negative contact stereotypes prejudice discrimination overview of lecture
DESCRIPTION
Causes of Stereotypes How to reduce themTRANSCRIPT
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Negative Contact
Stereotypes
Prejudice
Discrimination
Overview of Lecture
![Page 2: Negative Contact Stereotypes Prejudice Discrimination Overview of Lecture](https://reader034.vdocument.in/reader034/viewer/2022051503/5a4d1aca7f8b9ab05996f540/html5/thumbnails/2.jpg)
• Associating members of certain groups with certain characteristics – E.g., Perceived to be alike; have similar
(negative) traits
What are stereotypes
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Causes of
Stereotypes
How to reduce them
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Negative historical relations between groups
Inequalities in societal roles
Socialization experiences Media portrayals
Why Stereotypes Form
Stereotypes
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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
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• 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
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Negative historical relations between groups
Inequalities in societal roles
Socialization experiences Media portrayals
Why Stereotypes Form
Stereotypes
Causes similar to explaining negative contact
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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
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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
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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
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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
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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
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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
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Causes of
Stereotypes
How to reduce them
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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
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2. Reinforced via social norms?
Reduce Stereotypes
•Change old social norms with new ones
•Change motivation to comply w/norms
How to reduce Stereotypes
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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
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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
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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
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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
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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
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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
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Negative Contact
Stereotypes
Prejudice
Discrimination
Notice inter-relationships
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Negative Associations
Negative Feelings
Positive AssociationsStereotypes
Negative Thoughts
Prejudice
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Negative Associations
Negative Feelings
Stereotypes
Negative Thoughts
Prejudice• Recalling
stereotype inconsistent information
• Create Super-ordinate groups
• Emphasize Multiple Identities
• Changing explanations
Positive Associations
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Negative Contact
Stereotypes
Prejudice
Discrimination
Overview of Lecture
![Page 27: Negative Contact Stereotypes Prejudice Discrimination Overview of Lecture](https://reader034.vdocument.in/reader034/viewer/2022051503/5a4d1aca7f8b9ab05996f540/html5/thumbnails/27.jpg)
• 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?
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Causes of
Discrimination
How to reduce it
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Subjective Norms for Discrimination
Attitudes towarddiscrimination
IntentionTo discriminate
Discriminatory Behavior
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• Attitudes– Thoughts & feelings– Vs Stereotypes?– Vs. Prejudice?
• Subjective norms–What do you think other people think/feel
about something– Vs. Attitdues?
What are….
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Belief that discrimination leads to certain outcomes
Value of outcomes of discrimination
Attitudes toward Discrimination
Intention to discriminate
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Person’s belief that others want person to discriminate
Person’s motivation to comply with others’ wishes
Subjective Norms for Discrimination
Intention to discriminate
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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
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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
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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
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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
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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
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Discriminatory Attitude
Non-discriminatory behavior
Dissonance
Change Attitude toward discrimination to be consistent with behavior
Discomfort
Derogate “non-performed” alternative (attitude)
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• 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
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Negative Contact
Stereotypes
Prejudice
Discrimination
Overview of Lecture