Improving attitudes towards minority groups by thinking about the thoughts and meta-cognitions of their members

Research on persuasion has shown that for attitudes to change people need to take into consideration not only the thoughts message recipients generate in response to proposals but also how people think about their own thoughts (metacognition). In the present research, we introduce a new perspective for improving outgroup attitudes focused on the distinction between cognition and metacognition but this time applied to the perceptions of others’ minds. Specifically, we examined to what extent thinking about the mental processes of outgroup members influences attitudes towards those outgroups. We compared the impact of thinking about how others think (perceived primary cognition) with how others think about their own thoughts (perceived secondary cognition or metacognition). In the primary cognition treatment, participants answered questions about the thinking processes of outgroup members. In the secondary cognition treatment, participants answered questions that required them to consider how outgroup members think about their own thoughts (i.e., metacognition). Compared to controls, these treatments were capable of improving attitudes of Spanish citizens towards Syrian refugees, South American immigrants, and Roma people. A third study used a minimal group paradigm in which a fictitious outgroup was described as having primary (vs. secondary) cognition. A final study also tested the implications of assuming that groups have one type of cognition or another. The effects of the two treatments varied depending on the type of outgroup.     

Why minority group members resent impostors

An impostor is defined as somebody who publicly lays claim to an identity while simultaneously disguising their failure to fulfill key criteria for group membership. The current study aimed to identify why minority group members feel negatively toward impostors. In two experiments, gay participants evaluated a person who claimed to be either gay or straight. In half of the conditions the target's claims for identity were consistent with their behavior, and in the other half the target's claims for identity were inconsistent with their behavior (impostors). Participants perceived a straight target that claimed to be gay to be doing more damage to the group than a consistent straight target. This effect was mediated by ratings of the extent to which the target was threatening the distinctiveness of gay identity. Furthermore, a gay target who claimed to be straight was seen to be less likeable and was seen to be doing more damage to the group than a consistent gay target, effects that were mediated by the extent to which the target was perceived to feel shame about their group identity. Implications of the results for our understanding of impostorism are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Media representations of majority and minority groups

This research series replicated and extended earlier findings of Gardikiotis, Martin, and Hewstone ( 2004 ), who examined via content analysis UK media representations of numeric majority and minority groups. Using news articles from North and South Dakota, where majority/minority population characteristics mirror those of the UK in terms of number and power, Study 1 replicated the patterns of results found in Gardikiotis et al. Study 2, in which articles from California newspapers were analyzed, yielded findings contrary to Gardikiotis et al. and our Dakota analyses: Minority headlines were more frequent in California, and majority articles were longer than minority articles. Consistent with UK and Dakotas findings, majority headlines in California were associated with politics and identity adjectives, whereas minority headlines were linked to social issues and ethnicity‐based adjectives. Arguably, these differences occurred because in California, unlike the UK and the Dakotas, Whites are not simultaneously the social power and the numeric majority. Variations in power and number associated with majority and minority status were discussed in explaining differences across contexts, and in signaling possible shortcomings in the conceptualization and methods used to investigate minority and majority influence. Copyright © 2006 John Wiley & Sons, Ltd.     

Stereotype threat: When minority members underperform

This chapter provides a brief overview of research on stereotype threat, and considers whether this phenomenon is specific to minority groups (defined as low status groups), or whether similar deficits may also be observed in groups that generally enjoy a high status in society but that are negatively stereotyped in a specific domain. We then review a number of individual difference variables that moderate stereotype threat and that may explain why some people are highly vulnerable to stereotype activation while others appear to resist its influence. Next, we consider what processes drive stereotype threat, including anxiety, intrusive thoughts, shift towards caution, expectancy, and disengagement. In the subsequent section we compare the stereotype threat model with other theories dealing with the link between stereotypes and performance, in particular self-fulfilling prophecy and the expectancy value model. The final sections of the chapter concern areas of application in which stereotype threat may account for performance gaps between social groups, and how to prevent it.     

Assimilation ideology and situational well-being among ethnic minority members

Two experimental questionnaire studies were conducted to test whether assimilation ideology affects the relationship between ethnic self-esteem and situational well-being of Turkish-Dutch participants. Social identity theory argues that ethnic identity can buffer the effects of group identity threat on well-being, and self-esteem research suggests that a positively evaluated self-aspect can form an important source of well-being. Results show that in an assimilation context, ethnic self-esteem is positively related to feelings of global self-worth and general life-satisfaction. The findings suggest that ethnic self-esteem is an important factor for well-being in an assimilation context that undermines minority group members ability to live their ethnic identity and threatens their group’s positive distinctiveness.     

Psychoanalysis in groups: Creativity in diegophrenia

This paper illustrates the value of psychoanalysis in groups in promoting the creative potentials of diegophrenics. The concepts in diegophrenia and creativity are defined and described, with two types of creativity postulated: ego alien or oppositional and ego syntonic. Illustrations of how 12 major ego functions can be enhanced in therapy in order to allow the diegophrenic to recover his or her suppressed ego and free it from the ambivalence of subordination and revolt inherent in his/her prevailing pseudo-egos is provided.     

Attitudes of minority and majority members towards adaptation of immigrants

In two studies, one among 94 Moroccan and 203 Turkish immigrants in the Netherlands and one among 1844 people of the Dutch majority, we examined how these groups react to four different adaptation strategies of people with a Moroccan and a Turkish background. These strategies are: assimilation (original culture is considered unimportant whereas contact with the majority is considered important), integration (both the original culture and contact with the majority are important), separation (original culture is considered important whereas contact with the majority is not), and marginalization (both the original culture and contact with the majority are considered unimportant). The respondents were confronted with a scenario (a fictitious newspaper article) representing one of the four strategies. Moroccans and Turks had to indicate whether they identified themselves with the person in the scenario. Their affective and normative reactions towards that person were also measured. Both Moroccans and Turks appeared to react most positively to integration and to identify themselves most with an integrating person. Dutch majority members were asked to estimate the percentage of Moroccans or Turks that use a particular adaptation form, and were also asked to give their affective and normative reactions towards the person in the scenario. The Dutch have positive attitudes towards assimilation and integration. Remarkably, they believe that separation, which is the least liked strategy by them, is the one chosen most frequently by the immigrants. Copyright © 1998 John Wiley & Sons, Ltd.     

Perceptual asymmetry in consensus estimates of majority and minority members

Three experiments revealed a consistent pattern of consensus estimates. Numerical status and group growth or decline were manipulated between subjects. Growth was manipulated orthogonally to a 3rd variable: focus. Focus was manipulated by describing growth information with respect either to the in-group or the out-group (e.g., in-group growth and out-group decline). A Numerical Status X Focus interaction emerged in Study 1. Numerical minority members' consensus estimates for an opinion issue increased when growth information was out-group focused, whereas majority members' estimates did not differ as a function of the focus variable. Study 2 replicated these effects across other opinion dimensions. Study 3 confirmed the importance of the growth and focus variables in the absence of numerical status manipulations.     

Reconceptualizing difficult groups and difficult members

Group leaders can expect to encounter group and member behaviors and attitudes that are usually termed as difficult. This article presents a different perspective that focuses on how the group leader can better understand and make visible what the troubling behavior is communicating about unspoken or unconscious needs, fantasies and desires. Suggestions for more effective interventions are proposed.     

Status protection in high status minority groups

The present study investigated the conditions under which group members try to obtain membership in another group, or are motivated to protect their group membership when they risk losing it. One hundred and twenty-nine high school students participated as subjects in a laboratory experiment. Subjects were divided into two groups, allegedly on the basis of their problem solving style. The relative size (minority/majority) and status position (high/low) of the subject's group, as well as the permeability of group boundaries (permeable/impermeable) were manipulated as independent variables in a 2×2×2 factorial design. The main dependent variables were the extent to which individuals valued their group membership, and identified with their group. The main results are that membership in a group with high status is considered more attractive than membership in a low status group, This differential evaluation of high and low status groups is more extreme in minority groups than in groups of majority size. Furthermore, when group boundaries are permeable, members of high status minorities show relatively strong ingroup identification, indicating a strengthening of ties with their own group when an alternative (majority) group affiliation is possible. However, our expectation that permeable group boundaries would result in diminished ingroup identification in low status minorities was not confirmed. Some additional data suggest that unsatisfactory membership in a low status group is resolved in a different way.     

Male-female differences in occupational attitudes within minority groups

Few studies have considered sex differences in occupational attutudes in minority group samples. Evidence of interracial differences in occupational attitudes, coupled with probably interracial differences in socialization processes, suggests that patterns of sex differences in occupational attitudes may not be invariant across races. Any such variations could contaminate interracial comparisons within sexes. The current study examined sex differences in occupational attitudes in two samples of poor minority group members. Differences regularly isolated in studies of whites were not evident. In both samples, rankings of preferences for work-related outcomes of males and females were remarkably similar.     

The effect of affirmative action on attributions about minority group members

In the first study subjects were given information about an applicant to graduate school and asked to rate his qualifications. The information experimentally varied (a) whether the school had an affirmative action policy, (b) the ethnicity of the applicant, and (c) whether the applicant was accepted or rejected. Based on Kelley's discussion of the discounting and augmentation principles, it was predicted that the minority applicant would be rated as less qualified when the university was committed to an affirmative action program. The reverse pattern was predicted for the non-minority applicant. The results supported the first prediction but not the second. Experiment 2 was designed to eliminate alternative interpretations of the data and the same results were found. Possible interpretations for the failure of affirmative action in affecting the ratings of nonminority applicants are discussed.     

Antecedents of intra/intergroup friendships and stress levels among ethnic and religious minority members

Two studies tested a model, whereby, identification with the minority group was predicted to impact on acculturation preferences, which in turn were proposed to impact involvement in intragroup friendships with other minority members, intergroup friendships with majority members and stress experienced by minority members. A direct path from minority identification to stress was also included in the model. The model was tested using structural equation modelling on survey data collected from Muslim women (N = 250) and from Somali minority members (N = 198) in Britain. Results supported predictions and revealed that identification was associated with more culture maintenance preference and less culture adoption preference. Culture maintenance preference was associated with involvement in intragroup friendships, and culture adoption preference was associated with involvement in intergroup friendships and increased stress. Practical applications of the findings are discussed.     

Relationships between intergroup contact and prejudice among minority and majority status groups

Considerable research has shown that greater intergroup contact corresponds with lower intergroup prejudice, yet little is known regarding how the relationships between contact and prejudice may vary for members of minority and majority status groups. The present research examined differences in contact-prejudice relationships among members of minority and majority status groups, using data from a larger meta-analytic study of the effects of intergroup contact. Results indicate that the relationships between contact and prejudice tend to be weaker among members of minority status groups than among members of majority status groups. Moreover, establishing Allport's (1954) proposed conditions for optimal intergroup contact significantly predicts stronger contact-prejudice relationships among members of majority status groups, but not among members of minority status groups. Implications of these findings for future research on contact between minority and majority status groups are discussed.     

A recognition advantage for members of higher-status racial groups

The other-race effect (ORE) is a recognition memory advantage afforded to one's racial ingroup versus outgroup. The motivational relevance of the ingroup—because of relationships, belonging and self-esteem—is central to many theoretical explanations for the ORE. However, to date, the motivational relevance of outgroups has received considerably less attention in the ORE literature. Across six experiments, Black, White, Asian and Latinx American participants consistently demonstrated better recognition memory for the faces of relatively higher-status racial/ethnic group members than those of lower-status groups. This higher-status recognition advantage even appeared to override the ORE, such that participants better recognized members of higher-status outgroups—but not an outgroup of equivalent status—compared to members of their own ingroup. However, across a variety of self-reported perceived status measures, status differences between the high- and low-status groups generally did not moderate the documented recognition advantage. These findings provide initial evidence for the potential role of group status in the ORE and in recognition memory more broadly, but future work is needed to rule out alternative explanations.