Negative Contact

Stereotypes

Prejudice

Discrimination

Overview of Lecture

• Associating members of certain groups with certain characteristics – E.g., Perceived to be alike; have similar

(negative) traits

What are stereotypes

Causes of

Stereotypes

How to reduce them

Negative historical relations between groups

Inequalities in societal roles

Socialization experiences Media portrayals

Why Stereotypes Form

Stereotypes

Negative historical relations between groups• e.g., slavery, indentured

labor

Inequalities in societal roles • e.g., more women in low-

paying jobs, earning less

Stereotypes

Why Stereotypes Form

• Socialization experiences • e.g., parents, teachers,

peers

• Media portrayals• E.g., African Canadians as

“gangsta rappers”, Caribbean Canadians as “ganja” smokers

Why Stereotypes Form

Stereotypes

Negative historical relations between groups

Inequalities in societal roles

Socialization experiences Media portrayals

Why Stereotypes Form

Stereotypes

Causes similar to explaining negative contact

1. Activated automatically 2. Reinforced via social norms3. Information that confirms beliefs is

easily recalled4. Trait-based explanations for behavior5. Sub-grouping exceptions6. Create expectations for interaction7. Enable in-group members to feel

“different” from out-group members

Why Stereotypes Persist

1. Activated automatically – E.g., from observable

characteristics

2. Reinforced via social norms• E.g., it is ok to derogate gays

nowadays

Why Stereotypes Persist

Stereotypes

3. Information that confirms beliefs is easily recalled– E.g., times you saw women

driving badly vs. times you saw women driving well

Why Stereotypes Persist

Stereotypes

4. Provide trait-based reasons to explain why people behave the way they do• E.g., Women get into more

accidents because they are bad drivers

5. Sub-grouping exceptions of out-group– E.g., successful Black

Why Stereotypes Persist

Stereotypes

6. Create expectations for interaction• E.g., Blacks are violent, so

this Black man is going to be hostile so I better be prepared

Why Stereotypes Persist

Stereotypes

7. Enable in-group members to feel “different” from out-group members• E.g., Women are bad

drivers, Men are good drivers, so they are different

Why Stereotypes Persist

Stereotypes

Causes of

Stereotypes

How to reduce them

1. Stereotypes activated automatically?

How to reduce Stereotypes

Reduce Stereotypes

•Counter automatic activation of stereotypes with guilt (self regulation)

•Replace/modify negative associations with positive experiences & information

2. Reinforced via social norms?

Reduce Stereotypes

•Change old social norms with new ones

•Change motivation to comply w/norms

How to reduce Stereotypes

3. Information confirming beliefs is easy to recall?

Reduce Stereotypes

Counter recall tendencies with other needs

• Make in-group dependent on out-group • e.g., learning to distinguish Chinese editors from each other

bec. of supervisory relationship

• Create need in in-group members for out-group members to like them • e.g., business case for selling products/services to women

4. Trait-based explanations for behavior?

Change explanations

• Increase focus on situation• E.g., Why are more Blacks in the criminal system?

• Different out-group members display non-stereotypical traits in different settings

• Teach statistics• Representativeness of sample outgroup member

Reduce Stereotypes

4. Trait-based explanations for behavior?

Change explanations

• Reduce tendency to blame negative outcomes to out-group members by thinking about out-group in complex ways• E.g., teach about collectivism, power-distance

Reduce Stereotypes

5. Sub-grouping exceptions of out-group?

Reduce Stereotypes

• Increase knowledge of many individual out-group members to prevent sub-group creation

–Differentiate out-group members from each other

• E.g., cultural circles exercise enabled differentiation by providing contact with different members of the same ethnic group

6. Have expectations for interaction?

Counteract expectations

• Out-group members behave in non-stereotypical ways that disconfirm stereotypes • e.g., Women’s driving records

• Out-group members confident they do not have the expected trait • e.g., Women is confident of her driving skills

Reduce Stereotypes

7. Stereotypes enabling in-group to feel different from out-group?

Change ability of stereotypes to maintain differences

– Create Super-ordinate Groups • Tendency to view out-group members as alike

and negative is no longer functional– Emphasize Multiple Identities• Emphasize those categories which unite groups

Reduce Stereotypes

Negative Contact

Stereotypes

Prejudice

Discrimination

Notice inter-relationships

Negative Associations

Negative Feelings

Positive AssociationsStereotypes

Negative Thoughts

Prejudice

Negative Associations

Negative Feelings

Stereotypes

Negative Thoughts

Prejudice• Recalling

stereotype inconsistent information

• Create Super-ordinate groups

• Emphasize Multiple Identities

• Changing explanations

Positive Associations

Negative Contact

Stereotypes

Prejudice

Discrimination

Overview of Lecture

• Unequal treatment or behavior toward members of different groups– E.g., Dear White Boss article, Black bosses with black

subordinates are more likely to be scrutinized

• Qs: Differences in consequences of – Stereotypes vs. prejudice vs. discrimination?

What is discrimination?

Causes of

Discrimination

How to reduce it

Subjective Norms for Discrimination

Attitudes towarddiscrimination

IntentionTo discriminate

Discriminatory Behavior

• Attitudes– Thoughts & feelings– Vs Stereotypes?– Vs. Prejudice?

• Subjective norms–What do you think other people think/feel

about something– Vs. Attitdues?

What are….

Belief that discrimination leads to certain outcomes

Value of outcomes of discrimination

Attitudes toward Discrimination

Intention to discriminate

Person’s belief that others want person to discriminate

Person’s motivation to comply with others’ wishes

Subjective Norms for Discrimination

Intention to discriminate

Beliefs that discrimination leads to certain outcomes

Value of outcomes of discrimination

Belief that others wanttarget to discriminate

Target’s motivationto comply with others’ wishes

Subjective Norm

Attitudes towarddiscrimination

IntentionTo discriminate

Change Attitudes toward discrimination

Change beliefs about rewards vs. costs of discriminatory behavior

•e.g., expectation of reward for hiring visible minorities

Change value of outcomes of discrimination

e.g., lawsuits for discrimination

Change Attitudes

Change beliefs about rewards vs. costs of discriminatory behavior

Change value of outcomes of discrimination

• Change awareness of definition & results of discrimination• E.g., Using “weight”

as a criterion for hiring can result in lawsuit if “weight” is not established as a BFOQ

Change perception of norm (awareness)

Change person’s motivation to comply with (unchanged) norm

Subjective Norms for Discrimination

Intention to discriminate

Change norm e.g., CEO’s public behavior

Change perceptions of costs of discriminating against Gays•E.g., Removal of student from residence hall for repeat offences, or in-admission into residence halls in subsequent years

Change belief that others Approve of discrimination Toward gayse.g., Popular (influential) students’beliefs about gay harassment

Subjective Norm to Discriminate against gays

Attitudes toward gays

Intention toDiscriminate Against gays

Discriminatory Attitude

Non-discriminatory behavior

Dissonance

Change Attitude toward discrimination to be consistent with behavior

Discomfort

Derogate “non-performed” alternative (attitude)

• Non discriminatory behaviors• Choose to argue against your position

voluntarily• Cooperate w/ outgroup

Dissonance

Attitude for discrimination

Change Attitude toward discrimination

Insufficient justification for voluntary behavior

Negative Contact

Stereotypes

Prejudice

Discrimination

Overview of Lecture