nothing performed in the middle

Question 18

extensions of stereotype threat

Answer 18

• driving and athletic performance

Question 19

Mechanisms (what comes between stereotype threat and performance?)

Answer 19

• stress impairs brain activity
• self-monitoring (worrying about making mistakes) disrupts focused attention
• suppressing unwanted thoughts/emotions takes energy (disrupts working memory and becomes hyper-accessible)

Question 20

gender bias in the workplace/academia

Answer 20

• women are underrepresented in STEM

Question 21

objective standards for performance evals

Question 22

Quadlin ‘what do employees value’ study (2018)

Answer 22

• GPA didn’t matter much for male applicants
• of equally high-achieving males and females, men were called 2X more, 3X more in STEM fields.
• moderately achieving women were called more than high achieving women

Question 23

Moss-Racusin lab manager application study (2012)

Answer 23

• staff recruited from research university and tasked with reviewing lab manager applications
• sex of applicant was manipulated
• results: males deemed more competent/intelligent, males offered higher pay, males offered more mentoring, females deemed “more likable”

Question 24

challenges to reducing prejudice and discrimination

Answer 24

• children are socialized to hold endorsements/beliefs in stereotypes (young girls think they’re bad at math)
• subtyping and subgrouping
• motivation to feel good abt ourselves– we derive part of self-esteem from group memberships and social identities––> may create tendencies to feel more positively towards our in-groups than our out-groups

Question 25

subtyping

Answer 25

• accommodating individuals who deviate from one’s stereotype by thinking of them as “exceptions to the rule”

Question 26

subgrouping

Answer 26

• accommodating individuals who deviate from one’s stereotype by forming a new stereotype about this subset of the group
• Not everybody fits in the group– should think holistically, but we don’t

Question 27

cures to prejudice/discrimination

Answer 27

• increase motivation to avoid prejudice (policies, practices, recognize bias)
• increase contact b/t out-group members (not effective if groups are of unequal statuses)
• create opportunities for cooperation (goals that everyone can strive for/benefit from)