Black Women's Self-Perceptions of Attractiveness Following Exposure to White Versus Black Beauty Standards: The Moderating Role of Racial Identity and Self-Esteem

This study examined racial identity, self-esteem, and Black versus White beauty standards as moderators of body image perceptions among 60 Black women. In two experimental conditions, subjects evaluated photographs of either three Black models or three White models, all previously determined to be attractive. Control group subjects did not evaluate photographs. All subjects then completed measures of their own body esteem and attractiveness. Results indicated that body esteem was positively related to self-esteem for subjects in the photograph conditions but not for subjects in the control condition. The relative attractiveness ratings of self versus models were dependent on race of the models and subjects' self-esteem, and on race of the models and subjects' racial identity. The first interaction indicated more favorable comparative ratings for subjects with high self-esteem, but only following exposure to White models. The second interaction indicated more favorable comparative ratings for subjects with high African self-consciousness, but only following exposure to White models. Taken together, the results suggest that explicit beauty standards engage a comparison process and, in the case of Black respondents with high self-esteem or with high African self-consciousness, result in self-evaluations that are significantly higher than the attractiveness attributed to White standards of beauty.     

Black Criminals and White Officers: The Effects of Racially Misrepresenting Law Breakers and Law Defenders on Television News

Participants were exposed to a crime story embedded in a newscast in a 3 (Officer Race—Black, White, or Race Unidentified) × 3 (Perpetrator Race—Black, White, or Race Unidentified) × 2 (Prior News Viewing—Heavy, Light) factorial design. Afterward, participants were asked the likelihood that the depicted officer and perpetrator were either White or Black. In addition, participants were asked how positively they viewed the officer who was featured in the story. Results revealed that race unidentified perpetrators were rated as having a high likelihood of being Black. In addition, heavy news viewers were more likely than light news viewers to express a high likelihood that the unidentified officer was White. Finally, heavy news viewers were more likely than light news viewers to have positive perceptions of unidentified officers, but not of Black officers featured in a newscast. The theoretical implications of these findings are discussed in light of cultivation and chronic activation.     

The Effect of African American Skin Color on Hiring Preferences1

The role of African American skin color in hiring decisions was investigated in a 2 × 2 × 2 (Participant Sex × Applicant Sex × Applicant Skin Color) design. College‐age participants (N= 107) were presented with stimuli and asked to make 8 employment‐related decisions. An interaction of applicant skin color and participant sex and a skin‐color main effect were predicted. Fair‐skinned applicants were expected to receive better ratings from men, while dark‐skinned applicants were expected to receive better ratings from women or ratings from women would not differ. Additionally, in general, fair‐skinned individuals were expected to receive better ratings than dark‐skinned individuals. The results were consistent with the hypotheses. Results are discussed in terms of the “what is beautiful is good” stereotype and prior research.     

Cross- vs. within-racial judgments of attractiveness

Subjects from two pairs of ethnic groups (Chinese and White in Experiment 1, Black and White in Experiment 2) judged the attractiveness of faces in yearbook pictures of persons that belonged to their own or to the other ethnic group. This was to see whether: (1) a given group would perceive more variation in the attractiveness of faces belonging to its own vs. the other ethnic group, as suggested by the cross-racial literature, for example, Malpass and Kravitz (1969), and (2) the two groups would use the same or different rules to define attractiveness. There were essentially no differences in perceived variation for cross- vs. within-racial judgments, but there were differences in the criteria used to define attractiveness. As expected, Black and White aesthetic criteria were more like one another than were Chinese and White criteria. Discussion centered around reconciling these findings with the recognition literature.     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

The Impact of Actual and Perceived Changes in Body Weight on Women's Physical Attractiveness

To determine whether small changes in body weight are likely to alter women's physical attractiveness, 100 college students were asked to select the more attractive photograph of 33 young women. Each of these 33 women were photographed twice, separated by an 8-ween interval during which all of them changed weight. These pairs were presented in varied orders to control for the effects of order and side of presentation. All photographs showed women in a standardized pose and attire with their faced masked. Lighter targets were not consistently selected as more attractive though 66% of the pairs of photographs differed in perceived attractiveness. The percentage weight difference between the photographs in each pair did not significantly alter the level of preference for one of the photographs. Nonetheless, photographs did tend to receive higher attractiveness ratings when the targets were perceived as weighing less. The results suggest that attractiveness varies more as a function of perceived than actual weight and that small changes in weight may not have a reliable influence on physical attractiveness.     

Do I get better looking each day? Changes in self‐perceptions of attractiveness as a function of temporal perspective

Do people perceive themselves as becoming more attractive across time? The present studies investigated whether individuals (a) judge their previous self as physically less attractive than their current self and (b) judge their future self to be physically more attractive than their current self. The studies also investigated when temporal biasing of attractiveness is most likely to occur. In Study 1, students rated their present and past attractiveness. The results revealed that participants' ratings of past attractiveness were lower than current ratings, but only among individuals for whom attractiveness was important to their self‐concept. In Study 2, participants rated their present attractiveness and their expected attractiveness in 5 years. The results revealed that ratings of future attractiveness were higher than current ratings, but only among individuals who frequently engage in social comparisons. The implications of the results are discussed with respect to self‐appraisals of attractiveness and psychological well‐being. Copyright © 2006 John Wiley & Sons, Ltd.     

RATER-RATEE RACE EFFECTS IN DEVELOPMENTAL PERFORMANCE RATINGS OF MANAGERS

The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between-subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between-subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers.     

Difficulty and instrumentality of imminent behavior as determinants of goal attractiveness

Subjects were presented with an easy or moderately difficult memorization task and told they could earn either a very low or very high chance of obtaining a modest prize if they did well. A measure of goal attractiveness was taken during an interval immediately preceding the task performance period. As expected, anticipatory goal attractiveness ratings were higher in the moderately difficult condition than in the easy condition when the probability of goal attainment (given success) was high, but were low in both task conditions when the probability of goal attainment (given success) was low. Results are discussed in terms of Brehm's recent theory of motivation.     

Cultural Adjustment and Social Justice Behaviour: The Role of Individual Differences in Multicultural Personality

The present study examined altruistic behaviour using broad personality traits (the Big Five) and the narrow personality trait of cultural adjustment (multicultural personality) while controlling for social justice attitudes and other demographic variables. Using an analogue version of a modified dictator game, 153 participants were required to divide a variable amount of money between themselves and a hypothetical recipient who was treated unfairly in a prior dictator game (based on results from a separate sample). We varied the race (Black and White) and gender (male and female) of the fictional recipient to present the individual as either advantaged or disadvantaged in society. Participants were randomly assigned to one of three conditions with the recipient presented as (i) a White man, (ii) a White woman, or (iii) a Black man. A separate sample of 71 participants rated recipients as treated unfairly and as representing a marginalized group. Results showed that subscales of the Multicultural Personality Inventory predicted giving behaviour above and beyond the variance accounted for by broad personality traits and attitudes towards social justice. The discussion focuses on implications for research in social justice based on cultural adaptation and personality. Copyright © 2016 European Association of Personality Psychology     

Aversive racism in Britain: the use of inadmissible evidence in legal decisions

The aversive racism framework (S. L. Gaertner & J. F. Dovidio, 1986 ) suggests that bias against Blacks is most likely to be expressed by Whites when it can be explained or justified along non‐racial grounds. The present experiment adopted a 2 (Evidence: admissible vs. inadmissible) × 2 (Defendant Race: White vs. Black) between subjects design, asking White participants, whose self‐reported prejudice was assessed, to judge a legal case. As predicted, increased guilt ratings and longer sentencing recommendations were forwarded for the Black (vs. White) defendant only when DNA evidence linking the defendant to the crime had previously been ruled inadmissible. This result was not qualified by self‐report racial attitudes. The implications for evidence inadmissibility in interracial contexts are considered, along with the repercussions of finding experimental evidence of aversive racism outside of North America. Copyright © 2005 John Wiley & Sons, Ltd.     

Interactive effects of characteristics of defendant and mock juror on U.S. participants' judgment and sentencing recommendations.

The authors examined the effects of interactions (a) between defendant attractiveness and juror gender and (b) between defendant race and juror race on judgment and sentencing among 207 Black, Hispanic, and White participants in the United States. After reading a vehicular-homicide vignette in which the defendant's attractiveness and race varied, the participants rated guilt and recommended sentences. The women treated the unattractive female defendant more harshly than they treated the attractive female defendant; the men showed an opposite tendency. The Black participants showed greater leniency when the defendant was described as Black rather than White. The Hispanic participants showed an opposite trend, and the White participants showed no race-based leniency. The findings on racial effects were consistent (a) with in-group favorability bias among the Black participants and (b) with attribution effects unrelated to race among the White participants.     

Explanations for racial discrimination: The effect of group discussion on intergroup attributions

Studied the effect of group discussion and racial group membership on attributions concerning the causes of racial discrimination. Twenty- four Black (mostly West Indian) and 24 White adolescents (age 16-19) were assigned in pairs to each cell of a 2 (Race of subject: Black/White) × 2 (Discussion/No Discussion) ‘mixed’ design. Each subject read four items exemplifying types of racial discrimination and attributed each to negative dispositions of Black people and/or discrimination by White authority figures (‘the system’). Subjects in the Discussion condition spent two minutes discussing each item prior to making their judgements. Ratings of ingroup and outgroup on eight attitudinal dimensions were also elicited, followed by a social distance measure. Multivariate analyses of variance revealed effects for racial group membership (p < 0.05) and group discussion (p < 0.05) on attributions. Further examination of the data by means of discriminant analyses indicated which items differentiate between the groups. Data based on the attitudinal ratings were also subjected to multivariate analyses and point to the positive group-image of the Black respondents and a lack of intergroup discrimination by the White subjects; the social distance scores of the latter subjects are, however, higher. Results are discussed in terms of the literature on group polarization and intergroup differentiation.     

An Examination of Stereotype Threat in a Motivational Context

This study was conducted to explore 2 potential boundary conditions of the stereotype threat effect. First, we sought to determine if threat would occur for a test administered in a motivational context where consequences were linked to test performance. Second, we examine if the threat elicited by 1 test would generalize to a different measure administered in the same testing session. Using a 2 (control vs. threat) × 2 (order of administration of a personality and intelligence test) × 2 (Black vs. White) between-subjects design, we found that threat can influence test scores, but the relationship between threat and test scores is dependent on both domain identity and racial identity. Interestingly, we found that changes in racial identity (assessed before and after the test) had a significant and positive relationship with cognitive ability test performance for Black test-takers, but not for Whites. It seems that Black individuals who dis-identified themselves from their race (during the course of the testing) were able to perform better on the cognitive ability test. Finally, we find that those in the threat condition performed significantly better on the personality test than those in the control condition, suggesting that threat can generalize and influence performance on tests for which no stereotype exists. Implications of these results for research and practice are discussed.     

Interactive Effects of Characteristics of Defendant and Mock Juror on U.S. Participants' Judgment and Sentencing Recommendations

Abstract

The authors examined the effects of interactions (a) between defendant attractiveness and juror gender and (b) between defendant race and juror race on judgment and sentencing among 207 Black, Hispanic, and White participants in the United States. After reading a vehicular-homicide vignette in which the defendant's attractiveness and race varied, the participants rated guilt and recommended sentences. The women treated the unattractive female defendant more harshly than they treated the attractive female defendant; the men showed an opposite tendency. The Black participants showed greater leniency when the defendant was described as Black rather than White. The Hispanic participants showed an opposite trend, and the White participants showed no race-based leniency. The findings on racial effects were consistent (a) with in-group favorability bias among the Black participants and (b) with attribution effects unrelated to race among the White participants.     

Effects of Coworker Race and Task Demand on Task‐Related Outcomes as Mediated by Evoked Affect1

Using a 2 × 2 (Coworker Race × Task Demand) design and data from 180 White women who worked in dyads with a male confederate, the present study examined the effects of coworker race (White vs. Black) and task demand (low vs. high cognitive demand) on evoked affect, task attention, task performance, task satisfaction, and the desire to work alone (as opposed to with a coworker). As expected, results showed that coworker race and task demand evoked differing levels of affect, which, in turn, influenced several other outcomes. These findings have important implications for promoting racial diversity in organizations.     

Race and Girls’ Self-Evaluations: How Mothering Matters

Research conducted in the United States shows that Black adolescent girls have higher self-esteem and, to a lesser extent, a higher sense of control than White girls. However, few studies conducted with representative samples of Black and White girls systematically examine why Black girls may have higher self-esteem and sense of control. Drawing on Black feminist thought, we posit that Black mothers’ socialization of their daughters may explain Black girls’ higher self-esteem and sense of control. Using survey data collected in 1994 from a nationally representative sample of U.S. Black (N?=?1,330) and White (N?=?3,797) girls and their mothers, we examine racial differences across two key components of the self-concept: self-esteem and sense of control. We ask: 1) Do Black girls have higher self-esteem and sense of control than White girls? 2) Do Black girls have more positive relationships with their mothers and receive more encouragement of academic achievement and independence from their mothers than White girls? and 3) Do more positive mother-daughter relationships and mothers’ encouragement help to explain Black girls’ higher self-esteem and sense of control in comparison to White girls? Findings indicate that Black girls have higher self-esteem and sense of control than White girls, and Black mothers’ relationship with their daughters and stronger encouragement of daughters’ independence in part explain race differences in self-evaluations.