Assessing Stereotypes of Black and White Managers: A Diagnostic Ratio Approach

Abstract

This study investigated whether racial group membership is diagnostic in predicting the characteristics ascribed to managers. Scales were created to examine the work‐relevant racial stereotypes of Black and White managers. Following the diagnostic ratio approach to assessing stereotypes, participants rated the likelihood that characteristics from each scale were descriptive of Black and White managers. We found that White managers were stereotyped as more competent, ambitious, and manipulative; whereas Black managers were stereotyped as more interpersonally skilled and less polished. Additionally, we examined whether success information would ameliorate the effects of these stereotypes. Once success information was made explicit, differences in the achievement‐oriented scales (competence and ambition) were eliminated. However, differences in the social‐oriented scales (interpersonally skilled, manipulative, unpolished) still persisted.

Subtle and Overt Behaviors Toward Ethnic Minority Leaders and the Moderating Role of Competence

“…Second, according to the SCM, African Americans in general are stereotyped as fairly low in competence and moderately warm (Fiske et al, 2002). These perceptions have been found to extend to leadership positions, as one study found that White managers are stereotyped as being more competent and ambitious than African American managers (Block, Aumann, & Chelin, 2012).…”

“…While stereotypes of African Americans include lower levels of competence, they also include moderate levels of warmth and a study found that African American managers (in general) are perceived as interpersonally skilled (Block et al, 2012). Thus, the stereotypes of African American leaders may be ambivalent such that these individuals are expected to be less competent but also interpersonally warm which would likely engender more interpersonal positivity and warmth.…”

Fair Play: A Study of Scientific Workforce Trainers’ Experience Playing an Educational Video Game about Racial Bias

“…, 2003 ; Bertrand and Mullainathan, 2004 ; Harper and Hurtado, 2007 ; National Academy of Sciences, National Academy of Engineering, Institute of Medicine, 2007 ; Smith et al. , 2007 ; Sue et al ., 2008 ; Sue, 2010 ; McCabe, 2009 ; Block et al. , 2012 ; Muhs et al.…”

“…Experimental studies show that discrimination from subtle bias, however inadvertent and unintentional, can take many forms: it can present as peers, colleagues, and evaluators holding Blacks to higher standards to confirm their job competence (e.g., by needing to show a greater number of skills or accomplishments; i.e., “competency proving”; Biernat and Kobrynowicz, 1997 ); attributing their accomplishments to others or to luck (i.e., “attributional rationalization”; Blair et al. , 2013 ; Block et al. , 2012 ; Haynes and Heilman, 2013 ); mistaking them for other members of their racial group (i.e., “failure to differentiate”; Ackerman et al.…”

“…, 2007 ; Sue et al. , 2008 ; Sue, 2010 ; McCabe, 2009 ; Block et al. , 2012 ; Muhs et al ., 2012 ; NRC, 2013 ).…”