John F. Dovidio

Science faculty’s subtle gender biases favor male students

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student—who was randomly assigned either a male or female name—for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants’ preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science.

The Immigration Dilemma: The Role of Perceived Group Competition, Ethnic Prejudice, and National Identity

In this article, we discuss the role of perceived competition for resources in determining negative attitudes toward immigrants and immigration in North America. We first provide background information on immigration policies and levels of immigration to Canada and the United States. Following an overview of our theoretical perspective, we then describe the research we have conducted in Canada and the United States indicating that perceived zero-sum competition between groups, whether situationally induced or a function of chronic belief in zero-sum relations among groups, is strongly implicated in negative immigration attitudes. In addition, we describe our recent attempts to improve attitudes toward immigrants and immigration through the targeting of zero-sum beliefs and through manipulations of the inclusiveness of national identity.

Intergroup Contact: The Past, Present, and the Future

The Contact Hypothesis has long been considered one of psychology’s most effective strategies for improving intergroup relations. In this article, we review the history of the development of the Contact Hypothesis, and then we examine recent developments in this area. Specifically, we consider the conditions that are required for successful contact to occur (e.g. cooperation), investigate basic psychological processes that may mediate the consequent reductions in bias (e.g. decreased intergroup anxiety, increased common group representations), and explore factors that can facilitate the generalization of the benefits of intergroup contact in terms of more positive attitudes toward the outgroup as a whole (e.g. increased group salience). We conclude by outlining the contents of the contributions to this Special Issue on Intergroup Contact, highlighting common themes, and identifying findings that suggest directions for future research.

Racial stereotypes: The contents of their cognitive representations ☆

Abstract This research investigated the nature of contemporary racial stereotypes and their role in social cognition. A priming experiment was conducted in which racial categories (black, white) were presented as primes, and positive and negative black and white stereotypic words were presented as test stimuli. Subjects were asked to indicate (by pressing a response key) whether the test word characteristic could “ever be true” of the prime category or was “always false,” and reaction time was recorded. As predicted, primes of black and white most facilitated response to traits stereotypically attributed to these social groups. Thus, there appear to be important similarities between the information processing of object categories and the representation and use of stereotypes in social categorization. In addition, responses to the positive and negative evaluative words suggest that positive traits are more strongly associated with whites than with blacks, and negative characteristics are more strongly associated with blacks than with whites. Implications of these findings for social cognition, racial attitudes, and nonreactive measurement are discussed.

Why can't we just get along? Interpersonal biases and interracial distrust

The authors review a series of studies that illustrate how one form of contemporary racial bias of Whites, aversive racism, can shape different perspectives of Blacks and Whites in ways that can undermine race relations. This research demonstrates that contemporary racism among Whites is subtle, often unintentional, and unconscious but that its effects are systematically damaging to race relations by fostering miscommunication and distrust. In particular, the authors examine the effects of aversive racism on outcomes for Blacks (e.g., in selection decisions), on the ways that Whites behave in interracial interactions, in the impressions that Whites and Blacks form of each other in these interactions, and on the task efficiency of interracial dyads.

On the Nature of Contemporary Prejudice: The Third Wave

This article examines how social and historical developments have influenced the intellectual climate surrounding the study of prejudice and illustrates how these advances are reflected in the study of one type of racial bias, aversive racism. Three waves of research are identified. In the first wave, prejudice was assumed to reflect psychopathology. In the second, it was viewed as rooted in normal processes. The third wave emphasizes the multidimensional aspect of prejudice and takes advantage of new technologies to study processes that were earlier hypothesized but not directly measurable. Research on aversive racism is presented to demonstrate the transition of research across the second and third waves and to show how unconscious biases can significantly influence race relations.

Formal and Interpersonal Discrimination: A Field Study of Bias Toward Homosexual Applicants

The current research studies discrimination from the perspective of people in stigmatized roles in actual employment settings. Confederates, who were portrayed as being homosexual or not, applied for jobs at local stores. Measures of formal bias (e.g., job offers), interpersonal behavior (e.g., length of interactions), and perceptions of bias (e.g., anticipated job offers by applicants) were assessed. Although confederates portrayed as homosexual were not discriminated against in formal ways relative to confederate applicants not presented as gay, they were responded to significantly more negatively in interpersonal ways. Moreover, there was a stronger relationship between interpersonal treatment and anticipated employment actions for confederates than there was between interpersonal responses and actual job offers by employers. These findings reveal the dynamics of the development of different impressions and expectations by stigmatizers and targets. Theoretical and practical implications are considered.

Power Displays Between Women and Men in Discussions of Gender-Linked Tasks: A Multichannel Study

We conducted a multichannel investigation of how gender-based familiarity moderates verbal and nonverbal behaviors between men and women. Undergraduates in 24 mixed-sex dyads discussed masculine, feminine, and non-gender-linked topics. The primary dependent variables were verbal and nonverbal behaviors related to social power. The verbal behaviors examined were speech initiations and total amount of speech; the nonverbal behaviors studied were visual behavior (while speaking and while listening), gesturing, chin thrusts, and smiling. As expected, systematic differences in the behaviors of men and women emerged on the gender-linked tasks. On the masculine task men displayed more verbal and nonverbal power-related behavior than did women. On the feminine task women exhibited more power than men on most of the verbal and nonverbal measures. Also as predicted, on the non-gender-linked task men displayed greater power both verbally and non verbally than did women. There were two exceptions to this overall pattern. Across all conditions, women smiled more often than did men, and men had a higher frequency of chin thrusts than did women.

Disparities and distrust: The implications of psychological processes for understanding racial disparities in health and health care

This paper explores the role of racial bias toward Blacks in interracial relations, and in racial disparities in health care in the United States. Our analyses of these issues focuses primarily on studies of prejudice published in the past 10 years and on health disparity research published since the report of the US Institute of Medicine (IOM) Panel on Racial and Ethnic Disparities in Health Care in 2003. Recent social psychological research reveals that racial biases occur implicitly, without intention or awareness, as well as explicitly, and these implicit biases have implications for understanding how interracial interactions frequently produce mistrust. We further illustrate how this perspective can illuminate and integrate findings from research on disparities and biases in health care, addressing the orientations of both providers and patients. We conclude by considering future directions for research and intervention.

Reducing Racial Bias Among Health Care Providers: Lessons from Social-Cognitive Psychology

The paper sets forth a set of evidence-based recommendations for interventions to combat unintentional bias among health care providers, drawing upon theory and research in social cognitive psychology. Our primary aim is to provide a framework that outlines strategies and skills, which can be taught to medical trainees and practicing physicians, to prevent unconscious racial attitudes and stereotypes from negatively influencing the course and outcomes of clinical encounters. These strategies and skills are designed to: l) enhance internal motivation to reduce bias, while avoiding external pressure; 2) increase understanding about the psychological basis of bias; 3) enhance providers’ confidence in their ability to successfully interact with socially dissimilar patients; 4) enhance emotional regulation skills; and 5) improve the ability to build partnerships with patients. We emphasize the need for programs to provide a nonthreatening environment in which to practice new skills and the need to avoid making providers ashamed of having racial, ethnic, or cultural stereotypes. These recommendations are also intended to provide a springboard for research on interventions to reduce unintentional racial bias in health care.