Reducing gender identity bias through imagined intergroup contact

Transgender individuals face high levels of stereotyping, prejudice, discrimination, and violence. However, there is a paucity of research (particularly experimental work) investigating the magnitude of gender identity bias (GIB) targeting transgender individuals, as well as interventions designed to ameliorate it. To address this gap, we conducted experimental investigations of reactions to identical, highly qualified men or women job applicants described as either transgender or cisgender (Experiments 1a, 1b), and tested the efficacy of an imagined intergroup contact (IIC) intervention (relative to a control condition) in ameliorating GIB against transgender women (Experiment 2). As expected, all applicants were perceived as equally highly competent, adding to the literature suggesting that clearly demonstrating excellent qualifications can prevent biased judgments of candidate competence. However, revealing GIB, transgender men and women were rated as less likeable and hirable than the identical cisgender applicants, despite the fact that they were viewed as equally competent (Experiments 1a, 1b). Providing additional evidence of GIB, in the absence of IIC, participants rated a transgender female applicant as less likeable and hirable than the identical cisgender applicant, and also reported less self‐other overlap and perspective taking for the transgender applicant (Experiment 2). However, these target gender identity differences were reduced (for likeability) or fully eliminated (for the remaining outcomes) in the IIC condition. Put another way, while reactions to the cisgender applicant were unaffected by intervention condition, IIC elevated perceptions of the transgender applicant, suggesting that it may function as an effective GIB intervention.     

Diversity in in-group bias: structural factors, situational features, and social functions

Four experiments addressed the different forms and functions of in-group bias in different contexts. The authors proposed 2 functions: an identity-expressive function and an instrumental function (or promotion of positive social change). The authors manipulated status differentials, the stability of these differences, and the communication context (intra- vs. intergroup) and measured in-group bias and both functions. As predicted, identity expression via in-group bias on symbolic measures was most important for stable, high-status groups. By contrast, material in-group bias for instrumental motives was most prevalent in unstable, low-status groups but only when communicating with in-group members. This latter effect illustrates the strategic adaptation of group behavior to audience (i.e., displaying in-group bias may provoke the out-group and be counterproductive in instrumental terms). Stable, low-status groups displayed more extreme forms of in-group bias for instrumental reasons regardless of communication context (i.e., they had nothing to lose). Results are discussed in terms of a contextual-functional approach to in-group bias.     

Intergroup perception as a compromise between in-group bias and fair-mindedness

Previously, perceived competence of and attraction toward targets categorized by race showed in-group bias and no bias, respectively. Consequently, previous investigators regarded intergroup perception as a compromise between the norms of in-group bias and fair-mindedness. An alternative hypothesis for such findings is that attraction is not as relevant a dimension for intergroup discrimination as is competence. To test contrasting predictions of these hypotheses, the present authors asked participants from the majority and minority groups in Singapore (ns = 320) to evaluate either competence of or attraction toward one of the five targets. Consistent with the hypothesis that intergroup perception is a compromise, both dimensions yielded a uniform but weak in-group bias. The participants' equating of the in-group with one out-group further illustrated fair-mindedness. The authors discussed implications of the findings.     

Intergroup aggression: its predictors and distinctness from in-group bias

Investigated predictors of intergroup aggression and its relations to in-group bias. In a questionnaire, 156 Israeli adults reported perceptions of their own religious group and of the ultraorthodox Jewish out-group and expressed aggression toward the ultraorthodox (opposing institutions that serve their needs, supporting acts harmful to them, and opposing interaction with them). Respondents showed in-group favoritism in trait evaluations, but this bias was unrelated to aggression. Perceived inter-group conflict of interests, the postulated motivator of aggression, predicted it strongly. The effects of conflict on aggression were partially mediated by 2 indexes of dehumanizing the out-group (perceived value dissimilarity and trait inhumanity) and by 1 index of probable empathy with it (perceived in-group-out-group boundary permeability). These variables related to aggression more strongly among persons who identified highly with their in-group. The variables also mediated the effects of religious group affiliation on aggression. The value dissimilarity finding supports derivations from belief congruence theory.     

Self-esteem and in-group bias among members of a religious social category

In a sample of New Zealand university students, the author extended earlier research into the relationship between self-esteem and intergroup discrimination. He found no support for the hypothesis that social-category members (i.e., Christians) experience an elevation in the domain of self-esteem (i.e., religious self-esteem) judged as more relevant to the in-group after evaluations favoring the in-group. Regardless of whether the evaluation targets behaved positively or negatively, the respondents in the experimental condition evaluated in-group (Christian) targets more highly than out-group (Atheist) targets. After evaluations favoring the in-group, the respondents did not experience an elevation of religious self-esteem, global self-esteem, or mathematical self-esteem (judged as less relevant to the in-group).     

Reducing workplace bias toward people with disabilities with the use of imagined contact

In this research we test the effectiveness of imagined intergroup contact as an intervention that improves attitudes toward people with disabilities in organizational settings. We conducted two experimental studies with the aim of examining the bias‐reduction effects of imagined contact on attitudes toward people with disabilities. Furthermore, we examined how imagined contact can be most effective in improving attitudes in work situations. Both studies yielded evidence that the imagined contact intervention significantly impacted on two dependent variables: expected work‐related outcomes and support for the rights of people with disabilities, via enhancing the belief in performance level. We discuss the results in the context of developing effective and accessible intervention tools, which can be used in workplace trainings, and can promote anti‐discriminatory policies in organizations.     

Effects of in-group bias on planned encounters of Jewish and Arab youths

In a sample of 9th-grade Jewish (n = 118) and Arab (n = 100) students in Israel who participated in planned binational encounters, the author examined in-group biases as a function of (a) their perceptions of the encounter between the groups as interpersonal or as intergroup contact and (b) their views of the status of their respective national groups in Israel as legitimate and stable. In comparisons of the 2 encounter groups (of equal status), both groups showed in-group biases. In comparisons of the national groups at large (of unequal status), the Arab students considered their group similar to the Jewish group, whereas the Jewish students rated their group more favorably than they rated the Arab group. For the Jewish, but not the Arab, students, in-group bias was contingent on simultaneous ratings (legitimate-illegitimate; stable-unstable) of the binational situation in Israel. The data support a 2-dimensional model rather than a 1-dimensional model of intergroup-interpersonal definition of the encounter.     

The development of in-group favoritism: between social reality and group identity

This study examined how social reality restricts children's tendency for in-group favoritism in group evaluations. Children were faced with social reality considerations and with group identity concerns. Using short stories, in this experimental study, conducted among 3 age groups (6-, 8-, and 10-year-olds), the authors examined the trait attribution effects of reality constraints on eye-color differences and national group differences. The results show that the trait attributions of all age groups were restricted by the acceptance of socially defined reality. In addition, when the information about reality was not considered accurate, only the youngest children showed positive in-group favoritism. It is argued that these findings are useful in trying to reconcile some of the divergent and contrasting findings in the developmental literature on children's intergroup perceptions and evaluations.     

Cortisol,stress, and attentional bias toward threat

Abstract

Attentional bias toward threatening stimuli is a central characteristic of anxiety and acute stress. Recent small-scale studies have provided divergent perspectives on the association between the stress hormone cortisol and attentional bias toward threat cues. In a larger sample size than previous studies, we examined this association by investigating the impact of cortisol on attentional bias in two studies using a psychological stressor (N=35) and a physical stressor (N=65), respectively. Attentional bias and salivary cortisol were measured prior to and following the administration of a stressful task designed to increase cortisol levels. Results across these studies were equivocal relative to the association between baseline cortisol and baseline attentional bias. In addition, the association between acute change in cortisol and change in attentional bias appeared to differ as a function of the presence or absence of psychological stress. There was a trend toward a stronger negative association between acute cortisol change and attentional bias change among women relative to men. These results imply that the association between cortisol and attentional bias may be moderated by additional factors, such as gender or presence of stress.     

The non-transitivity of the contingent and occasional identity relations

This paper establishes that the occasional identity relation and the contingent identity relation are both non-transitive and as such are not properly classified as identity relations. This is achieved by appealing to cases where multiple fissions and fusions occur simultaneously. These cases show that the contingent and occasional identity relations do not even satisfy the time-indexed and world-indexed versions of the transitivity requirement and hence are non-transitive relations.     

Suppression and justification processes to reduce in-group bias in a multiculturalism diversity context

IntroductionThis study investigates the impact of an organisational multiculturalism perspective of diversity on in-group bias towards people of foreign origin.ObjectiveWe hypothesise that organisational multiculturalism constitutes a norm which creates a positive context for intergroup relations. We expect that when workers perceive that their organisation recognises group differences, their own values are influenced, namely egalitarian values and perceived value violation. The value-related mediators are conceptualised in the frame of justification-suppression model (Crandall & Eshleman, 2003) respectively as suppression and justification.MethodData were collected from a sample of 402 workers who completed an anonymous questionnaire.ResultsBased on structural equation modelling, results show that the perception of organisational multiculturalism is negatively and indirectly related to in-group bias through both suppression and justification processes.ConclusionThis study highlights that the perception of the normative context of an organisation is related to workers’ attitudes. The results are discussed consistent with the literature on diversity.     

Relating ethnic identity, acculturation, and attitudes toward treating minority clients

This study assessed the relationship among the ethnic identity, acculturation, and self-concepts of minority health care professionals and their attitudes toward treating minority clients and using alternative therapies. The sample consisted of 150 medical students of Indian descent. Strong ethnic identity and acculturation related to high self-esteem, self-clarity, the likelihood of treating more minority patients, and the use of alternative therapies. The more "Westernized" participants expressed less of a preference for serving minority patients and believed themselves to be less effective in serving minorities. Gender differences in some aspects of ethnic identity and attitudes were found. The results imply that a focus on acculturation and ethnicity in all client-clinician psychological research is critical, and especially in cases of cultural matching.     

Status differences and in-group bias: a meta-analytic examination of the effects of status stability, status legitimacy, and group permeability.

This work examines the moderating effects of status stability, legitimacy, and group permeability on in-group bias among high- and low-status groups. These effects were examined separately for evaluative measures that were relevant as well as irrelevant to the salient status distinctions. The results support social identity theory and show that high-status groups are more biased. The meta-analysis reveals that perceived status stability, legitimacy, and permeability moderate the effects of group status. Also, these variables interacted in their influences on the effect of group status on in-group bias, but this was only true for irrelevant evaluative dimensions. When status was unstable and perceived as illegitimate, low-status groups and high-status groups were equally biased when group boundaries were impermeable, compared with when they were permeable. Implications for social identity theory as well as for intergroup attitudes are discussed.     

Effects of intergroup upward comparison, trait self-esteem, and identity shift on state self-esteem and affect in upward comparison with in-group members

The present study investigated factors that protect people low in trait self-esteem (Low-SEs), who may be less skilled at constructing information in self-enhancing manners, from threats after interpersonal upward comparison with in-group members. We hypothesized that even Low-SEs can maintain their state self-esteem under intergroup upward comparison. Furthermore, this study explored the possibility that individuals used identity-shift, a strategy to maintain their personal identity, even in an intergroup upward comparison condition. The results of a quasi-experiment supported these hypotheses. We further explored the possibility that individuals might use a twofold strategy to protect/enhance their self-esteem based on an interplay of personal and social identity.     

Social contact,own-group recognition bias and visual attention to faces

The own-group recognition bias (OGRB) has been consistently linked to social contact in theoretical accounts. Indeed, social contact is assumed by most authors to underlie the perceptual expertise of out-groups' faces. However, little is known empirically about how it might impact face-processing strategies. We tested the proposition that social interaction would improve the face recognition performance of another group by modulating visual strategies for different face areas. In Experiment 1, we studied visual processes using an eye tracker during a person's first live encounter with a particular member of their own group (European) or an outgroup (African) to explore how increasing familiarity during a first interaction influences face-processing strategies. In Experiments 2 and 3, we explored the effect of simulated intergroup contact on face recognition accuracy, while simultaneously studying the impact of contact on visual attention strategies that occur during recognition (Experiment 2) and encoding (Experiment 3). The results showed a strong OGRB and a difference in visual processes based on the ethnic group of the targets. Although a single interaction is not sufficient to reduce the OGRB, familiarization during a live interaction (Experiment 1) and virtual social contact (Experiment 2) had an impact on the visual strategies employed.     

Differences in Anglo and Asian Australians' explicit and implicit prejudice and the attenuation of their implicit in-group bias

Research has shown that not only are minority groups capable of possessing implicit and explicit prejudice but that the study of their attitudes provides unique insight into the nature of prejudice. The current study found that in an Australian context, Asian participants displayed significantly less implicit prejudice and significantly greater explicit prejudice than their Anglo counterparts. This finding provided further evidence of the dissociation of explicit and implicit attitudes, specifically in regard to their predication. In addition, the attenuation of the implicit prejudice of both the Anglo majority and Asian minority group members was investigated. Brief exposure to positive out-group exemplars was found to attenuate the implicit bias of Asian but not Anglo participants, suggesting that this technique may be contingent upon more fundamental prejudice-reducing measures and providing further support that the undermining of implicit biases requires long-term, effortful processes.     

Collective self-continuity,group identification and in-group defense

The present research tested the proposition that the sense of self-continuity that people derive from their group membership provides a basis for group identification and drives in-group defensive reactions in the context of identity threat. This proposition was examined in three studies, using the context of national identity. Study 1 found that collective self-continuity uniquely and strongly predicted national identification, when controlling for other identity motives. Studies 2 and 3 demonstrated that existential threats to national identity particularly increase a sense of collective self-continuity, compared to other identity motives, and that this enhanced sense of collective selfcontinuity results in stronger in-group defense in the form of opposition towards out-groups (Study 2) and social developments (Study 3) that may undermine group identity, as well as in stronger in-group protectionism (Study 3). Taken together, these findings indicate that collective selfcontinuity is an important motive for group identification and in-group defense in the context of identity threat.     

Chronic threat and contingent belonging: protective benefits of values affirmation on identity development

Two longitudinal field experiments in a middle school examined how a brief "values affirmation" affects students' psychological experience and the relationship between psychological experience and environmental threat over 2 years. Together these studies suggest that values affirmations insulate individuals' sense of belonging from environmental threat during a key developmental transition. Study 1 provided an analysis of new data from a previously reported study. African American students in the control condition felt a decreasing sense of belonging during middle school, with low-performing students dropping more in 7th grade and high-performing students dropping more in 8th grade. The affirmation reduced this decline for both groups. Consistent with the notion that affirmation insulates belonging from environmental threat, affirmed African American students' sense of belonging in Study 1 fluctuated less over 2 years and became less contingent on academic performance. Based on the idea that developmentally sensitive interventions can have long-lasting benefits, Study 2 showed that the affirmation intervention was more effective if delivered before any drop in performance and subsequent psychological toll could unfold. The role of identity threat and affirmation in affecting the encoding of social experience, and the corresponding importance of timing treatments to developmentally sensitive periods, are explored.     

Gender,gender role identity,and children's reported feelings toward the same and opposite sex

The present study explored the relative importance of gender role identity, gender role attitudes, and biological gender in determining the intensity of anger, disgust, hurt, envy, fear, pity, and liking reported toward same- and opposite-sex children. Sixty male and 60 female 6–12-year-old children reported on the intensity of emotions that a hypothetical child would experience toward same- and opposite-sex children in various situations. The Children's Personal Attitudes Questionnaire, the Children's Attitudes toward Women Scale, and a self-reported toy preference measure were used to assess gender role identity and attitudes. The results indicated that girls were more angry at males than at females, and that both sexes tended to be more hurt and disgusted by opposite-sex than by same-sex children. Girls also tended to report more fear than did boys, and both sexes tended to report more fear of males than of females. Most importantly, gender role identity and attitudes accounted for more of the variance in predicting the quality of reported emotions than did biological gender. Biological gender predicted to only one feeling: pity toward males, after the variance accounted for by the gender role traits was removed. In general, both boys and girls who scored highly on feminine gender role identity were both communal and vulnerable in their reported emotions (high in reported liking, fear, and hurt). Children's reported feelings toward the same- and opposite-sex children seemed to be based on the evaluation of whether other children's biological gender differed from the children's own gender role identity characteristics.This research was supported by a Gender Roles Grant from the Rockefeller Foundation. We are grateful for their support. The authors wish to thank the parents, teachers, and children in the Milton, Norwood, and Watertown school systems, and especially Frank Guiliano, Rod Smith, and Daniel O'Connor. We are also grateful for the computer and statistical expertise of Robert H. Harrison, John Houlihan, and Lance S. Davidow, and for the editorial comments made by Robert H. Harrison.