MIDTERM 2 - From Prejudice to Discrimination (3)

26. In regard to motivations for hate crimes, define "mission motivated", "thrill seeking", "ingroup defense", "peer group dynamics", and "normalization".

"mission-motivated": - Carried out because of a person's commitment to a bigoted ideology, perpetrator seeks to rid the world of evil - Often "crusaders" for a religious or racial cause Thrill Seeking - Committing crime out of a desire for excitement or an antidote for boredom Ingroup Defense: • Perpetrators see themselves as protecting their group's territory from invasion by outsiders Peer Group Dynamics: • Attacks carried out - In response to real or perceived peer pressure - To show that one fits into the group - "I just went along with what everyone else was doing" Normalization: • Community accepts behaviors that facilitate hate crimes • Community views such behavior as "normal"

10. Define "regressive prejudice".

(Controlling prejudice requires great mental effort, sometimes people who want to be unprejudiced act in a prejudiced way.) Regressive prejudice: Unintended expressions of prejudice by people who are otherwise low in prejudice

12. What are the 2 explanations discussed in class as to why older people are generally more likely to express prejudice than younger people?

1. Cohort effect: They grew up in a different era, different norms 2. Executive function declines with age - thus more difficulty controlling prejudiced responses (well supported by research)

11. Define "control over behavior" and "executive function" and explain how they influence regressive prejudice.

1. Control Over Behavior (not all behaviors are equally controllable) - Even people motivated to control prejudice might give off nonverbal cues that express dislike or discomfort around outgroup members 2. Executive Function: Cognitive processes involved in planning, carrying out, and controlling behavior - Depleted with repeated use (mental fatigue), sleepiness, aging, and cognitive demands (cognitive busyness)

20. Describe the 4 reasons discussed in class why minority workers are less likely to be promoted or wait longer for promotion.

1.Minority managers usually supervise minority employees And minority employees tend to work lower level, entry level jobs 2.Are tracked in jobs that have fewer promotion opportunities 3.Have less influential mentors 4.Receive less positive narrative reviews

16. Explain how the level of discomfort people feel when someone points out that they behaved in a prejudicial way differs based on: (1) the type of prejudice expressed, and (2) whether the confronter is an ingroup or outgroup member.

1.Type of prejudice. Among white men, does racism or sexism cause more negative emotion? — Racism. Many participants were amused when confronted over gender bias. 2.Whether the confronter is an ingroup or outgroup member. ‒ More negative reaction when pointed out by an ingroup member. Why? ‒ People feel less threatened by ingroup members, more likely to dismiss claims of prejudice from outgroup members (why do they always play the race card?)

5. Prejudice only modestly predicts discrimination. To help explain why this is so, define "attitudebehavior correspondence". Explain how attitude-behavior correspondence influences the prejudicediscrimination relationship.

Attitude-Behavior Correspondence: • How well an attitude matches the specific behavior it is supposed to be associated with • Example: Scores on controllable measures of prejudice (explicit) should be related to controllable behaviors but scores on uncontrollable measures of prejudice (implicit) should be related to automatic behaviors • Dovidio, Kawakami, & Gaernter (2002): When interacting with a Black student, White students verbal friendliness was related to explicit measure, but nonverbal friendliness was related to implicit measure

24. Define "conformity to perceived norms". How does it explain discrimination against minorities in the workplace?

Conformity to Perceived Norms: Making discriminatory decisions because one believes those decisions are consistent with company norms

23. Define "contemporary prejudice". How does it explain discrimination against minorities in the workplace?

Contemporary Prejudice: Because of social norms that condemn prejudice, prejudice and discrimination manifest themselves in subtle ways and in situations where prejudice can be attributed to other causes. 1. Hiring minority workers might upset White employees 2. Fear of losing customers

7. Define motivation to control prejudice. Distinguish between internal and external motivation to control prejudice. Describe how each is associated with prejudice. Explain how each is associated with prejudice (i.e., why is each associated with higher or lower expressed prejudice?).

Contemporary theories of prejudice propose that EVERYONE is prejudiced to some degree, even if we are unaware of this. — Thus, many people sometimes feel compelled to express their prejudice or behave in a discriminatory fashion but restrain themselves. Why? - Egalitarian values, social desirability pressures, maybe other factors Internal Motivation to Control Prejudice •Personal belief that prejudice is wrong External Motivation to Control Prejudice •Act nonprejudiced to avoid social disapproval • High Internal motivation is related to LOWER expression of prejudice. • High external motivation is related to GREATER expression of prejudice.

3. What is covert discrimination? What is tokenism? How is tokenism a form of covert discrimination?

Covert discrimination: - Unequal and harmful treatment that is hidden, purposeful, and often maliciously motivated - Behavior that attempts to ensure failure in situation Tokenism in the workplace: - Telling minority renters that a unit is no longer available when it actually is - Telling minority job applicant that a position has been filled when it hasn't

15. How do people motivated to control prejudice respond emotionally when they behave in a prejudicial manner?

Discomfort and guilt

What is discrimination? What is blatant discrimination? What is subtle discrimination? What is the difference between active subtle discrimination and passive subtle discrimination? Give an example of each.

Discrimination: Behaving differently toward people based on their membership in a social group Blatant discrimination: Unequal and harmful treatment that is typically intentional and quite visible - Example: Forced incarceration of Japanese Americans during World War II Subtle discrimination - Unequal & harmful treatment that is typically less visible and obvious - Often unintentional - Often unnoticed because people consider it normal, natural, or customary a) Active subtle discrimination: ‒ Black and Latino students suspended at a higher rate than White students b) Passive subtle discrimination: ‒ 2014, in high schools with high % Black and Latino enrollment, 1 in 3 don't offer chemistry, 1 in 4 does not offer math higher than Algebra I

13. In terms of regressive prejudice, define and give two examples of "disinhibitors". Explain how they influence regressive prejudice.

Disinhibitors: Factors that reduce people's motivation to comply with norms that prohibit prejudice ex: Alcohol consumption, Implied approval of authority figure.

25. Define "hate crimes". Who are the most frequent perpetrators of hate crimes?

Hate Crimes: Criminal offenses in which there is evidence that victims were chosen because of group membership —Usually no motivation other than attacking a member of a particular group Who are the most frequent perpetrators of hate crimes? - Disproportionately male (especially violent hate crimes) - Disproportionately young

8. How does interaction with outgroup members differ based on high or low motivation to control prejudice?

Interaction with outgroup members differs based on type of motivation - High internals emphasized treating the Black person fairly, having a friendly conversation - High externals were defensive; emphasized appearing unprejudiced.

18. Define the "lost opportunities effect" and describe how it might explain the lower performance evaluations generally received by members of minority groups.

Lost opportunities effect: Supervisors may view minority workers as incompetent, give them little support, encouragement

19. The "lost opportunities effect" can explain the generally lower performance ratings received by minority employees. Define it. .

Microaggressions - Black participants who worked with a prejudiced White partner were 30% less productive than those who worked with a nonprejudiced partner

2. Define microaggressions. Would you consider microaggressions to be a form of blatant, subtle, or covert discrimination? Explain why microaggressions fit into the category you chose and why they do not fit into the other categories.

Microaggressions: Small-scale, everyday verbal or nonverbal behaviors that demean other social groups or members of those groups

14. In terms of regressive prejudice, define "moral credentials". How do moral credentials affect the expression of prejudice?

Moral Credentials: "I'm not _____; some of my best friends are _____ ! • Claims like this used as a credential to establish lack of prejudice, convince ourselves that we aren't prejudiced

6. Prejudice only modestly predicts discrimination. To help explain why this is so, define "perceived social support". Explain how perceived social support influences the prejudice-discrimination relationship.

Perceived Social Support: • The extent to which people believe others share their attitudes and opinions • Attitudes for which people perceive more social support are more closely related to behavior • Sechrist & Stangor (2001): High prejudice White students sat further away from a Black person when they believed that most students shared their prejudice.

4. Prejudice only modestly predicts discrimination. To help explain why this is so, define personal stereotypes. Explain how personal stereotypes influence the prejudice-discrimination relationship.

Personal Stereotypes: • Individuals' beliefs about group characteristics • Usually overlap social stereotypes, but some content may be different • People are more likely to discriminate against outgroup members who fit their personal stereotype of the group

9. Define "restraint motivation". Define the two components that comprise restraint motivation. Why do people scoring high on restraint motivation avoid interracial interactions?

Restraint Motivation •Another approach to understanding motivation to control prejudice. This model includes two components. 1.Concern with acting prejudiced — Combination of Plant and Devine's (1998) internal and external motivation 2.Restraint to avoid dispute — awareness that saying or doing some things can cause trouble, thus one avoids acting in a prejudiced way to avoid arguments / conflict Both high externals and high restraint people prefer to avoid interracial interactions, but their motives differ. 1. High externals are concerned with the appearance of conforming to social norms; 2. High restraint people want to avoid arguments based on their prejudicial attitudes

28. In terms of hate crimes, define "secondary victimization"

Secondary Victimization: A hate crime has psychological effects not only on the victim, but also other members of the victim's group ‒Even if they themselves are not victims of hate crime

22. Define the "shifting standards model". How does it explain discrimination against minorities in the workplace?

Shifting Standards model: Hypothesis that people are evaluated relative to the stereotypic expectations of their group The same level of job performance elicits higher evaluations for members of groups with low expectations than for members of groups with high expectation

21. Define the "stereotype fit hypothesis". How does it account for discrimination against minorities in the workplace?

Stereotype Fit Hypothesis: Characteristics associated with effective managers are similar to cultural stereotypes of White men but different from cultural stereotypes of women and minorities So men are seen as a better "fit" for managerial jobs • Male managers are assertive, but female managers are?

27. Identify the 2 ways in which victims of hate crimes differ from victims of crime not motivated by group bias.

hate crime victims tend to: 1. Suffer more severe psychological consequences 2. And the negative effects last longer

17. Describe the "employment audit technique" used to study hiring discrimination. What has this technique revealed about hiring discrimination based on race / ethnicity and gender?

‒IV = Members of two groups are matched on appearance, education, and relevant experience, then sent to apply for same job - DV = Who is most likely to be hired or called for an interview? • Research Findings: - White applicants are more likely to get an interview than Black applicants or Latino applicants - Latino applicants more likely to get an interview than Black applicants - Highly qualified Black applicants are equally likely to get an interview as lessqualified White applicants - Little evidence of gender discrimination at the hiring stage UNLESS. . . . The female applicant is pregnant