psych 315
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| categorization | simplifying the world by creating broad social categories for people (ex: asian, plumber, catholic, woman, etc.)
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| stereotype content | implicit and explicit social beliefs affect attitudes towards members of social categories
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| basic social categories | automatically grouping people based on their sex, age, or race
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| what are some secondary social categories? | weight, sexual identity, religion, height, attractiveness, ethnicity, ability, etc.
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| subtypes | combinations of basic and other categories
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| racial phenotypical bias | prototypical individuals that are more easily categorized
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| hypodescent rule | ambiguity leads to automatic minority classification
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| how can context affect categorization? | we tend to focus on the most salient (important/main) difference of primed category
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| level of prejudice | those high in implicit and explicit prejudice use different stereotypes to determine categorization and judgements
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| which individuals take longer to categorize ambiguous faces? | those who are highly prejudiced
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| outgroup homogeneity effect | people tend to see members of their own group
as very different from one another and, at the same time, tend to underestimate the differences
between members of other groups
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| cross-race identification bias | the finding that people have difficulty drawing distinctions between members of other ethnicity groups
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| ultimate attribution error | the assumption that one’s own group’s negative behavior can be explained by situational processes, but similar negative actions by members of other groups are due to their internal stable characteristics
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| social role theory | the proposition that, when we observe others, we pay attention to the social roles they occupy and, in doing so, come to associate the characteristics of the role with the individuals who occupy it
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| correspondence bias | people’s tendency to give relatively little weight to how situational factors influence behavior and to instead conclude that people’s actions are due to their personality traits
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| illusory correlation | a belief that incorrectly links two characteristics, such as race and a personality trait
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| one shot correlation | a single negative or distinct behavior can form a stereotypical association
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| social learning theory | the proposition that we learn social behaviors and attitudes either directly or vicariously
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| man-first principle | the tendency for males to be mentioned before females when binomial phrases, such as husband and wife, are employed
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| colorism | lighter skinned black women are represented more frequently
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| discrimination | biased treatment or unearned advantages based on group membership
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| blatant discrimination | intentional, open, possibly illegal forms of unequal treatment
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| subtle discrimination | hidden forms of unequal treatment that may seem normal and be unintentional
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| microaggressions | verbal/nonverbal "slights" that convey negative stereotypes, color blindness, etc.
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| convert | unequal treatment that is purposefully hidden/disguised
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| interpersonal distcrimination | one-on-one discrimination
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| personal stereotypes | we are more likely to discriminate against those who match our personal stereotypes
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| explicit attitudes | predicts controllable behavior
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| implicit attitudes | predicts biased judgements, decisions, or nonverbal friendliness
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| conformity and discrimination | discrimination is more likely with perceived social support
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| regressive prejudice | situations that trigger the expression of unwanted discrimination
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| executive function | increased cognitive demands can reduce the ability to control stereotypes
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| what can lead to people ignoring unprejudiced norms? | anonymity and strong emotions
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| moral credentials | demonstrating nonprejudiced attitudes can lead to more discrimination later on
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| level of prejudice | low prejudiced individuals feel guilt, and high prejudiced individuals feel outward anger following discrimination
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| type of discrimination | we feel less guilt and more amusement over sexism
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| confrontations | less defensive responses when an ingroup member points out discrimination
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| reaffirming actions | past prejudiced actions can motivate people who are low in prejudice to engage in positive future acts
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| organizational discrimination | an employers rules, practices, and policies that can result in biased treatment or outcomes of groups
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| discrimination in hiring | employment audits patterns of discrimination against minorities, lgbtq individuals, people with disabilities, and women
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| discrimination in performance evaluations | men are rated higher for more masculine-type stereotypical jobs and women for more feminine
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| discrimination in promotions | women and minorities are seen as having less potential and leadership traits
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| loss opportunities effect | perceptions of discrimination may result in worse job place performance
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| stereotype fit hypothesis | traits associated with managers fit white male stereotypes
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| intergroup respsect | amount of respect decision-makers have for certain groups
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| contemporary prejudice | other factors are usually used to mask or justify discrimination
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