Stereotypes vs. Prejudice vs. Discrimination
Summary
TLDRThis video script explores the distinctions between stereotypes, prejudice, and discrimination, illustrating how stereotypes can evolve into prejudice and result in discriminatory behavior. It uses examples like gender bias in academic evaluations and racial disparities in healthcare to highlight implicit bias. The script also delves into the psychological roots of these phenomena, such as confirmation bias, in-group bias, and scapegoating, offering insights into why and how these social issues persist.
Takeaways
- 😀 A stereotype is a generalized belief about a group that can be positive or negative, such as the belief that Asians are good at math.
- 😐 Prejudice is a negative attitude or conclusion about a person or group based on stereotypes, often involving emotions and leading to biased judgments.
- 🚫 Discrimination is the behavior that results from prejudice, such as treating people unfairly because of their group membership.
- 🔁 Stereotypes, prejudice, and discrimination can be explicit (conscious) or implicit (unconscious), with implicit biases often going unnoticed.
- 📉 Research indicates a decline in explicit prejudice, but implicit prejudice remains prevalent, suggesting that people may not be aware of their biases.
- 👨🏫 An example of implicit bias is the use of words like 'genius' and 'brilliant' more frequently in reviews for male professors compared to female professors.
- 💼 Studies show that implicit bias can affect professional settings, such as doctors being less likely to recommend top-rated diagnostic tests for black patients.
- 🚗 In another example, white men are found to receive better financial deals, like lower prices, at used car dealerships compared to other groups.
- 🔍 Confirmation bias contributes to the development of stereotypes by leading people to notice and remember information that supports their beliefs while ignoring contradictory evidence.
- 🧠 Cognitive miserliness, the tendency to use minimal cognitive resources, means people often do not question or evaluate their stereotypes, allowing them to persist.
- 👪 In-group bias, the preference for one's own group, and the ultimate attribution error, where out-group members' behaviors are attributed to internal factors, contribute to prejudice.
- 🎯 Out-group homogeneity and scapegoating are also factors that perpetuate stereotypes and discrimination, as they involve viewing out-group members as similar and blaming them for in-group problems.
Q & A
What is the difference between a stereotype and prejudice?
-A stereotype is a belief, which can be positive or negative, about the characteristics of a group that is applied generally to most members of that group. Prejudice, in contrast, involves drawing negative conclusions about a person, a group of people, or a situation prior to evaluating the evidence, and these conclusions are typically based on the stereotypes one holds about that group.
How does prejudice lead to discrimination?
-Prejudice often leads to discrimination because it involves negative emotions and conclusions about an out-group. These negative attitudes can result in negative behaviors towards members of that group, such as not hiring someone based on a stereotype about their age or abilities.
What is meant by an 'in-group' and an 'out-group'?
-An 'in-group' refers to a group that we identify with or see ourselves as belonging to. An 'out-group' is a group that we don't belong to or view as fundamentally different from us. Discrimination often occurs towards out-group members.
Can you provide an example of how stereotypes can lead to prejudice and discrimination?
-Sure. If you believe that older adults are incompetent (a stereotype), and an elderly gentleman applies for a job at your tech company, you might assume he won't be a good fit or be difficult to train (prejudice). If you then decide not to hire him based on this stereotype and prejudice, that would be discrimination.
What is the difference between explicit and implicit stereotypes and prejudice?
-Explicit stereotypes and prejudice are those that we are consciously aware of having. Implicit stereotypes and prejudice, however, are biases that exist but we aren't aware of them. Research shows that explicit prejudice is declining, but implicit prejudice is not.
How does the RateMyProfessors.com study illustrate implicit bias?
-The study found that students described their male professors as 'genius' and 'brilliant' significantly more often than they did their female professors, suggesting an implicit stereotype favoring men's intelligence over women's. However, when using terms like 'excellent' and 'amazing,' the gender bias disappeared, indicating that students might not consciously hold this bias.
What are some examples of implicit bias in race?
-Studies have shown that doctors are less likely to suggest top-rated diagnostic tests for black heart patients than for white patients, and that white men are offered better deals at used car dealerships compared to other races and genders, suggesting implicit bias in professional and commercial settings.
How does confirmation bias contribute to the development of stereotypes?
-Confirmation bias is the tendency to seek out evidence that supports our beliefs and to deny, dismiss, or distort evidence that contradicts them. This can reinforce stereotypes, as people are more likely to notice and remember information that confirms their existing beliefs.
What is in-group bias and how does it relate to prejudice?
-In-group bias refers to the tendency to favor individuals from within our group over those from outside our group. This bias can lead to prejudice because it involves a preference for one's own group and a negative attitude towards out-groups.
What is the ultimate attribution error and how does it contribute to prejudice?
-The ultimate attribution error refers to the assumption that behaviors among individual members of an out-group are due to their internal dispositions, such as their personality or race, whereas in-group members' flaws are not attributed to internal factors. This can lead to prejudice by reinforcing negative stereotypes about out-groups.
How does scapegoating contribute to the perpetuation of stereotypes and discrimination?
-Scapegoating is the act of blaming an out-group when the in-group experiences frustration or is blocked from obtaining a goal. This can preserve a positive self-concept and reinforce stereotypes and discrimination by providing an easy explanation for one's own failures or shortcomings.
Outlines
🔍 Understanding Stereotypes, Prejudice, and Discrimination
This paragraph introduces the main concepts of stereotypes, prejudice, and discrimination. A stereotype is a generalized belief about a group that can be positive or negative. Prejudice, which is always negative, involves drawing conclusions about individuals or groups based on these stereotypes without considering evidence. Discrimination is the behavioral outcome of prejudice, often manifesting as negative actions towards out-group members. The paragraph also explains the difference between in-groups and out-groups, with the former being groups we identify with and the latter being those we view as different. The importance of recognizing these concepts is emphasized as they are foundational to understanding social psychological phenomena.
📊 Implicit Bias in Gender Stereotypes
This paragraph delves into the concept of implicit bias using gender stereotypes as an example. It discusses a study that analyzed language from student reviews on RateMyProfessors.com, focusing on the use of words like 'genius' and 'brilliant'. The study found that male professors were described with these terms significantly more often than female professors, suggesting an implicit bias favoring men's intelligence. However, this bias did not extend to terms like 'excellent' and 'amazing', indicating that the stereotype is specific to intellectual ability. The paragraph highlights how implicit biases can be unintentional and unconscious, yet they influence our behavior and perceptions.
🌐 The Impact of Implicit Bias on Race and Beyond
The final paragraph expands the discussion of implicit bias to include race, providing examples of how it can affect healthcare and financial opportunities. It cites studies showing that black heart patients are less likely to be recommended top-rated diagnostic tests compared to white patients, and that white men receive better financial deals, such as lower prices on used cars, compared to other racial and gender groups. These examples illustrate how implicit bias can lead to systemic discrimination, even when individuals do not consciously hold prejudiced beliefs. The paragraph concludes with a brief discussion on the psychological factors that contribute to the development and perpetuation of stereotypes, prejudice, and discrimination, such as confirmation bias, in-group bias, ultimate attribution error, out-group homogeneity, and scapegoating.
Mindmap
Keywords
💡Stereotype
💡Prejudice
💡Discrimination
💡In-group
💡Out-group
💡Implicit Bias
💡Explicit Bias
💡Confirmation Bias
💡Cognitive Misers
💡Ultimate Attribution Error
💡Scapegoating
Highlights
Differentiation between stereotypes, prejudice, and discrimination.
A stereotype is a generalized belief about a group that can be positive or negative.
Prejudice involves drawing negative conclusions about a person or group without evaluating evidence.
Discrimination is the negative behavior towards members of an out-group.
Stereotypes can be explicit or implicit, with implicit bias often going unnoticed.
Example of hiring bias based on the stereotype that older adults are incompetent.
Research shows explicit prejudice is declining, but implicit prejudice persists.
Gender bias in language used on RateMyProfessors.com, favoring male professors as 'genius' or 'brilliant'.
Implicit bias is often not consciously recognized by individuals.
Racial bias in medical treatment recommendations and financial opportunities.
Confirmation bias reinforces stereotypes by selectively noticing evidence that supports beliefs.
Cognitive miser theory explains why people don't evaluate their stereotypes.
In-group bias is the tendency to favor individuals from one's own group.
Ultimate attribution error attributes out-group members' behaviors to internal factors.
Out-group homogeneity bias views all individuals outside one's group as similar.
Scapegoating blames an out-group for the in-group's frustrations or blocked goals.
The psychological phenomena that lead to the formation and perpetuation of stereotypes, prejudice, and discrimination.
Transcripts
in this video we'll differentiate
between stereotypes
prejudice and discrimination and we'll
discuss several
important social psychological concepts
and hypotheses related to each
including what causes them to arise in
the first place
let's go over a bit of terminology to
kick things off
a stereotype is a belief which can be
positive or negative
about the characteristics of members of
a group that is applied generally to
most members of that group
believing that asians are good at math
for example
is positive it's not necessarily
derogatory but it's nonetheless a
stereotype that you have
about asians now stereotypes these
beliefs can lead to
prejudice which in contrast can only
ever be negative
prejudice involves drawing negative
conclusions about a person
a group of people or a situation prior
to evaluating the evidence
and these baseless conclusions are
typically the result of those
stereotypes that you hold
about that group also in contrast to
stereotypes prejudice involves emotion
it's an attitude
being prejudiced against a person or a
group of people
involves feeling negatively toward them
now because of these negative emotions
and these negative conclusions that
you're coming to
prejudice often leads to discrimination
which is negative behavior towards
members
of an out group and by the way an out
group is
a group that we don't belong to or one
that we view as fundamentally different
from us
whereas an in-group in contrast refers
to a group that we do identify with or
see
ourselves as belonging to so i might be
using that terminology quite a bit
important to know so just to summarize
stereotypes are beliefs prejudice is an
attitude
and discrimination is a behavior let's
go over an example that puts all of this
together
let's say for example that you believe
older adults are incompetent and that's
a stereotype that you have
about older adults and i'll note that
i'm not endorsing this stereotype or any
other stereotype that i use as an
example
in this video but we have to have some
kind of an example to work with here
so let's say you work at i don't know a
tech company and you're looking to hire
an assistant
if an elderly gentleman applies you
might walk into that interview with the
gentleman
assuming he won't be a good fit or that
he'd be difficult to train
now we would call this premature
conclusion this negative attitude toward
this gentleman
prejudice finally you may decide not to
hire the gentleman at all
because of your stereotype because of
your prejudice in this case the behavior
of
not hiring him would be discrimination
now stereotypes and prejudice can be
either explicit
meaning we're consciously aware of
having this bias
or implicit meaning it's there but we
aren't aware of it
research shows that explicit prejudice
is in decline which is encouraging
however implicit prejudice really isn't
much that is
people report being very anti-biased
nowadays but their behavior still tells
us
a different story let's take a look at a
few examples to illustrate
starting with the realm of gender we can
look to some of my own data
in one study i searched through the
language used by students evaluating
their teachers
in over 14 million reviews posted to the
popular
popular instructor evaluation website
ratemyprofessors.com which you've
perhaps
used in the past i was specifically
interested
in stereotypes about intelligence and so
i searched through
uses of the words genius and brilliant
so let's take a look at the results
there's a lot of information here let me
help you interpret these graphs
these are graphs for uses of the words
genius on the left
and brilliant on the right the x-axis on
both of these graphs
represents uses per millions of words of
text which might sound a little
complicated but really isn't
there's a ton of text here so to keep
the numbers on the x-axis
from being enormous and just visually
unappealing
i used this uses per millions of words
of text
but the interpretation is basically the
same the further to the right you go on
the x-axis the higher the number the
more this word
was used so that's how you can interpret
that the y-axis here displays
all of the different fields such as
philosophy music
mathematics psychology so you can look
for your own field or just
pause the video and look through them in
general if you're curious
and fields that are higher up on the
y-axis were the ones in which the words
were used the most often
the blue dots here on the slide
represent reviews of male
professors whereas the orange dots
represent reviews of female professors
so before i give you the punch line what
do you notice here
well what i found is that for every
field for which we have data
students describe their male professors
as genius and brilliant significantly
more often than they do their female
professors
and in no field was this effect reversed
even for fields where women were the
statistical majority
and this points to a stereotype in favor
of men's intelligence and against
women's intelligence
now you might be wondering does this
reflect an overall bias against women
or is the stereotype specific to
intellectual ability
well i was curious about this as well
but if you look at the
data for the terms excellent and amazing
the gender bias goes away
entirely it appears that students
believe that their female professors can
be excellent and amazing
but they believe it's mainly the male
professors who are genius and brilliant
again this is evidence of implicit bias
because students are likely not
consciously aware of this discrepancy
they're simply going online to review
their professors and they're not giving
their stereotypes any thought
so explicitly students would likely say
they don't hold a bias yet implicitly
they respond
in this way this is a common theme in
modern research on stereotypes prejudice
and discrimination now that's gender
what about race
one study found that doctors were only
60 percent as likely to suggest a
top-rated
diagnostic test for black heart patients
than for
white heart patients there's also
evidence to suggest that white men are
offered greater financial opportunities
as one example a study found that white
men were offered the best deals at used
car dealerships
white men paid 109 on average less than
white women
318 dollars less than black women
and a whopping 900 excuse me and 35
dollars
less for a used car on average than
black men now these are just two
examples out of thousands that i could
tell you about but again
it's likely the case that these doctors
and car salesmen
aren't explicitly biased but their
behavior provides evidence of
implicit bias
okay so let's finish with a brief
discussion of what leads to the
development
and perpetuation of some of these things
stereotypes prejudice and discrimination
starting with
stereotypes a factor that we've learned
about before is confirmation bias
the tendency to seek out evidence that
supports our beliefs
and to deny dismiss or distort evidence
that contradicts them
say for example that you believe women
to be bad drivers
if you're out driving for an hour you
might encounter several bad drivers
some male some female if you don't have
a stereotype against
male drivers though you might not think
much of them when they speed or make
dangerous moves but the second a female
driver
cuts you off for example you feel
vindicated as though you've found
additional evidence or proof
for your belief this reinforces your
stereotype even though in truth
many people are bad drivers regardless
of their gender
now if we used system 2 thinking which
we've learned about in a previous video
to evaluate these kinds of assumptions
and the data that we base them on
we might realize that those assumptions
are erroneous but we usually don't
and this is because we are cognitive
misers
that is we seek to use only minimal
cognitive resources
when explaining the world around us
evaluating our stereotypes takes effort
and because we generally don't go to
more effort than we deem absolutely
necessary
we don't evaluate or re-evaluate them at
all
now what causes prejudice first we have
in-group
bias which refers to the tendency to
favor
individuals from within our group over
those from outside our group
evidence from developmental psychology
suggests that this bias is innate
with young infants showing strong
preferences for example
for others who share their preferences
such as their favorite snack
and infants disliking others who do not
share their preferences for example if
the other person shows that they like a
different snack more
think of the implications for racism
sexism and so on
another factor is called the ultimate
attribution error which refers to the
assumption that behaviors
among individual members of a group are
due to their internal dispositions
out group members flaws are due to
internal factors such as their
personality or their race
whereas in group members flaws aren't
this might sound a lot like the
fundamental attribution error which
we've learned about before but it is a
bit different
think of the ultimate attribution error
as more of a
narrow case of the fundamental
attribution error applied specifically
to attributions about an
individual in relation to the group to
which they belong
along similar lines out-group
homogeneity refers to the tendency to
view all
individuals outside our group as highly
similar to one another
here think of the implications for
identifying a suspect in a police lineup
for example
but also consider this bias in relation
to the ultimate attribution error
it's a very bad combination to assume
that out group members flaws are due to
inherent factors such as their
personalities or their race
and to simultaneously assume that out
group members are all highly similar to
one another
finally scapegoating refers to the act
of blaming an out group
when the in-group experiences
frustration or is blocked from obtaining
some kind of a goal
people scapegoat because it preserves a
positive self-concept
if you believe the reason you can't get
a job is because
immigrants are taking them all well then
you don't have to come to terms with the
reality that you simply aren't qualified
or competent enough for that line of
work
now this list of causes here is by no
means all inclusive but should give you
a good idea of the
general psychological phenomena that
lead to the formation and perpetuation
of stereotypes
prejudice and discrimination
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