Intergroup Relations: Types of Prejudice

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Types of Prejudice

PSY322 Intergroup Relations
Jonathan Cadieux

Outline






Model of Prejudice
Sexism
Overweight
Sexual Orientation
Ageism

Fiske Prejudice Model
 4 Types of Groups
 Based on Competence and
Warmth
 Competence: perceived group
status
 Warmth: perceived
competition
 Group 1: Incompetent but warm
 Low status, not competitive
 Results in Paternalistic
Prejudice
 Group 2: Incompetent and not
warm
– Low status, competitive
– Results in Contemptuous
Prejudice

Group 3: Competent but not
warm
– High status, competitive
– Results in Envious
Prejudice
 Group 4: Competent and
warm
– High status, not
competitive
– Results in Admiration


Fiske Prejudice Model
Competence

Envious Prejudice

Jews, Asians,
Feminists, Wealthy
people
Warmth

High

Admiration

In-group, Close
allies

Low

High
Welfare recipients,
Poor people

Contemptuous Prejudice

Elderly, Disabled,
Housewives

Low

Paternalistic Prejudice

What About Working Moms?
Competence

Envious Prejudice

Jews, Asians,
Feminists, Wealthy
people
Warmth

High

Admiration

In-group, Close
allies

Low

High
Welfare recipients,
Poor people

Contemptuous Prejudice

Elderly, Disabled,
Housewives

Low

Paternalistic Prejudice

Stereotypes of Working Moms
Cuddy, Fiske, & Glick (2004)

• How are working moms viewed compared to working
dads and working women without children?
• Ps rated fictitious targets
– Competence, warmth, likelihood of professional rewards
– Target: either male/female with a child or not

• Predictions from Fiske Prejudice Model
– Working moms would be viewed as housewives are
viewed: warm & incompetent
– Working moms: warmer but less competent than working
women without kids
– Fewer professional rewards for working moms

Stereotypes of Working Moms
Cuddy, Fiske, & Glick (2004)

Gender Gap in the Workplace
• Women accounted for
only 14.4% of
executive positions
– Source: 2010 Catalyst Census:
Fortune 500 Women Board
Directors and the 2010 Catalyst
Census: Fortune 500 Women
Executive Officers and Top Earners

• Women continue to earn less than
men. For example, female managers
earned 81 cents for every dollar
earned by male managers in 2007
(Source: U.S. Govt Acctountability Office)

On the other hand…

Sexism and gender roles
• Differences in wages are due to sexism, but this appears to operate differently than through overt discrimination.
• Sexism in the definition of gender roles seem to be at the root of discrepancies in wages.
• Potential solutions :
– Encouraging women to enter higher paying fields (currently “male-dominated”)
• Stereotype threat?

– Encouraging more equitable share of household chores and family caretaking .
• Maternity = Paternity leaves?

Sexism
• Definition
• Types of sexism
– Old-fashioned
• Endorse traditional gender roles & gender stereotypes
• Believe in different treatment of men & women

– Modern
• Less blatant; denial of discrimination against women
• Nonsupport of programs & legislation to help women

– Benevolent vs. Hostile
• Benevolent: positive but stereotyped views; paternalistic • Hostile: negative attitudes; belief in inferiority

Old-fashioned sexism

Old fashioned sexism

For those of you who think it was half
a century ago…

For those of you who think it was half
a century ago…

Stigma of Overweight
• Overweight stereotype
– Lazy, lack self-control, unattractive, slow

• Stigma is experienced differently
– Seen as controllable

• Outcomes for overweight
– Held accountable for negative outcomes
– More openly derogated
– Prejudiced against own group

Well-being of the Overweight
Quinn & Crocker (1999) Exp. 1






Role of Protestant Ethic (PE)
Implications for overweight women
Exp. 1: Correlational Study
Independent Variables
– Protestant Ethic, weight status (normal,...
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