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Being the Target of

Stereotyping, Prejudice, andDiscrimination

Psy 321: Dr. Sanchez

Guest Lecturer: Corinne Moss-Racusin



Big Question

• How do stereotypes, prejudice, anddiscrimination affect their targets?

Is there an impact on their behavior? Should discrimination be confronted?



Today’s Topics


Is there an impact on their performance? 1. Stereotype Threat

2. Fear of BacklashWomen’s Self -Promotion

Should discrimination be confronted?

3. Confronting and reducing prejudice



The Impact of Stereotypes onGroup Members’ Performance

• What are some stereotypes about thingsthat members of certain groups are good

at?Women are nurturing

Asians are good at math

African-Americans are athleticGay men have good fashion sense



The Impact of Stereotypes onGroup Members’ Performance

• There are also some negative stereotypes aboutwhat group members are not good at.

• How do these stereotypes affect groupmembers’ performance in these domains?

• Imagine you are a female college student aboutto take a difficult Math exam Stereotype: women are not good at Math

How would you feel?

How might you react?



Stereotype Threat

• The apprehension experienced by members of group that their behavior might confirm a negative cultural stereotype about their group in that domain.

This threat actually undermines performance. Predictions for female student?

Her concern about confirming stereotypes byperforming poorly on Math testlower score.

• Important: individual does not have to personallybelieve the stereotype for it to shapeperformance. Just the knowledge that the stereotype is out there

(and that one’s behavior could confirm it) is enough.



Steele & Aronson, 1995 (Study 1)

• Black and White participants

• Racial stereotype of intelligence (Whites

outperform racial minorities) made salient Experimental: participants told test is diagnostic

of ability

Control: test is non-diagnostic

• Examined test performance on achallenging verbal test Predictions?




Performance gap eliminated




• Everyone told the test was non-diagnostic

• Racial group membership was

manipulated Experimental: indicate race on test form

Control: no race question




Performance gap eliminated

S



Stereotype Threat and PersonalIdentity

• Self-relevant negative stereotype in a particular domain

“Women are bad at Math, and I am a woman.”

• Person identifies with that domain

“I want to do well in my Math class.”

• Performance in the situation is diagnostic

“I might validate this stereotype if I get a low score.”

• About a social identity, so applies to many groups

Men and social sensitivity (Koenig & Eagly, 2005)

Whites and racism (Frantz, Cuddy, Burnett, Ray, & Hart, 2004)

Low SES and intellectual ability (Harrison, Stevens, Monty, &Coakley, 2006)

Whites and athletic ability (Stone, 2002)

S d M l i l



Stereotypes and MultipleIdentities

Women

Not good at Math

Asians

Good at Math



Shih, Pittinsky & Ambady, 1999

• Remind Asian-American women of their:

Experimental 1: Asian identity (questions

about languages spoken, race, etc.) Experimental 2: Female identity (questions

about co-ed housing)

Control: Neither identity (questions abouttelephone service)

• Take a math test



Shih, Pittinsky & Ambady, 1999

0.2

0.4

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Asian Neutral Female

A c c u r a c y o n m a t h t e s

t



Fear of Backlash

• Sometimes, people do overcome expectationsand perform well in ways that violate stereotypes Female leaders

Carly Fiorina: Hewlett-Packard CEO Hillary Clinton

Racial minorities and academic excellence Dr. Henry Gates incident

White rappers Eminem

What happens to these people?



Fear of Backlash

• The fear that you will experience backlash(social and economic penalties ) for

behavior that violates stereotypes. Clinton? Nicknames?



Clinton and Backlash

“Stainless steel thighs! Cracks

toughest nuts!”

“Every time she comes on TV, I

involuntarily cross my legs.”



Fear of Backlash

• The fear that you will experience backlash(social and economic penalties ) for behavior thatviolates stereotypes.

Clinton? Nicknames? “She’s competent, but...

“...women shouldn’t behave that way, so I don’t likeher.”

• FOB undermines later success in this domain. “I’m concerned that people will dislike me for violating

gender stereotypes”less leadership behavior in thefuture.



Rudman & Fairchild, 2004 (Study 3)

• Male and female Ps took 2 “genderedknowledge” tests

• In reality, both tests measured fairly obscure

knowledge Female: You wear Manolo Blahniks on your:

Head vs. feet

Female: A roux is best described as a:

Sauce vs. cake Male: What is the best way to deflect a punch?

Use the forearm to block it vs. use the hand to catch it

Male: To help an engine produce more power: Inject the fuel vs. reduce displacement




• Manipulated whether Ps violated gender stereotypes ornot No violation condition: told they had a high score on own sex

test, low score on cross-sex test

Stereotype violation condition: high score on cross-sex test, lowscore on own-sex test

• DVs

FOB

Deception Hiding success (publicize high score on website)

Lying about success (enter wrong gender winners’ lottery)

Increased gender conformity (interest in futureoccupations and sports)




0

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1

1.5

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FOB Deception Conformity

StereotypeViolators

Non StereotypeViolators



Fear of Backlash

• People who violate gender stereotypes: Fear backlash from others

Hide their success (can’t serve as role models to

others) Conform to gender stereotypes in the future

• Reinforces the existing stereotype

Because there are few salient examples of peopleviolating stereotypes



Men and Fear of Backlash(Moss-Racusin, Phelan & Rudman, 2010)

• True for BOTH MEN AND WOMEN

• Men: expected to be strong, stoic, and hyper-masculine

Living up to this ideal has serious mental and physicalhealth consequences

But: backlash for appearing modest

Strict gender rules for how men are expected tobehave i.e., what makes a “real man”

• Fearing backlash and being the target ofprejudice can limit free expression, and bepainfully isolating Recent tragic events at RU

Stereotype Threat vs Fear of



Stereotype Threat vs. Fear ofBacklash

• Stereotype Threat Concern over confirming negative group stereotype

leads you to do poorly .

“I don’t want my friend to think that women are baddrivers” car accident.

• Fear of Backlash Doing well in counter-stereotypic domain leads you to

fear penalties from others, and thus limit this behaviorin the future.

“I just did really well on my Math test” hiding newsfrom friends, not studying as much next time.

Fear of Backlash and Women’s



Fear of Backlash and Women’s

Self-Promotion

• Specific example of how FOB underminespeoples’ performance.

•

Self-Promotion: “Pointing with pride to one’s accomplishments,

speaking directly about one’s strength’s and talents,

and making internal rather than external attributionsfor achievements” (Rudman, 1998).

• Critical for career success Predicts perceptions of competence (Jones & Pittman, 1982).

Shapes hiring and promotion decisions (Janoff-Bulman & Wade, 1996).



Women’s Self -Promotion

• Backlash for women’s self -promotion

• Self-Promotion violates stereotypes calling for

women to be “nice,” modest, and other -oriented(Eagly & Karau, 2002; Rudman, 1998).

• Implications for women’s actual self -promotion?

No existing data on gender differences in self-

promotion behavior Past work has focused on salary negotiations

Predictions for gender gap in negotiating first job $?

Gender Differences in Salary



Gender Differences in SalaryNegotiation

110000

111000

112000

113000

114000

115000

116000117000

118000

119000

NegotiationOutcome ($)

Amanatullah & Morris, 2010

Gender Differences in Salary



Gender Differences in SalaryNegotiation

110,000

111,000

112,000

113,000

114,000

115,000

116,000

117,000

118,000

119,000

Men


Amanatullah & Morris, 2010

Gender Differences in



Gender Differences inNegotiation (for self)

110,000

111,000

112,000

113,000

114,000

115,000

116,000

117,000

118,000

119,000

Men Women


Amanatullah & Morris, 2010$26,615 loss after 5 years



Women’s Self -Promotion

• 2 specific research questions

1. Do women have difficulty with self-

promotion relative to men (like negotiation)? 2. Does FOB contribute to this difficulty?

Gender Differences in Self



Gender Differences in Self-Promotion Success (Live Interview)

-0.25

-0.2

-0.15

-0.1

-0.05

0

0.05

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0.15

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0.25

Self-Promotion

Success

Moss-Racusin & Rudman, 2010





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0

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Men

Self-Promotion

Success






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Men Women

Self-Promotion

Success





Gender Differences in Self-Promotion

• Does this mean that women simply aren’t

cut out for self-promotion?

What contributes to this gender difference?• Maybe other factors related to

discrimination are at work

Improving Women’s Promotion



Improving Women s Promotion

Behavior

• Women encounter backlash when they self -promote S-P violates feminine gender stereotypes

• Women should excel at promoting a peer Consistent with feminine gender stereotypes

Would demonstrate that women have the skillsnecessary to self-promote, but are hampered by FOB

for violating gender stereotypes

Self vs Peer Differences in Women’s



Self vs. Peer Differences in Women s

Promotion Success (Written Essay)

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0.35

Promotion Success





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Self-Promotion

Promotion Success







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0.35

Self-Promotion Peer-Promotion

Promotion Success






Fear of Backlash

• Women are capable of promotion (for a peer),so why aren’t they self -promoting?

• Women fear backlash for violating stereotypes(Rudman & Fairchild, 2004)

• Does FOB help explain women’s self -promotiondetriments?

Yes: average correlation r = -.23, p < .05

The more women fear backlash, the less likely theyare to self-promote well.




Implications

• FOB limits women’s behavior

Workplace consequences: S-P necessary for

career success• It’s not that women lack the skills to self -

promote

Rather, women (correctly) anticipate backlashfor self-promotion, which interrupts their abilityto self-promote



Today’s Topics


Is there an impact on their behavior? 1. Stereotype Threat

2. Fear of BacklashWomen’s Self -Promotion

Should discrimination be confronted? 3. Confronting and reducing prejudice



Exercise

• Imagine you are a female politician running for office.

• In an ad, your male competitor says:

“Jane Smith cannot get the job done as an elected official. She’s known to be an ice queen and a mean

girl-- she doesn’t care about voters, and accepts giftsfrom wealthy lobbyists. If she’ll trade her policy opinions for money, what else might she do? Do you really want to elect this kind of prostitute?”

•

Not an attack on policy--just sexist language (Clintonrevisited).

• Would the ad hurt your chances of being elected?

• What should you do?



Pick a Reaction

• A: Do nothing, and continue with your campaignas planned. Sexist attacks shouldn’t be dignifiedwith a response, and it would only give more

press to the negative comments.• B: When you are asked about the ad by a

reporter, mention that you found it to be“inappropriate,” and then let it go.

• C: Hold a press conference to offer yourresponse. Say that the ad was “sexist, divisiverhetoric.”



Lake, 2010

• Large-scale poll administered to 800 likelyvoters for 2010 midterm election.

• Half heard the sexist ad, half heard an adattacking policy positions.

• DV: willingness to vote for female

candidate.



Lake, 2010

• Sexism “works.”

• 21% of voters would stillsupport a female

candidate attacked on herpolicy positions. Reflects existing

preference for malecandidates.

•

Support drops drasticallyas a result of sexistlanguage.

• Does confrontationmatter?

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% Supporting

PolicyAttack

SexistAttack



Lake, 2010

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A B C

PolicyAt tack

SexistAt tack

% Supporting



Confronting Prejudice Matters

• It can undo the damage of sexist language for femalepoliticians (Lake, 2010)

• It is associated with women’s feelings of competence,self-esteem, and empowerment (Gervais, Hillard & Vescio, 2010)

• Not confronting is linked to negative affect, cognitivedistraction, and performance impairments for women (Shelton et al., 2006)

• Confronting perpetrators of racial bias often leads them

to experience guilt and apologize/engage in correctiveresponses (Czopp & Monteith, 2003).

• Unchallenged prejudice is likely to persist (Rudman &Fairchild, 2004)

•

It can be taught, at least for kids (Lamb et al., 2006)



Teaching Confronting (Lamb et al., 2009)

• Elementary school Ps were told stories in whicha sexist comment occurs “You can’t be the doctor, you have to be the nurse!”

“Why do you have a boy’s haircut?”

“Boys are better at math than girls.”

• Ps then asked how they would respond Agreed with sexist remark

Ignored sexist remark

Objected to sexist remark mildly

Confronted sexist remark

• Trained to confront (either narrative or practicecondition), and then measured again 2 weeks later




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Final Thoughts

• Being targeted by stereotypes, prejudiceand discrimination has serious

consequences Undermines performance

Limits human behavior

Mental and physical health• Confronting bias is essential

We can all participate

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