Tracie L. Stewart

Yes We Can! Prejudice Reduction Through Seeing (Inequality) and Believing (in Social Change)

We investigated the effect of differential perceived efficacy to reduce racial inequality (in the context of increased awareness of illegitimate in-group advantages) on White Americans’ intergroup attitudes and antidiscrimination behavior. White American university students read a passage describing the underrepresentation of African Americans in their university’s faculty and then wrote letters to the university administration in support of appointing more African Americans to the faculty. We experimentally varied feedback concerning efficacy to change institutional racism. Before writing their letters, participants were told that there was a low, moderate, or high chance that their efforts would be effective. Later in the experiment, participants’ perceived efficacy to influence their university system was measured. Intergroup attitudes improved and antidiscrimination actions increased among participants with higher perceived efficacy in comparison with participants with low perceived efficacy. Collective guilt partially mediated the effects of efficacy beliefs on antidiscrimination actions and fully mediated the effects of efficacy beliefs on intergroup attitudes.

Epilepsy stigma and stigma by association in the workplace

In the first experimental study of epilepsy-based discrimination in the workplace, we examined the influence of stigmatization on the workplace outcomes of hypothetical employees who were associated with epilepsy, but who did not have epilepsy themselves (stigma by association). Participants (40 women, 16 men), acting as employers, evaluated one of six randomly assigned employee work portfolios that were identical except that the employee was either male or female and had taken leave during the past year to care for a child with either epilepsy or asthma, or for whom no leave was mentioned. They then evaluated the employee and made recommendations concerning the employees workplace rewards (promotion, raise) and penalties (job termination). Work quality evaluation was similar across conditions. However, parents of a child with epilepsy received fewer workplace rewards and greater workplace penalties than did employees in the other conditions. Implications for mental health and antibias interventions are discussed.

Gender Biases in (Inter) Action: The Role of Interviewers' and Applicants' Implicit and Explicit Stereotypes in Predicting Women's Job Interview Outcomes

Although explicit stereotypes of women in the workplace have become increasingly positive, negative stereotypes persist at an implicit level, with women being more likely associated with incompetent—and men with competent—managerial traits. Drawing upon work on self-fulfilling prophecies and interracial interactions, we investigated whether and how implicit and explicit gender stereotypes held by both male interviewers and female applicants predicted women’s interview outcomes. Thirty male interviewers conducted mock job interviews with 30 female applicants. Before the interview, we measured interviewers’ and applicants’ implicit and explicit gender stereotypes. The interviewers’ and applicants’ implicit stereotypes independently predicted external evaluations of the performance of female applicants. Whereas female applicants’ higher implicit stereotypes directly predicted lower performance, male interviewers’ implicit stereotypes indirectly impaired female applicants’ performance through lower evaluations by the interviewer and lower self-evaluations by the applicant. Moreover, having an interviewer who was at the same time high in implicit and low in explicit stereotypes predicted the lowest performance of female applicants. Our findings highlight the importance of taking into account both implicit and explicit gender stereotypes in mixed-gender interactions and point to ways to reduce the negative effects of gender stereotypes in job interviews. Additional online materials for this article are available to PWQ subscribers on PWQ’s website at http://pwq.sagepub.com/supplemental .

Meaning and Automatic Stereotyping: Advancing an Agenda for Research

Perceived meaning in life positively and significantly correlates with adaptive characteristics such as cognitive flexibility, altruism, self-transcendence, social relatedness, and values-directed behavior. Furthermore, one recent study has evidenced that perceived meaning in life is related to automatic stereotyping—the spontaneous activation of often-negative beliefs about a particular group of people. In this case greater perceived meaning was associated with less automatic stereotyping. Despite the significant implications of these initial findings, there is no systematic research that has been conducted with regard to better understanding how perceived meaning and automatic stereotyping relate to one another. The purpose of the present chapter is to advance a research agenda for the integration of what has up to this point been two separate areas of scientific inquiry. Thus, we argue for the inclusion of perceived meaning in studies of automatic stereotyping, advocating for the potential benefits that perceived meaning in life offers with respect to adaptive social interactions, and with particular regard to less automatic stereotyping. Researchers are encouraged to consider new lines of empirical inquiry that expand the science of perceived meaning, advancing our understanding of the concept as well as potential applications for a broad spectrum of intrapersonal and interpersonal processes.

The effect of attitude toward women on the relative individuation of women and men is mediated by perceived gender subgroups

The present study investigated whether a differential number of perceived subgroups for men and women mediated the previous finding that men and women with more traditional attitudes concerning womens roles individuate men more than women, whereas individuals with less traditional attitudes better individuate women (Stewart, Vassar, Sanchez, & David, 2000). Participants were asked to recall traits of 2 male and 2 female targets described to them. Comparison of memory errors for male vs female targets indicated relative individuation of men and women. Participants also generated subgroups of men and women and indicated their familiarity with these groups. As predicted, relative number of subgroups but not differential familiarity mediated the relationship between attitudes and relative individuation of men and women. More complex representations of women are proposed to facilitate organization of information about new members of this group.

People Like Us: Dominance-oriented Racial Affiliation Preferences and the White Greek System on a Southern U.S. Campus

ABSTRACT Studying in-group affiliation preferences can be a valuable tool for understanding race relations in the contemporary United States. We draw on theories of social dominance and social identity to analyze racial attitudes, as measured by the Social Distance Scale, for a subset of black and white students at the University of Mississippi. While both black and white students expressed strong in-group preference, this preference was stronger for whites than for blacks, especially for white women presently affiliated or planning to affiliate with campus Greek organizations. Social dominance orientation, a measure describing whether social inequalities are accepted and justified, mediated the greater in-group preference of many whites, especially for intimate or high-power relationships. We discuss possible individual and institutional causes for the differences we observe, and we draw implications for understanding continued self-segregation both on- and off-campus in a society that implicitly, and sometimes explicitly, espouses “color-blind” ideals.