Session #3: Stereotypes and Perception

1. Session #3: Stereotypes and Perception • Class members will gain an understanding of : • Perceptual processes that influence stereotyping • The nature and purpose of stereotyping • The dangers of stereotyping • How numerical proportions affects stereotyping: The Tokenism Effect • Stereotype Exercise • Video

2. What do you see?

3. Perceptual Processes That Influence Stereotyping • Information is filtered through expectations • Expectations are influenced by stereotypes • We see what we want to see/ expect to see • Perceptual shortcuts: • We like people who are like ourselves (similar-to-me) • Halo effect • First Impressions • Use stereotypes as a shortcut • We assume perceptions= reality • Our reality confirms our perceptions • Self-fulfilling process

4. The Stroop Test • http://www.youtube.com/watch?v=Tpge6c3Ic4g • Stroop (1935) test measures selective attention and illustrates perceptual artifacts.

5. OK, So what does this mean? • Words have meaning. They represent ideas and images • CEO = • Secretary = • Janitor = • President= • How do stereotypes influence our expectations? BLUE WHITE BLACK

6. What are Stereotypes? • “Cognitive categories that are used by the social perceiver in processing information about people.” (Hamilton & Trolier, 1986). • Exaggerated belief associated with a category that justifies our conduct (Allport, 1954) • “A perceptual and cognitive process in which specific behavioral traits are ascribed to individuals on the basis of their group membership.” (Cox, 1993)

7. Stereotyping • STEREOTYPING PROCESS • Individual categorized into group • Traits may be positive or negative • i.e,: Midwesterner? UWM student? • STEREOTYPES DIFFERENT FROM PREJUDICE • PREJUDICE • Attitudes and emotional reactions • Usually negative

8. Write down the first three words that come to your mind when viewing each of these pictures. Who would you be most comfortable with?

9. Kids Reactions to Pictures • Kids Reactions to Pictures 20/20 • http://www.youtube.com/watch?v=MTYn1WRCuoU

10. Why do people stereotype? • Process information • Simplify environmental stimuli • Control environment • Oh, so you’re a XYZ -- you must be ABC…. • Pervasive human tendency

11. Issues in Stereotyping • DANGERS IN STEREOTYPING: • Inaccurate assumptions regarding group (ie., older workers take longer to learn task) • Inaccurate assignment of individual to group • Assume all individuals in group are the same • Question: How do we understand differences between groups without using or developing stereotypes?(ie. Family life is important to Asians/latinos; education important to Jewish people). • Answer: • 1. Use systematic and reliable data sources to establish accuracy of differences. • 2. Acknowledge variations within groups (ie education not important to all Jews/Asians)

12. Harmful Effects of Stereotypes • Stereotypes (Think for Yourself) (2 minutes) • http://www.youtube.com/watch?v=BO6PQHGXnIk

14. Sometimes there are kernels of truth – but who wants to be judged by a stereotype? Also… there is a danger…

15. Stereotype Threat (Steele & Aronson, 1995 ) • Stereotype threat is the risk of confirming a negative stereotype • Early research found that black students performed worse on standardized tests when race was emphasized (Steele & Aronson, 1995) • Extends to Hispanics, Women, students from low socioeconomic backgrounds and White men when highlighting Asian superiority in math (Gonzales et al, 2002; Goode et al., 2008; Aronson et al., 1999) • Can influence career paths

17. TOKENISM AND STEREOTYPES(Kanter, 1977) • Stereotypes heightened by numerical proportionsXXXXXXX 0 XXXXXXXX 0 XXXXXXXXX 0 XXX • Gender/Racial proportion in work groups: • Uniform: all x’s or O’s (100:0) • Balanced: equivalent proportions (50:50) • Skewed: Minority group status (85:15)

18. IMPACT OF NUMERICAL PROPORTIONS • 1. VISIBILITY: Life under the microscope….. • Performance pressures: • scrutinized • displayed as show pieces • Symbolic consequences • held as representatives of entire group • Achievements eclipsed by presence • (attention to what you wear, not what you say) • Increased potential for backlash • (assumed to be “affirmative action hire”) • Token responses: • Over-achievement • Impression management • Attempt to keep personal life private

19. 2. CONTRAST • Polarization and exaggeration of differences between token and dominant group. • Leads to boundary heightening: exaggeration of dominant’s culture. • Token made to feel isolated/foreigner. • Dominant group feels invaded: • Constant reminder of differences: token viewed as “ wet blanket” • Quarantine token: exclude from informal networks & activities • Loyalty tests: target of jokes; negative reactions for being with others. • Token’s Response: • Accept isolation • Become Insiders: • Define self as exception (“I’m not like the rest of my group”) • Turn against own group

20. 3. Assimilation • Token’s characteristics distorted to fit stereotypes about group (Role encapsulation). • Token represents entire gender/group • Status leveling (women = secretary) • Tracked towards “group appropriate” positions (EEO officer) • Stereotyped informal roles (pet; mother) • Token’s response: • Accept stereotyped roles (Self-distortion) • Fight roles (Constant vigil and effort)

21. Contrast: You’re very different from us Majority Minority Assimilation: You’re all alike

22. Stereotyping and Other Processes

23. IMPLICIT BIASES AT WORK Implicit biases at work: (Google) (4 minutes) https://www.youtube.com/watch?v=NW5s_-Nl3JE

24. Judged by the Way We Look?