Stereotypes, Prejudice, Discrimination (ch. 10)

What is SPD

stereotyping, prejudice, discrimination

Stereotyping/Cognition

beliefs about others - cold

Prejudice/Affect

feelings about others - hot

Discrimination/Behavior

how we act around others - hot or cold

Socialization

direct observation of others, media, and institutions

Cognition

the tendency to categorize in-group and out-group

Social Identity Theory

our group affiliations give us a sense of individuality and significance

Outgroup homogeneity effect

they are all the same, but we’re different this can come from the fact that we often interact with more people in our in groups and as a result of that we have a much richer schema compared with people in our out group

Ingroup heterogeneity

the perception of a diverse and varied membership within one’s own social gorup 

Dissociation Model of Prejudice

stereotypes automatically triggered (instinctual) whether or not we are cognitively aware of them or even agree with them

Just-world phenomenon

people get what they deserve (ie. victim blaming)

Realistic Group Conflict Theory

competing for resources (ie. jobs, territory) this competition fuels prejudice, discrimination and hostility between groups

Motivations of Prejudice

a desire for a positive social identity, or a need to defend one’s worldview and feeling threatened in competition with other groups

Consequences of Prejudice

Stereotype Content Model

models judgements of competence and warmth, outgroup members are typically seen as either warm and incompetent or cold and competent - there are rarely both positive qualities

Competent

passive facilitation - obligatory association, convenient cooperation: either people we envy (whites, asians, rich) or people we admire (Middle class, Americans, housewives)

Incompetent

passive harm, neglect and ignoring often times people who disgust us (poor blacks, welfare recipients) or people we pity (disabled, elderly)

Warm

active facilitation (ie. I’ll help you) 

Cold

active harm (ie. I’ll attack/harm you) aggression through group based slurs, physical harm, relational aggression

resume studies

show that call back rates for white names are higher than that of African American names for workers of all different levels/positions

shooter bias studies

police officers in training are more likely to mistakenly shoot an unarmed black man than an unarmed white man

Contact Hypothesis

contact between members of different groups leads to more positive intergroup attitudes - requires equal status

Cooperation

having tasks where members work towards a common goal helps one of the first successfully integrated groups was the military (common goal of survival)

Superordinate Goals

shared goals that necessitate cooperative effort

Anti-racist actions

1. identify and reform racist systems that you can influence 

2. advocate for policies that promote universal healthcare

3. advocate for policies that promote higher education

4. elect and hold accountable anti-racist politicians

5. create and protect spaces for joy 

6. help minority youth develop positive racial-ethnic identities

difficulties with implicit bias training

often don’t have a longterm effect and is likely to oversimplify systemic problems, sometimes it can backfire causing people to be more defensive

DEI director roles

lack of accountability for the entire group, often high responsibilities with little resources to effect change, many face intense pressure

demonstrated as effective anti-racist actions

cluster hires, intergroup contact