Prejudice matters: understanding the reactions of Whites to affirmative action programs targeted to benefit Blacks.

The authors examined, in 2 studies, the effects of equal employment opportunity/affirmative action (EEO/AA) policies on Whites' job-related attitudes. First, in an experiment, White prospective job recruits, as expected, rated a potential employer whose EEO/AA policies were framed as targeted to benefit Blacks as less attractive than a potential employer whose EEO/AA policies were framed more generally. Second. the results of a field study showed that prejudice against Blacks moderated the relationship between Whites' perceptions that their organization's EEO/AA policies were targeted to benefit Blacks and their satisfaction with promotion opportunities. Specifically, among prejudiced Whites, this relationship was negative and considerable in size (r = -.39. p < .01); whereas, among nonprejudiced Whites, it was negligible (r = -.04, ns). The implications of our findings for the study of prejudice in organizations are discussed.     

Endorsing Obama licenses favoring Whites

Three studies tested whether the opportunity to endorse Barack Obama made individuals subsequently more likely to favor Whites over Blacks. In Study 1, participants were more willing to describe a job as better suited for Whites than for Blacks after expressing support for Obama. Study 2 replicated this effect and ruled out alternative explanations: participants favored Whites for the job after endorsing Obama, but not after endorsing a White Democrat, nor after seeing Obama’s photo without having an opportunity to endorse him. Study 3 demonstrated that racial attitudes moderated this effect: endorsing Obama increased the amount of money allocated to an organization serving Whites at the expense of an organization serving Blacks only for participants high in a measure of racial prejudice. These three studies suggest that expressing support for Obama grants people moral credentials [Monin, B., & Miller, D. T. (2001). Moral credentials and the expression of prejudice. Journal of Personality and Social Psychology, 81, 33-43], thus reducing their concern with appearing prejudiced.     

Social power increases implicit prejudice

The effects of power on implicit and explicit attitudes towards racial groups were examined. In Study 1, participants who had power showed a stronger facilitation of positive words after exposure to White faces, and negative words after exposure to Black faces, compared to participants who did not have power. In Study 2, powerful participants, compared to controls and powerless participants, showed more positive affective responses to Chinese pictographs that followed White compared to Black faces. Power did, however, not affect explicit racial attitudes. In Study 3, powerful participants showed greater racial prejudice toward Arabs in an Implicit Association Test than did powerless participants. This effect was driven by the power of the perceiver rather than the power of the target. Implications of these findings are discussed.     

Status legitimizing beliefs predict positivity toward Whites who claim anti-White bias

Although Whites are increasingly likely to perceive themselves as victims of racial bias, research provides little insight into how anti-White bias claimants are perceived. Two studies examined whether Whites' endorsement of status legitimizing beliefs (SLBs) moderates their reactions toward White discrimination claimants. In Study 1, Whites who rejected SLBs reacted less favorably to an anti-White bias claimant relative to one who made a nondiscriminatory external claim, whereas Whites who endorsed SLBs expressed equally positive attitudes toward an anti-White bias claimant and a non-claimant. In Study 2, Whites who were not primed with status legitimizing beliefs displayed negative reactions toward an anti-White bias claimant compared to a non-claimant, whereas those primed with SLBs expressed more positive attitudes and a desire to help the anti-White bias claimant. Implications for affirmative action litigation are discussed.     

Saying no to negativity: The effects of context and motivation to control prejudice on automatic evaluative responses

The current research explored the interaction of context and motivation to control prejudice reactions (MCPR) on automatic evaluative responses toward individuals of different races. Three studies incorporated contextual backgrounds into an evaluative priming procedure. Across all three studies, White participants low in MCPR demonstrated automatic ingroup biases when threatening contexts were presented. However, in contexts where targets could be construed as threatening, Whites high in MCPR showed automatic outgroup biases in favor of Blacks over Whites. Importantly, this outgroup bias was driven by an automatic inhibition of negative responses toward Blacks. The results indicate that even at the automatic level, people high in motivation to control prejudice can inhibit negative responses toward Blacks in contexts that have cues associated with prejudice.     

Prejudice in the Lives of Asian Americans

Expressions of prejudice were compared between Asian American and Black, Hispanic, Jewish, and White respondents to social distance and stereotype items on 5 recent nationwide public opinion surveys. There was much prejudice toward Asian Americans. Their prejudice was greatest toward Blacks and Hispanics and least toward Jews and Whites. Among Asian American subgroups, prejudice toward Blacks, Hispanics, and Whites was greatest by Chinese Americans and Japanese Americans; and least by Filipino Americans and Asian Indian Americans. Suggestions are made for further research.     

Threatened selves and differential prejudice expression by White and Black perceivers

Previous theorizing suggests that often-stigmatized individuals may be just as likely, if not more likely, than infrequently stigmatized individuals to protect self-regard by derogating members of low-status groups after receiving negative feedback from high-status others. Often-stigmatized individuals, however, can discount criticism from these high-status others as reflecting prejudice, thereby making outgroup derogation unnecessary as an esteem-protective strategy. Replicating past research, White participants in Experiment 1 expressed prejudices after receiving negative feedback from a White evaluator; as predicted, however, Black participants did not. In Experiment 2, participants instead received negative feedback from Black evaluators (evaluators more likely to threaten Black participants’ self-regard). Here, contrary to previous theorizing, Black participants expressed prejudices, not toward another low-status group, but toward high-status Whites. In all, findings reveal flaws in previous assumptions that frequently stigmatized individuals may be especially prone to devalue lower-status others after rejection or negative feedback from members of higher-status groups.     

Motivation to Control Prejudice as a Mediator of Identity and Affirmative Action Attitudes1

Affirmative action is a divisive issue in society today. Attitudes toward affirmative action vary both between and within ethnic and racial groups, with Whites exhibiting the majority of negative attitudes. Researchers have suggested a variety of psychological explanations for differences in attitudes toward affirmative action (e.g., racism, self‐interest, fairness). The current study investigates whether motivation to control prejudice acts as a mediator of ethnic/racial identity and Whites’ attitudes toward affirmative action. Support was found for the mediating role of motivation to control prejudice for several aspects of ethnic and racial identity and affirmative action attitudes. Limitations of the study are discussed, as are topics for future research.     

From hierarchy to rivalry: Asian candidate evaluation in changing racial contexts

Existing studies on candidate evaluation have posited that racial cues would invoke negative attitudes toward outgroups, thus lowering support for minority candidates. However, recent studies have found that even implicit racial cues show no negative effect but actually work positively in favor of the minority candidates. In this study, I explore this puzzle by setting up a survey experiment that pairs an Asian candidate against competitors with varying racial backgrounds. Consistent with the existing evidence, I found that White voters tend to support an Asian candidate to a greater degree than a co‐ethnic, White competitor. However, departing from the previous studies that have explained this tendency as a reward for model minority, I argue that such a pattern is associated with reaffirming Whites’ ingroup identity in a racial hierarchy by compensating minorities. When the apparent racial hierarchy—White versus non‐White—is replaced with a minority‐only context, Whites no longer need to favor an Asian candidate and divide their support more evenly to the two minority candidates. I further show that this tendency is moderated by the intensity of their ingroup attitudes.     

Differences in African American and White Women’s Attitudes Toward Lesbians and Gay Men

The aim of the present study was to examine racial differences in women’s attitudes toward lesbians and gay men and to offer an understanding of these differences. Participants were 224 18–30 year old heterosexual African American (64%) and White (36%) female undergraduates from a large urban university in the southeastern United States. Participants completed measures of social demographics, sexual orientation, and sexual prejudice. Results showed that African American, relative to White, women endorsed more negative attitudes toward lesbians and gay men. Also, unlike White women, African American women reported more negative attitudes toward gay men than lesbians. Implications are discussed regarding differences in cultural contexts that exist between African American and White women.     

“I'm Not Prejudiced,but . . .”: Compensatory Egalitarianism in the 2008 Democratic Presidential Primary

The historic 2008 Democratic presidential primary race between Barack Obama and Hillary Clinton posed a difficult choice for egalitarian White voters, and many commentators speculated that the election outcome would reflect pitting the effects of racism against sexism ( Steinem, 2008 ). Because self‐reported prejudices may be untrustworthy, we used the Implicit Association Test (IAT) to assess White adults’ (1) condemnation of prejudices, and (2) attitudes toward the candidates in relation to voting decisions, as part of an online survey. Results supported the proposed compensatory egalitarianism process, such that Whites’ voting choice was consistent with their implicit candidate preference, but in an effort to remain egalitarian, participants compensated for this preference by automatically condemning prejudice toward the other candidate's group. Additional findings showed that this process was moderated by participants’ ethnicity and level of prejudice, as expected. Specifically, compensatory egalitarianism occurred primarily among Whites and individuals low in explicit prejudice. Implications for candidate support, aversive racism theory, and implicit compensation processes are discussed.     

Teammates On and Off the Field? Contact With Black Teammates and the Racial Attitudes of White Student Athletes1

The intergroup contact hypothesis holds that proximate, cooperative interactions on an equalized basis between Blacks and Whites can minimize Whites’ prejudice (Allport, 1954). This experiment investigated the effect of contact between White and Black high school teammates on White student athletes’ racial attitudes. Using the 1996 Social and Group Experiences (SAGE) survey (created by the authors and administered in the Fall of 1996) commissioned by the National Collegiate Athletic Association, the results indicated a significant relationship between amount of contact with Black teammates in high school and racial policy support and affect, depending on the type of sport played. White student athletes playing team sports who had higher percentages of Blacks as high school teammates expressed more policy support for and greater positive affect toward Blacks as a group than did their counterparts playing individual sports. The role of athletic experiences in changing racial attitudes is discussed.     

Discordant evaluations of Blacks affect nonverbal behavior

Previous research suggests that automatic prejudice directly manifests in nonverbal behavior. The authors offer a more complex picture of the relation between automatic processes and nonverbal behavior by suggesting that any discomfort that appears in nonverbal behavior stems not from negative attitudes per se but from discordance between automatically activated attitudes toward Blacks and the specific evaluations being expressed. White participants for whom estimates of automatic prejudice were available provided videotaped evaluations of several individuals, including two matched Black and White males. Discordance between general racial attitudes and evaluations of specific targets manifested in discomfort-related nonverbal behavior. Moreover, na?ve Black judges, but not White judges, doubted the sincerity of individuals characterized by discordance. The nature of the nonverbal "leakage" that automatic prejudice produces is discussed.     

Expecting to be the target of prejudice: implications for interethnic interactions

Two studies investigated the implications of ethnic minorities' prejudice expectations for their affective and behavioral outcomes during interethnic interactions. In both studies, the more ethnic minorities expected Whites to be prejudiced, the more negative experiences they had during interethnic interactions. This finding held true for chronic prejudice expectations in a diary study of college roommates (Study 1) and for situationally induced prejudice expectations in a laboratory interaction (Study 2). In Study 2, the authors extended this work to examine the relationship between ethnic minorities' prejudice expectancies and their White partners' psychological experience during interethnic interactions. Consistent with predictions, the more ethnic minorities expected Whites to be prejudiced, the more their White partners had positive experiences during interethnic interactions. These divergent experiences of ethnic minorities and Whites have important implications for the psychological success of interactions between members of these groups.     

Social and Cognitive Factors Affecting the Own-Race Bias in Whites

This study investigated factors associated with the commonly found own-race bias (ORB) in face recognition. We utilized several measures of general face-recognition memory, visual perception and memory, general cognitive functioning, racial attitudes, and cross-race experience in an attempt to distinguish those individuals more likely to demonstrate the effect. White respondents (N = 129) were presented two facial-recognition tests (immediate and delayed) involving Black and White faces of both genders. The resulting ORB stemmed largely from a bias to respond "seen before" to Black faces, and produced an effect that was reliable across a 2-day period. An own-sex bias in accuracy was also found. The Benton Facial Recognition test and the Rey-Osterrieth Complex Figure test, 2 central measures of visual memory, were related to ability to recognize White faces. Self-reported amount of recent cross-race experiences was also correlated with overall accuracy on Black and White faces.     

Implicit motivation to control prejudice

This research examines whether spontaneous, unintentional discriminatory behavior can be moderated by an implicit (nonconscious) motivation to control prejudice. We operationalize implicit motivation to control prejudice (IMCP) in terms of an implicit negative attitude toward prejudice (NAP) and an implicit belief that oneself is prejudiced (BOP). In the present experiment, an implicit stereotypic association of Blacks (vs. Whites) with weapons was positively correlated with the tendency to “shoot” armed Black men faster than armed White men (the “Shooter Bias”) in a computer simulation. However, participants relatively high in implicit negative attitude toward prejudice showed no relation between the race-weapons stereotype and the shooter bias. Implicit belief that oneself is prejudiced had no direct effect on this relation, but the interaction of NAP and BOP did. Participants who had a strong association between self and prejudice (high BOP) but a weak association between prejudice and bad (low NAP) showed the strongest relation between the implicit race-weapons stereotype and the Shooter Bias, suggesting that these individuals freely employed their stereotypes in their behavior.     

More eyes on the prize: variability in White Americans' perceptions of progress toward racial equality

Much recent research suggests that Whites and non-Whites think differently about issues of race in contemporary America. For example, Eibach and Ehrlinger (2006) recently demonstrated that Whites perceive that more progress toward racial equality has been made as compared to non-Whites. The authors of this article sought to extend Eibach and Ehrlinger's analysis. To this end, they found that differences in Whites' and non-Whites' perceptions of racial progress can be explained by the reference points they use for understanding progress toward racial equality (Study 1). Furthermore, they demonstrated that there is variability in White people's perceptions of racial progress that can be explained by self-reported racial prejudice (Studies 1 and 2). Finally, they demonstrated that White people's perceptions of racial progress predict reactions to affirmative action (Study 2). Implications for better understanding intergroup relations and reactions to social policies are discussed.     

Gender and Ethnic Differences in Obesity-Related Behaviors and Attitudes In a College Sample

This study looked at gender and Black/White differences for a number of variables related to attitudes toward obesity in a sample of 650 college students. The overall stereotypes of overweight persons were both negative and unrelated to subjects' own degree of obesity, although individuals reported that their personal views were less negative than those of others.
Women indicated greater concern with obesity than men in several ways, and the societal stereotype of an overweight woman was seen as more negative than that of an overweight man. Men were more concerned about a date's weight than women, and White women's weight (unlike that of other subgroups) was negatively related to their likelihood and frequency of dating. Although Blacks, particularly Black females, were heavier than Whites, they were more satisfied with their body shape. Black males were less likely than White males to have refused to date someone because of her weight, and Blacks personally considered overweight women to be more attractive, sexier, less ugly, and less sloppy than did Whites. The findings suggest that both gender and ethnicity should be considered when discussing people's attitudes towards obesity and the consequences of such attitudes.     

Sympathy for the Devil: Evidence That Reminding Whites of Their Mortality Promotes More Favorable Reactions to White Racists

Terror management research has often shown that after reminders of mortality, people show greater investment in and support for groups to which they belong. The question for the present research was whether or not this would extend to Euro American investment in their identification as White. Although it seemed unlikely that White participants would directly exhibit increased identification as Whites, we hypothesized that mortality salience would increase sympathy for other Whites who expressed racial pride or favoritism toward Whites. In support of the hypothesis, a White person expressing pride in his race was viewed by White participants as particularly racist relative to a Black person who does so in Study 1, but was deemed less racist after White participants were reminded of their own mortality in Study 2. Similarly, in Study 3, White participants rated an explicitly racist White employer as less racist when they were reminded beforehand of their own mortality. The results were discussed in terms of implications for affiliation with racist ideologies and terror management defenses.     

Pornography Consumption and Attitudes Toward Homosexuality: A National Longitudinal Study

This study utilized national panel data gathered in 2008 (T1) and 2010 (T2) to examine associations between Black and White U.S. adults' pornography consumption and homosexuality attitudes (indexed via moral judgments of homosexuality and attitudes toward same‐sex marriage). Pornography consumption at T1 predicted interindividual change in attitudes toward more acceptance of homosexuality at T2 for moral individualists, Whites, and men. Women expressed more positive homosexuality attitudes than men, but their attitudes did not vary with exposure to pornography. Homosexuality attitudes at T1 did not predict interindividual change in the probability of pornography consumption at T2. Results were parallel when moral judgments of homosexuality and attitudes toward same‐sex marriage were analyzed separately or were combined into a composite index.