lecture outline being the target of prejudice stereotype threat positive prejudice
TRANSCRIPT
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Lecture OutlineBeing the Target of
Prejudice
Stereotype Threat
Positive Prejudice
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How Prejudice Affects Targets
Stereotype Threat
Consequences of positive prejudice
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Stereotype Threat
Premise:Stigmatized groups are
aware of negative stereotypes
This awareness produces “stereotype threat”........
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Stereotype Threat
Definition:
Fear that one will be viewed or treated in way consistent with stereotype, or that one will confirm the stereotype
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Stereotype Threat
Stereotype threat is situationally induced
Arises when target realizes that negative stereotype can explain their behavior or attributes
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Stereotype Threat StudySteele & Aronson (Study 1, 1995)
Purpose: Test theory of stereotype threat with respect to achievement test performance.
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Stereotype Threat StudySteele & Aronson (Study 1, 1995)
Valid measureof
achievement
Laboratoryexercise
AA < W AA = W
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Stereotype Threat StudySteele & Aronson (Study 1, 1995)
Participants: African AmericanWhite
Procedure:Completed a 30 V-SAT items
Manipulation:Valid testInvalid test (laboratory exercise)
DV: number correct on test
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0
2
4
6
8
10
12
14
Valid Test Invalid Test
Test
Scor
es
African Americans Whites
Stereotype Threat StudySteele & Aronson (Study 1, 1995)
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Purpose:
Examined whether stereotyped targets distance themselves from the stereotype when stereotype threat is activated.
Distancing StudySteele & Aronson (Study 2, 1995)
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Distancing StudySteele & Aronson (Study 2, 1995)
Valid measureof
achievement
Laboratoryexercise
Show thatnegative stereotype
does not apply to them
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Participants: African AmericanWhite
Expected to complete V-SAT items
Rated self-preferences:music: jazz, rap music, classicalsports: baseball, basketball, boxingtraits: extroverted, aggressive,
humorous
Never actually took test
Distancing StudySteele & Aronson (Study 2, 1995)
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Manipulation:Valid testInvalid test (laboratory exercise)
DV: Extent to which participant rated self consistent with African American stereotype
Distancing StudySteele & Aronson (Study 2, 1995)
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15
20
25
30
35
Valid Test Invalid Test
Co
ns
iste
nc
y w
ith
AA
S
tere
oty
pe
African Americans Whites
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Affirmative Action
Designed to:
“overcome the discriminating effect of past or present practices, policies, or other barriers to equal employment opportunity” (EEOC, 1970)
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Affirmative Action
EEOC’s statement:
Says that group membership should be explicitly taken into account in hiring decisions
Unspoken assumption that non-discrimination not sufficient to counteract consequences of prejudice and inequality
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Untended Consequences of Positive Prejudice
Affirmative action designed to help minorities and underrepresented groups, but could it unintentionally undermine their self-views and job performance
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Affirmative Action Study 1
Heilman, Simon, & Repper (1987)
Purpose:
Examine whether affirmative action damages the self-views of those who benefit from it
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Prediction:
Women who believe they are preferentially selected have less confidence in their ability than those who believe they are selected on merit
Affirmative Action Study 1
Heilman et al. (1987)
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Affirmative Action Study 1
Heilman et al. (1987)
Procedure:
1. Paired with opposite sex confederate
2. Task described; leader more important
3. Answered items assessing ability for leadership role
4. Manipulation occurred........
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Affirmative Action Study 1
Heilman et al. (1987)
ManipulationMerit:
test scoredscript readparticipant selected on merit
Preference:test not scoredscript readparticipant selected on basis of gender
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Affirmative Action Study 1
Heilman et al. (1987)
Procedure continued:
5. Performed task6. Rated self on:
task performance leadership ability desire to persist as leader
in task 2
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Performance Leadership ability
Persist as leader
Men:MeritPreference
5.155.37
6.476.59
5.855.78
Women:MeritPreference
5.244.02
6.715.27
5.504.00
Men: Selection basis did not influence men’s perceptions of performance, leadership ability, or desire to persist as leader.
Women: Selection basis did influence women. Lower perceived performance, and ability, and less desire to remain as leader when preferentially selected. No different from men in merit condition.
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Purpose:Examine if preferential
selection causes women to select easier tasks
Affirmative Action Study 2
Heilman, Rivero, & Brette (1991)
ConfidenceJob
Performance
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Affirmative Action Study 2
Heilman et al. (1991)
Tasks:Financial service manager
Subordinate
Procedures:
Test assessed managerial skills
Manipulation: Merit or preference based selection
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Affirmative Action Study 2
Heilman et al. (1991)
Participants then indicated which of two tasks they would most like to do
Easy taskDifficult task
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% Selecting Difficult
Task
% Selecting Easy Task
Men:MeritPreference
87%100%
13% 0%
Women:MeritPreference
93% 47%
7% 53%
Men: Chose difficult task more often regardless of selection basis
Women: Selection did influence task choice. Women selected easy task more often when preferentially selected. No different from men in merit condition.
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Affirmative Action Study 2Heilman et al. (1987, 1991)
Conclusion:
Preferential selection reduces confidence
Preferential selection causes people to select less challenging tasks at work
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Affirmative Action: Good or Bad?
Does Affirmative Action always have unintended negative consequences?
No. When it is based on merit
and group membership, many of the bad effects it
creates disappear