Consider the situation: Reducing automatic stereotyping through Situational Attribution Training

The present research investigated the effectiveness of a new technique for reducing automatic biases rooted in attribution theory - the Situational Attribution Training Technique. The goal of this strategy extends previous work by targeting the fundamental attributional pillars underlying automatic stereotyping. We aimed to circumvent the well-documented tendency for individuals to be overly reliant on dispositional attributions when perceiving negative stereotype-consistent behaviors performed by outgroup members. By teaching participants to consider situational attributions for such behaviors, we expected a reduction in outgroup stereotyping. Specifically, White participants were trained extensively to choose situational over dispositional explanations for negative stereotype-consistent behaviors performed by Black men. Across two experiments, participants who completed Situational Attribution Training demonstrated reduced automatic racial stereotyping on a person categorization task, relative to control participants who exhibited substantial automatic stereotyping. The implications of these findings for the nature and reduction of intergroup biases are discussed.     

Interethnic Differences (or Similarities?) in the Relative Individuation of Women and Men

What roles do ethnicity, gender, and attitudes play in determining whether a person will be perceived as a unique individual versus a homogenized group member? Attitudes toward women’s roles have been found to predict Whites’ relative individuation of women and men; however, African Americans were found to individuate women and men equally, regardless of attitude (Stewart et al. 2000). Using a name–trait matching paradigm, the present research found that when targets were identified as African American, African American participants’ (18 male and 35 female college students) attitudes toward women’s roles predicted their individuation of men and women. These results suggest that an ethnic out-group homogeneity effect, rather than gender-egalitarian attitudes, contributed to the previous finding of equivalent individuation.     

Implicit Coping Responses to Racism Predict African Americans' Level of Psychological Distress

African Americans report experiencing discrimination on a frequent basis, and these experiences have been linked to psychological distress. Coping responses to racism have been suggested to mediate the relationship between discrimination and distress. This study introduces the first measure of African Americans' implicit emotional and coping responses to racism and examines the measure's ability to predict psychological distress. The Go/No-Go Association Task (Nosek &; Banaji, 2001 Nosek , B. A. , &; Banaji , M R. ( 2001 ). The go/no-go association task . Social Cognition , 19 , 625 – 664 .[Crossref], [Web of Science ®] , [Google Scholar]) was adapted to assess African Americans' implicit association of racial prejudice with each of four coping and two emotional responses. Anxiety and general psychological distress were assessed with the Brief Symptom Inventory. Greater implicit association between prejudice and “seeking support” was found to predict lower anxiety and general distress, demonstrating the potential utility of implicit measures in assessing coping responses to racism and their consequences.     

Empowering Mimicry: Female Leader Role Models Empower Women in Leadership Tasks Through Body Posture Mimicry

Sex Roles - In two studies we investigated the behavioral process through which visible female leader role models empower women in leadership tasks. We proposed that women tend to mimic the...     

Yes we can!: prejudice reduction through seeing (inequality) and believing (in social change)

We investigated the effect of differential perceived efficacy to reduce racial inequality (in the context of increased awareness of illegitimate in-group advantages) on White Americans' intergroup attitudes and antidiscrimination behavior. White American university students read a passage describing the underrepresentation of African Americans in their university's faculty and then wrote letters to the university administration in support of appointing more African Americans to the faculty. We experimentally varied feedback concerning efficacy to change institutional racism. Before writing their letters, participants were told that there was a low, moderate, or high chance that their efforts would be effective. Later in the experiment, participants' perceived efficacy to influence their university system was measured. Intergroup attitudes improved and antidiscrimination actions increased among participants with higher perceived efficacy in comparison with participants with low perceived efficacy. Collective guilt partially mediated the effects of efficacy beliefs on antidiscrimination actions and fully mediated the effects of efficacy beliefs on intergroup attitudes.     

Implicit and Explicit Gender Stereotypes at the Bargaining Table: Male Counterparts’ Stereotypes Predict Women’s Lower Performance in Dyadic Face-to-Face Negotiations

Sex Roles - In every major occupational group and at every level of educational attainment, U.S. women earn less than men (Carnevale et al. 2018). Besides a component explained by objective factors...