Chapter 11: Prejudice Flashcards

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1
Q

Prejudice: Groups

A
  • Religion
  • Obesity
  • Age
  • Immigration
  • Politics
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2
Q

Prejudice

A
  • Negative assumptions about a group and its members
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3
Q

Where Prejudice Comes From: Stereotypes

A

Beliefs about the personal attributes of a group of people - often overgeneralized, inaccurate, and confirmation biased

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4
Q

Results of Prejudice: Discrimination

A

Unjustifiable behavior toward a group or its members because of their belonging to that group

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5
Q

Discrimination: Racism & Sexism

A

1) Prejudicial attitudes or discriminatory behavior toward people of a certain race/sex
2) Institutional practices that subordinate based on race/sex (not always motivated by prejudice)

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6
Q

Prejudice: Implicit/Explicit

A
  • IATs reveal implicit prejudice that we may not be consciously (explicit) aware of
  • Prejudiced and stereotypic evaluations can occur outside of people’s awareness
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7
Q

Racial Prejudice

A
  • Dramatic changes in recent years, but still prevalent
  • Modern prejudice is mostly implicit (preference for familiarity)
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8
Q

Racial Prejudice: Biased Behaviours

A
  • Employment discrimination
  • Favouritism of employers
  • Traffic stops (police violence)
  • Patronization (overcompensating for prejudice resulting in mistreatment)
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9
Q

Automatic Racial Prejudice

A
  • Implicit bias can leak into behavior
  • Especially when distressed, our implicit biases can affect our decision making, allowing our biased instincts to take over
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10
Q

Gender Prejudice: Stereotypes

A
  • Assumptions about essential differences between genders are prevalent
  • While stereotypes contain some truth, they are not accurate representations of individuals
  • Stereotypes do exist across cultures (innate?)
  • Stereotypes (beliefs) are not prejudices (attitudes)
  • One may hold stereotypes but believe in equality
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11
Q

Gender Prejudice: Sexism - Benevolent & Hostile

A
  • Most people like women more than men
  • Gender attitudes often mix benevolence with hostility (women are nice, but not to their husbands)
  • Hostile sexist beliefs predict inequality
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12
Q

Gender Prejudice: Discrimination

A
  • Men are 3x more likely to die of suicide or murder
  • Attitudes are changing - no devaluation of work based on gender is seen
  • People may be ridiculed when going against gender-norms
  • Gender discrimination is much more prominent worldwide
  • The largest form of gender discrimination occurs in fetuses
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13
Q

Prejudice: LGTBQ+

A
  • Job discrimination
  • Marriage support is mixed
  • Harassment
  • Rejection - community attitudes predict health (suicide rates and heart failure)
  • In states that banned same-sex marriage, mental health issues and substance abuse went up in these groups - In states where it was legal, there was no such increase
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14
Q

Social Sources of Prejudice: Social Inequalities & SDO

A
  • Unequal status BREEDS prejudice (not the other way around)
  • SOCIAL DOMINANCE ORIENTATION: A motivation to have one’s group dominate other social groups
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15
Q

Social Sources of Prejudice: Socialization

A
  • The Authoritarian Personality: disposed to favour obedience and intolerance of groups with lower social status
  • Ethnocentrism: Belief in the superiority of one’s own cultural & ethnic group along with a disdain for all other groups
  • Religion: Used both in the maintenance and justification of prejudice & in the undoing of prejudice
  • Conformity: When prejudice is socially accepted, most people will conform to these norms
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16
Q

Social Sources of Prejudice: Institutional Supports

A
  • Social institutions will often reflect prejudice to the extent that it is accepted within a society
  • May be through overt policies or passive reinforcement
  • Schools, government, media
17
Q

Motivational Sources of Prejudice: The Scapegoat Theory

A
  • Frustration, especially when sources are unknown, can often result in displaced aggression (scapegoating)
  • Realistic Group Conflict Theory: Prejudices arise from competition between groups for scarce resources
  • Lack of resources often leads to blaming another group of people (unemployment rates)
18
Q

Social Sources of Prejudice: Social Identity Theory

A
  • The “we” aspect of our self-concept; the part of our answer to “who am I?” that comes from our membership in groups
  • IN-GROUPS: “Us” - groups who share a sense of belonging, a feeling of common identity
  • OUT-GROUPS: “Them - groups perceived as distinctly apart from their group
  • Social division is natural and our self-evaluations are influenced by group membership
19
Q

Social Identity Theory: In-Group Bias

A
  • We have a tendency to favour our own group
  • Expresses and supports a positive self-concept - we often choose to identify ourselves within a group when that group is perceived positively (‘my team’ won VS ‘they’ lost)
  • Breeds favouritism: “We are better than they” (even when randomly assigned)
  • In-group bias does not always foster out-group prejudice
20
Q

In-Group Bias: Terror Management

A

When confronted with reminders of mortality, our self-protective emotional responses often cause an increased adherence to cultural worldviews and prejudices (returning to what is safe)

21
Q

Motivation to Avoid Prejudice

A
  • Majority people often continue to feel uncomfortable around minority people no matter what their attitudes are
  • Self-conscious people will often feel guilty and try to inhibit prejudicial responses
  • Internal (belief that prejudice is wrong) rather than external (want to appear unprejudiced) motivation is more likely to result in change
22
Q

Cognitive Prejudice: Categorization

A
  • Energy-saving schemes for quick judgements and predictions
  • We judge out-group people more quickly (evolutionary)
23
Q

Cognitive Prejudice: Spontaneous Categorization

A

It is easier to rely on stereotypes when:
- Pressed for time
- Preoccupied
- Tired
- Emotionally aroused

24
Q

Cognitive Prejudice: Out-group Homogeneity Effect

A

We perceive out-group members as more similar than in-group members (they are alike, we are diverse - maintain feelings of individuality)

25
Q

Cognitive Prejudice: Own-race Bias

A

We tend to more accurately identify people of our own race

26
Q

Distinctiveness: People

A
  • Those who stand out are perceived as having more exaggerated qualities
  • People define others by their distinctive traits and behaviours (someone who owns a snake & a dog - snake owner)
27
Q

Distinctiveness: Self-consciousness

A
  • We tend to misperceive others as reacting to our distinctiveness due to our heightened awareness of our differences
  • Our perceptions of how other’s perceive us, therefore, can shape how we behave toward them, possibly causing them to feel how we assume they do
28
Q

Distinctiveness: Vivid Cases

A
  • When experience with a certain group is limited, we tend to generalize based on our limited experiences
  • Experiencing those who stand out (out-group members) we tend to overestimate their presence within society
29
Q

Distinctiveness: Illusory Correlations

A
  • Because we are sensitive to distinctive events, we tend to correlate them when they occur together
  • When a minority group (distinct) does distinct things, even if they are done at the same rate as the majority group does them, the combination of distinctness makes them appear correlated
  • When reporting events, we often mention distinct traits along with the action (a (black/gay/satanist,) person murdered a child)
30
Q

Attributions: Group-serving Bias

A
  • Explaining away positive behaviours of out-group members (outlier, outside influence, etc.)
  • Attributing negative behaviours to their dispositions (excusing such behaviour in their own group)
31
Q

Just-World Phenomenon

A
  • The tendency to believe that the world is just - people get what they deserve and deserve what they get
  • Those who are discriminated against are therefore seen as less deserving (they asked for it
  • We judge losers to be less competent even if the role of luck is obvious (may contribute to our perfectionism?)
32
Q

Consequences of Prejudice: Self-Perpetuating Prejudgements

A

Prejudgements:
- guide our attention and memories (misremembering in accordance with our stereotypes)
- are self-perpetuating (explaining away behaviors that don’t fit our expectations)

33
Q

Self-Perpetuating Prejudgements: Subtyping

A

Accommodating groups of people who deviate from one’s stereotype by thinking of them as a special category (atypical exceptions)

34
Q

Self-Perpetuating Prejudgements: Subgrouping

A

Accommodating groups who deviate from one’s stereotype be forming a new stereotype for this subgroup (young hispanics are all nice, especially compared to the rest of hispanics)

35
Q

Consequences of Prejudice: Discrimination

A
  • Attitudes may align with a social system not only to rationalize it, but also because discriminatory attitudes affect those discriminated against
  • Discrimination is self-fulfilling (discrimination may lead to results that are used to justify further discrimination)
36
Q

Consequences of Prejudice: Stereotype Threat

A
  • A disruptive concern that one (who is often negatively stereotyped) will be evaluated based on this stereotype rather than their actions
  • This can result in increased self-consciousness in those who are subject to such stereotypes
  • Stereotype threat can undermine performance through; stress, self-monitoring, and suppressing unwanted thoughts and emotions
37
Q

Consequences of Prejudice: Do Stereotypes Bias Our Judgements?

A

Positive ways
- They reflect and will change with increased multiculturalism
- We often evaluate individuals more positively than groups)

38
Q

Do Stereotypes Bias Our Judgements: Strong Stereotypes Matter

A
  • Even when a strong stereotype is known to be irrelevant, it has an irresistible force (men who endorse sexism treat their wives worse)
39
Q

Do Stereotypes Bias Our Judgements: Bias of Interpretations

A
  • We interpret ambiguous information based on our own stereotypes of the provided information
  • With little else to go on (unknown event) we rely on our expectations (stereotypes)
  • This is adaptive, but harmful, especially when stereotypes are informed by things outside of genuine experiences
  • We evaluate people more extremely if their actions violate our expected stereotypes (a woman who tells someone off is more assertive than a man who does the same)