Stereotyping, Prejudice, and Bias

Simplified mental representations of a group, often based on common characteristics. They can be positive, negative, or neutral.

Emotional attitude towards a group based on stereotypes, often involving negative feelings like dislike, distrust, or anger.

Actions taken based on prejudice, often causing harm or unfair treatment to members of a group.

The process of dividing people into categories based on perceived similarities to simplify information. This can exaggerate differences between groups.

Explicit, conscious bias favoring one group over another, often rooted in real or perceived conflicts.

Subconscious, often automatic bias that can influence thoughts and behaviors without conscious awareness.

A theory suggesting that group memberships contribute to our self-esteem, leading to favoring our own group (ingroup) and potentially disadvantaging others (outgroups).

A related theory suggesting that our sense of self (identity) changes based on the social context and the groups we identify with.

Stereotypes are not always automatically activated. Their use depends on factors like the situation and how much cognitive energy we have.

The ability to consciously control and override automatic stereotype activation to prevent biased actions.

The uncertainty faced by targets of stereotypes when interpreting feedback, wondering if it's based on merit or bias.

Performance anxiety experienced by individuals who worry about confirming negative stereotypes about their group, leading to decreased performance.

Stereotypes, though cognitive constructs, are often influenced by emotional prejudices, which can directly drive unfair treatment.

A model proposing that groups are evaluated based on two dimensions: warmth (likability, trustworthiness) and competence (ability, skill).

The SCM predicts different emotional reactions based on warmth and competence: Pity (high warmth, low competence), Admiration (high warmth, high competence), Contempt (low warmth, low competence), Envy (low warmth, high competence).

Warmth predicts active behaviors (helping or harming), while competence predicts passive behaviors (ignoring or undermining) towards other groups.

A theory suggesting that realistic threats (e.g., competition for resources) and symbolic threats (e.g., value conflicts) contribute to prejudice.

Race is a socially constructed concept, not based on biological differences, often leading to racial prejudice based on cultural norms and power dynamics.

Prejudice based on gender, encompassing both hostile attitudes (hostility towards women's power) and benevolent attitudes (stereotyping women as needing protection).

Prejudice based on age, often involving perceptions of incompetence and competition for resources.

Prejudice based on sexual orientation, often involving discrimination based on nonvisible identities and driven by disgust or fear.

A hypothesis proposing that positive interactions between individuals from different groups can reduce prejudice when certain conditions are met.

Conditions for the Contact Hypothesis:

Developing empathy and understanding others' perspectives can challenge stereotypes and improve intergroup relations.

Groups are often perceived as 'warm' (likable, trustworthy) or 'competent' (capable, skillful) based on stereotypes.

Different emotional reactions to social groups depend on their perceived warmth and competence.

Behaviors directed towards a group are often influenced by their perceived warmth and competence. Warmth influences active behaviors, while competence influences passive behaviors.

Prejudice can arise from real or imagined threats to our resources, values, or way of life.

A major form of prejudice often rooted in societal norms and power dynamics, not biological differences.

Prejudice towards women often encompassing conflicting attitudes, both hostile (negative) and benevolent (apparently positive but limiting).

Prejudice against older people, often involving perceptions of incompetence and worries about resources.

Prejudice based on sexual orientation, often involving discrimination based on nonvisible identities.