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24 Cards in this Set
- Front
- Back
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Cultural defaults
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Linguistic marking of anything that is “different”
With nurse, I met a nurse, or I met a male nurse (you mark it as non-defaulted…different or exceptional) I saw a construction worker or I saw a female construction worker When I say “I met a person”..you expect it to be white male |
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2 illusory correlations
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Tendency to see a relationship between two distinctive events when one doesn’t really exist
Or Tendency to overestimate the size of a relationship between two variables Correlation is relationship between variables Increases their chances of getting pregnant after decide to adopt kid (two rare events co-occuring) Hearing about a minority member is rarer than majority, and a negative behavior is rarer and more memorable..when they co-occur, people in that group are more likely to do that type of behavior |
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Ultimate attribution error
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When negative behavior from outgroup member, overgeneralize to entire group..not just individual disposition, but shared of entire group
Particularly likely of negative events Positive of outgroup more likely to situation A man makes a math mistake, attributed to him as a person….when woman sucks at math, girls suck at math (ultimate attribution error) |
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Self serving ingroup attribution
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Positive of outgroup more likely to situation
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Self serving biases
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People make their stereotypes come true (without awareness)
Stereotypes also maintained because of this Unwittingly perpeutated stereotypes Like parents and daughters and math |
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Subtyping (schemas resisting change)
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Stereotype inconsistent
examples are seen as not representative of larger group |
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Automaticity
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Stereotypes can be activated automatically
“Dissociation Model” (Devine, 1989) A dual-process model applied to stereotypes Automatic: Stereotype Activation Can become available for us to use automatically Even if just aware of stereotype Controlled: Stereotype Application Determines whether you believe it as true and choose to apply it |
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In dissociation model, automatic stereotype activation occurs...
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regardless of prejudice
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6 mechanisms stereotypes maintained
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cultural defaults, illusory correlations, ultimate attribution error, self serving ingroup attribution, self fulfilling prophecy, subtyping, automaticity
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3 things of first row of psychological effects diagram
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What determines what kinds of outcomes we experience? First is awareness (have to know stereotype about you to realize that you may be targeted and affected by it)..situational cues (am I currently in a situation where someone is likely to use a stereotype when they are thinking about me?..maybe realizing that you are a minority, makes you feel like more likely to experience stereotypes or prejudice)…personal characteristics
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Identity threat appraisals
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Identity threat appraisal: looking around at your surroundings and how likely that I am going to be judged on this particular identity (like appraisal)..maybe not judged on identity, or decide that this is a situation where a stereotype about my identity is going to matter
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what comes after identity threat appraisals
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Automatic responses and controlled responses
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3 Automatic responses
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Stress response, anxiety arousal, vigilance to threat cues
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3 controlled responses
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coping, attributions, group/domain disengagment
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Self view outcome
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Native American mascots & future plans
Native american students who see the logos, they feel less optimistic or make weaker academic plans for themselves..less likely to picture themselves that way..reminds them of how other people see their group How other people view you and affect how you look at yourself |
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Stereotype threat
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More specific name when an identity threat affects performance
Maybe not so good at How you do on this task could confirm this stereotype in the eyes of others or in your own eyes This additional worry, almost makes you perform more poorly Like self fulfilling prophecy in head |
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Steel and Aronson performance gap study
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He thought that maybe just the expectations of not performing well hurt the performance…manipulated whether the test was going to reveal intelligence or one that was just random puzzle (top is relevant..bottom is not)
When found diagnostic of intelligence, there was achievement gap |
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Attributional ambiguity
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Common when negative stereotypes about group..if people mean to you, is mean person or did something wrong?
Attributional ambiguity: you don’t really know why people are treating you the way they are treating you Additional explanations…All of it matters for whether the person experiences attributional ambiguity |
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Ignoring differences (reducing)
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Ignore differences?
Colorblindness..Colbert is playing role of person who doesn’t see race Not associated with reductions in SP&D Doesn’t realy work..the effort it takes to ignore, makes us more blind to instances of discrimination or prejudice |
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Contact (reducing)
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Common goal/interdependence
Sherif’s Robber’s Cave Equal status Have to be in situatin like this One-on-one interactions Cant really call out situation for them Norms of equality The context should be expected that people are going to treat them equally Shook & Fazio Barrier to contact Pluralistic ignorance “Why won’t they sit at my lunch table? You think you are acting on a different motivation than everyone else Both black and white students reported that they wouldn’t sit at a table if only member of group ..afraid of being rejected..however, they said their outgroup members just didn’t want to make friends/didn’t want to get to know them |
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Suppresion and reducing SP and D
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Suppressing thoughts that come to mind when a category is activated..not good at it (white elephant)
Even if can suppress in short term, we may experience rebound effects..ego-depletion! effortful |
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Retraining automatic associations (reducing)
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Not just suppress what comes to mind, but change what comes to mind (counterstereotype exposure)
This works…the more exposed to female faculty, changed automatic association |
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Common ingroup identity model (reducing)
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Re-categorize outgroup as part of an ingroup
All bad stuff about outgroup goes out window and ingroup applies to old outgroup person remember titans same team |
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3 motivational strategies of reducing
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Perspective taking
Empathy decreases..imagining in shoes of member of out group Egalitarian concerns Be concerned with equality and fairness..less likely to ally on stereotypes Believe in change! Believing that can make a difference |
