Not Always Black and White: The Effect of Race and Emotional Expression on Implicit Attitudes

Steele, Jennifer R.; George, Meghan; Cease, Margaret K.; Fabri, Tracy L.; Schlosser, Jacob

doi:10.1521/soco.2018.36.5.534

Cited by 9 publications

(15 citation statements)

References 51 publications

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“…There is extensive research to suggest, however, that for adults, racial categorization is not inevitable. For example, targets were not spontaneously categorized by race when adults were cognitively busy (Gilbert & Hixon, ), or when contextual cues or personal motivations encouraged adults to categorize targets by a competing identity (Macrae, Bodenhausen, & Milne, ; Mitchell, Nosek, & Banaji, ; Sinclair & Kunda, ; Steele, George, Cease, Fabri, & Schlosser, ). In addition, both theory and research suggest that while children can categorize others by race when asked to do so, they may not consistently use race as a psychologically meaningful basis for grouping others (Pauker, Williams, & Steele, , ).…”

Section: Implicit Attitudesmentioning

confidence: 99%

“…In addition, both theory and research suggest that while children can categorize others by race when asked to do so, they may not consistently use race as a psychologically meaningful basis for grouping others (Pauker, Williams, & Steele, , ). For example, when presented with a picture of Barack Obama, children may spontaneously categorize him by profession (“he was the president”) and not by his race (see Lipman, Steele, & Williams, ; Mitchell et al., ; Steele et al., ).…”

Section: Implicit Attitudesmentioning

confidence: 99%

“…Given that we were presenting adult men with neutral emotional expressions, we were able to test the possibility that both older and younger children would fail to show implicit positivity in response to these adult racial ingroup members when not required to categorize the targets by race. We made this prediction as these adult faces might appear serious or stern to children, eliciting more ambivalent affective responses to these racial ingroup exemplars, even among young children for whom race is typically quite salient (see also Steele et al., ; Williams et al., ). However, we anticipated that when required to categorize these faces by race, as was the case when completing the Child IAT, racial bias would again emerge, even in response to adult men with neutral emotional expressions.…”

Section: Studymentioning

confidence: 99%

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Examining Children's Implicit Racial Attitudes Using Exemplar and Category‐Based Measures

Williams

Steele

2017

Child Development

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The goal of this research was to examine children's implicit racial attitudes. Across three studies, a total of 359 White 5- to 12-year-olds completed child-friendly exemplar (Affective Priming Task; Affect Misattribution Procedure) and category-based (Implicit Association Test) implicit measures of racial attitudes. Younger children (5- to 8-year-olds) showed automatic ingroup positivity toward White child exemplars, whereas older children (9- to 12-year-olds) did not. Children also showed no evidence of automatic negativity toward Black exemplars, despite demonstrating consistent pro-White versus Black bias on the category-based measure. Together, the results suggest that (a) implicit ingroup and outgroup attitudes can follow distinct developmental trajectories, and (b) the spontaneous activation of implicit intergroup attitudes can depend on the salience of race.

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Section: Implicit Attitudesmentioning

confidence: 99%

Section: Implicit Attitudesmentioning

confidence: 99%

Section: Studymentioning

confidence: 99%

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Examining Children's Implicit Racial Attitudes Using Exemplar and Category‐Based Measures

Williams

Steele

2017

Child Development

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“…Research also suggests that these types of findings extend to spontaneously activated attitudes. Studies suggest that focusing on one of targets’ multiple categories can directly impact the implicit attitudes that are activated for perceivers (Barden, Maddux, Petty, & Brewer, 2004; Mitchell, Nosek, & Banaji, 2003; Steele, George, Cease, Fabri, & Schlosser, 2017; Wittenbrink, Judd, & Park, 2001). For example, across several studies, participants had more favourable implicit attitudes toward liked Black athletes relative to disliked White politicians when they were categorized by their occupation as opposed to by their race (Mitchell et al, 2003).…”

Section: Multiple Identities and Person Perceptionmentioning

confidence: 99%

Identical applicant but different outcomes: The impact of gender versus race salience in hiring

Rattan

Steele

Ambady

2017

Group Processes & Intergroup Relations

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People belong to multiple social groups, which may have conflicting stereotypic associations. A manager evaluating an Asian woman for a computer programming job could be influenced by negative gender stereotypes or by positive racial stereotypes. We hypothesized that evaluations of job candidates can depend upon what social group is more salient, even when both are apparent. In three studies, using student (Study 1) and non-student (Studies 2 and 3) samples, we compared ratings of an Asian-American female applicant, after subtly making her race or gender salient in stereotypically male employment contexts. Consistent with our predictions, we found evidence that men rated her as more skilled (Studies 1 and 3), more hirable (Studies 1-3), and offered her more pay (Study 2) in science and technology-related positions when her race, rather than gender, was salient. The theoretical implications for person perception and practical implications in employment contexts are discussed. Identical applicant but different outcomes 4 Identical applicant but different outcomes: The impact of gender versus race salience in hiring Imagine a hiring manager at a technology company who is evaluating applications for a computer programming position. One applicant is an Asian-American woman. How might this applicant's social group memberships affect the hiring manager's evaluation of her and his hiring decision? Controlled experiments have consistently documented gender bias against women in stereotypically male employment contexts, including management as well as science, technology, engineering, and math (STEM) fields, on outcomes ranging from ratings of women's suitability for a job to salary offers (Davidson & Burke, 2000; Moss

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“…In relation to a person’s group status, previous research has shown participants to have an in-group bias when evaluating people of various groups. All else being equal, we tend to prefer, and evaluate in a more positive manner, in-group members compared to out-group members (e.g., Sofer et al., 2017; Steele et al., 2018; Zebrowitz, Bronstad, et al., 2007). For the current research, this in-group bias would suggest that target evaluations would be influenced by the interaction of participant ethnic category and target ethnicity.…”

Section: Introductionmentioning

confidence: 99%

How Ethnicity, Expression, and Study Design Influence First Impressions of Approachability

Trent

Ferguson

2020

Psychol Rep

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Over two studies, participants (total N = 642) rated a community sample of photographs of Black, East Asian, and White males who were smiling or portraying a neutral expression to see how participant ethnicity, target ethnicity, and target expression influence judgments of approachability (i.e., trustworthiness, friendliness, and threat). We also examined how a commonly used study design, in which each participant is asked to evaluate different groups of people, may motivate participants to adjust their ratings in an effort to avoid appearing biased. Results showed that the White participant group tended to rate smiling targets as friendlier (Studies 1 and 2) and more trustworthy (Study 1) than did the non-White participant group, which could be due to cultural differences based on majority versus minority status among the participants. In addition, the White participant group tended to rate White targets more positively than did the non-White participant group, suggesting an in-group bias. Finally, differences in results between Studies 1 and 2 suggest that study design can influence the degree of bias responding, highlighting the importance of incorporating a diversity of methods to better understand first impression judgments.

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Not Always Black and White: The Effect of Race and Emotional Expression on Implicit Attitudes

Cited by 9 publications

References 51 publications

Examining Children's Implicit Racial Attitudes Using Exemplar and Category‐Based Measures

Examining Children's Implicit Racial Attitudes Using Exemplar and Category‐Based Measures

Identical applicant but different outcomes: The impact of gender versus race salience in hiring

How Ethnicity, Expression, and Study Design Influence First Impressions of Approachability

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