Transcript Prejudice Quotes “Travel is fatal to prejudice, bigotry, and narrow-mindedness.” --- Mark Twain “Few prople are capable of expressing with equanimity opinions which.

Prejudice Quotes
“Travel is fatal to prejudice, bigotry, and narrow-mindedness.”
--- Mark Twain
“Few prople are capable of expressing with equanimity opinions which differ
from the prejudices of their social environment” --- Albert Einstein
“He flattered himself on being a man without any prejudices; and this
pretension itself is a very great prejudice” --- Anatole France
“Prejudice is a great time saver. You can form opinions without having to
get the facts” --- E. B. White
Prejudices are rarely overcome by argument; not being founded in reason
they cannot be destroyed by logic” --- Tryon Edwards
Prejudice and Discrimination
Types (just about anything):
• Gender
• Race
• Age
• Religion
• Attractiveness (and height & weight)
• Accent
• Hair color
• Sexual orientation
• Social economic status (e.g., money)
• Disability
• Nationality
Institutional Prejudice
What is it?
Gender Discrimination Examples
• Voting rights (Granted in 1920) link
• Jury service (not until S.C. Case in 1975 that service could not be confined to men)
• Access to athletics (title ix in 1972)
• EQUAL RIGHTS AMENDMENT (ERA) link
[Equality of rights under the law shall not be denied or abridged by the united
states or by any state on account of sex]
• Title VII of the Civil Rights Act [gender introduced to defeat the bill; Executive
order 11246]
• Family and Medical Leave Act (FMLA) [focus on maternity leave]
• Medical insurance coverage (e.g., birth control, examinations)
• Sexual harassment (1986 supreme court case; damage and liability limitations)
~ Some Attitudes Towards Women Scale Items ~
• The initiation of dating should come mostly from a man.
• Intoxication among women is worse that intoxication among men.
• The satisfaction of a husband’s sexual desire is a fundamental obligation of
every wife.
• Women should be as free to initiate marriage as men.
• The intellectual leadership of a community should largely be in the hands of
men.
• Swearing and obscenity is more repulsive in the speech of a woman than a
man.
• Women should worry less about their rights and more about becoming good
wives and mothers.
• A wife should make every effort to minimize irritation and inconvenience in
the male head of the family.
~ Sample Ageism Scale Items ~
• Most old people get set in their ways and are unable to change
• It is foolish to claim that wisdom somes with old age
• Most old people tend to let their homes become shabby and unattractive
• Most old people spend too much time prying into the affairs
of others and giving unsought advice
• Most old people should be more concerned with their personal appearance;
they’re too untidy
• If old people expect to be liked, their first step is to try to get rid of their
irritating faults
• Old people have too much power in business and politics
• Most old people make me feel ill at ease
Television Images
1) Percent representation
•
Overall: males 3:1 ratio
•
Action-adventure shows: males 6:1
•
Soap operas and comedies: equal representation
2) Sex-roles
•
Females portrayed as wives and parents (and performing “in-home”
activities
•
Conversation of females: generally about relationships, family,
romance
3) Traits
•
Females shown to be as more emotional
•
Less competent (as subordinate to males)
•
Females portrayed as having less control
Television Images (cont.)
4) Employment status
• Females not as often shown as employed outside the home
• When employed:
• Females work in lower status jobs
• Less likely to be married
• If married, 10 times more likely to be unhappy in their marriages
5) Advertising
• Males do about 90% of the commentary
• Females in 80% of ads regarding household and feminine
products
• 70% of males in high level jobs in commercials
Television Images (cont.)
WHO ELSE IS NOT ON TELEVISION?
• THE ELDERLY (ESPECIALLY OLDER FEMALES)
• HISPANICS = 1.5%
• AFRICAN-AMERICANS
• MALES = 6-9%
• FEMALES = 5-7%
WHO IS ON TELEVISION?
• PRIME TIME TV = YOUNG, ATTRACTIVE, PROSPEROUS
• EXPERTS ON TV NEWS MOSTLY MALES
Sherif’s Robbers Cave (Boys Camp) Study
•
Introduction of competition (e.g., baseball, football,
tug-of-war)
Result --•
Open hostility to out-group members
•
Greater in-group solidarity
Sherif (cont.)
~ Group Development ~
• Leaders selected
• Nicknames chosen
• Division of labor established
• Norms emerged
• Sanctions developed
Sherif (cont.)
Ineffective solutions --• Increased social contact between group members
• Presentation of accurate/favorable information about the
other group
• Bring leaders together
• Attend religious services
Solution -Work on common goals; everyone has to work together (e.g., break in water
main, car problems, $ for movie)
Allport
Reducing Prejudice and Discrimination
Key Factors
• Support of Authority
• Equal Status Contact
• Work on Common Goals
(e.g., Sherif’s work and cooperative classrooms)
Jigsaw Classroom
Timeframe --45 minutes, 3 times/week
Process: Each person is
given information to present
to the group that is valuable
to find a solution to a given
problem
Jigsaw Classroom Results
• Increased liking for classmates
• Increased self-esteem
• Increased liking for school
• Decreased negative ethnic stereotypes
• Higher scores on standardized tests
Additional Jigsaw Classroom Results
• Greater participation in school activities
• Greater ability to role-take (empathize with others)
• Different attributions for success & failure (i.e.,
more external attributions for failures of others;
avoidance of fundamental attribution error)
Female Attractiveness and Support for the Feminist Movement
30 photos of women rated in terms
of attractiveness (5-point scale)
Procedure -- Place 15 pictures
into each pile
Support feminist movement
Do not support feminist
movement
Results --• Less attractive females perceived as feminist
• No differences between males & females
• no effect of rater attitudes regarding women's liberation
Female Attractiveness and Corporate Success
Gender
Female
Regular
Male
Fast
Regular
Fast
Unattractive
Attractive
X
Rated on various factors (e.g., ability, integrity, likeability)
• Key is perception of levels of femininity. If highly feminine, not seen as very
capable.
Female Traits and Leadership
Rate traits of
typical males
Rate traits of
typical females
Rate traits of typical of
leaders
Male traits seen as similar to leadership traits
Female Representation in Business
• 10 Fortune 500 companies are run by women
• 20 Fortune 1000 companies are run by women
Source: http://money.cnn.com/magazines/fortune/fortune500/womenceos/
Female Representation in Academics
• In 2007, 23% of university presidents are female, more than
double the 9.5% in 1986, but only 2% more than 2001
• Women hold 24% of full professorships in the United States
Women in the U.S. Senate 2012 (N = 16 out of 100)
Barbara
Mikulski
Claire
McCaskill
Diane
Feinstein
Olympia
Snowe
Mary
Landrieu
Susan
Collins
Kirsten
Gillibrand
Patty Murray
Debbie
Stabenow
Barbara
Boxer
Kay Bailey
Hutchinson
Jeanne
Shaheen
Lisa
Murkowski
Kay Hagan
Maria
Cantwell
Amy
Klobuchar
Female Representation in Politics
Lower/Single House
Rank
C0untry
Total
#
Women
% Women
1
RW
80
39
48.8
2
SWE
349
165
47.3
3
Costa
Rica
57
22
38.6
4
Finland
200
76
38.0
5
Norway
169
64
37.9
6
Denmark
179
66
36.9
7
Netherlands
150
55
36.7
8
Cuba
609
219
36.0
67
USA
435
71
16.3
Upper House/Senate
Total
#
Women
%
Women
75
22
29.3
100
16
16.0
Current Female Heads of State Worldwide
Country
Leader
Germany
Chancellor Angela Merkel
Liberia
President Ellen Johnson-Sirleaf
India
President Pratibha Patil
Argentina
President Cristina Fernandez de Kirchne
Bangledesh
Prime Minister Sheikh Hasina Wajed
Iceland
Prime Minister Jóhanna Sigurdardóttir
Lithuania
President Dalia Grybauskaite
Costa Rica
President Laura Chinchilla
Trinidad and Tobago
Prime Minister Kamla Persad-Bissessar
Australia
Prime Minister Julia Gillard
Slovakia
Prime Minister Iveta Radicová
Brazil
President Dilma Rousseff
Mali
Prime Minister Cissé Mariam Kaïdama Sidibé
Kosovo
President Atifete Jahjaga
Thailand
Prime Minister Yingluck Shinawatra
Denmark
Prime Minister Helle Thorning-Schmidt
Switzerland
President Eveline Widmer-Schlumpf
Jamaica
Prime Minister Portia Simpson Miller
Source: http://www.filibustercartoons.com/charts_rest_female-leaders.php
Female Heads of State
Source: http://articles.businessinsider.com/2012-03-01/news/31112559_1_femalepresident-female-head-female-political-leaders
Constitution of the Iroquois Nations: The Great
Binding Law
31. If a Lord of the Confederacy should become seriously ill and be thought near death, the women who are
heirs of his title shall go to his house and lift his crown of deer antlers, the emblem of his Lordship, and place
them at one side. If the Creator spares him and he rises from his bed of sickness he may rise with the antlers on
his brow.
44. The lineal descent of the people of the Five Nations shall run in the female line. Women shall be
considered the progenitors of the Nation. They shall own the land and the soil. Men and women shall
follow the status of the mother.
45. The women heirs of the Confederated Lordship titles shall be called Royaneh (Noble) for all time to come.
46. The women of the Forty Eight (now fifty) Royaneh families shall be the heirs of the Authorized Names
for all time to come.
47. If the female heirs of a Confederate Lord's title become extinct, the title right shall be given by the Lords of
the Confederacy to the sister family whom they shall elect and that family shall hold the name and transmit it to
their (female) heirs, but they shall not appoint any of their sons as a candidate for a title until all the eligible men
of the former family shall have died or otherwise have become ineligible.
90. When the Five Nations' Council declares war any Lord of the Confederacy may enlist with the warriors by
temporarily renouncing his sacred Lordship title which he holds through the election of his women
relatives. The title then reverts to them and they may bestow it upon another temporarily until the war is over
when the Lord, if living, may resume his title and seat in the Council.
94. The men of every clan of the Five Nations shall have a Council Fire ever burning in readiness for a council of
the clan. When it seems necessary for a council to be held to discuss the welfare of the clans, then the men may
gather about the fire. This council shall have the same rights as the council of the women.
Race Discrimination
 Shoving incident (during a debate)
Black shoves white person = 75% defined it as act of violence
White shoves black person = 17% defined it as act of violence
Whites interviewed black applicants
• More distance
• Less eye contact
• Less open
• Blacks viewed less well
Whites interviewers treated white applicants the
same way as blacks
• White applicants viewed less well
Effect of Name on Resumes and
Interview Rates
Name type
Resume Quality
Low
High
“White”
sounding
name
“Black”
sounding
name
50% less chance of
being invited for
an interview
versus “Whites”
with high
qualifications
Age and Interview Questions
QUALIFICATIONS
LOW
AVERAGE
HIGH
YOUNG
OLD
Asked easier
questions than
highly qualifies
yound applicants
Effect of Labels
Randomly assigned labels
Army recruits
Low
Average
High
• This group had better
performance scores on
various measures
• Also viewed their
leaders as more effective
> > > Self-fulfilling prophecy at work (leaders spent more time with the “high”
expectation group)
~ Social Identity Theory ~
[In-Group Bias]
They tendency to link one’s self-concept and self esteem with the status and/or behavior
of groups
Also, people tend to reward members of ingroups (e.g., Minimal Group Paradigm) --Self-esteem
Basking in Reflected Glory --Favorite Football Team wins --- “We”; More likely to wear team t-shirt
Favorite Football Team loses --- “They”
In and Out-Groups Bias
Perceived
similarity
Selection to the in-group
1) Ability
2) Responsibility
3) Trust
In-group
Out-group
• Liking, spend time with leader
• Less desirable jobs
• Challenging, visible jobs
• Less time spent with supervisor
• Better memory for good behavior
• Treated formally
• Treated warmly
• Lower performance evaluations
• Performance evaluations
• Less rewards
• Allocation of rewards