Physical Attractiveness Stereotyping Among Black American College Students

Cash, Thomas F.; Duncan, Nancy C.

doi:10.1080/00224545.1984.9713459

Cited by 40 publications

(16 citation statements)

References 17 publications

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“…Substantial research indicates that these "beauty is good" biases may not be as ubiquitous or unidirectional as is often assumed (Cash, 1990(Cash, , 1995Eagly et al, 1991;Feingold, 1992). Furthermore, there clearly exist negative stereotypes about and probable discrimination against attractive persons, related to perceived self-centeredness, opportunism, sexuality, and sex typing (Cash & Duncan, 1984;Cash & Janda, 1984;Dermer & Thiel, 1975;Major & Deaux, 1981). Future research should ascertain how exposure to this "corrective" or counterpresumptive information affects body image.…”

Section: Discussionmentioning

confidence: 99%

Effects of exposure to information about appearance stereotyping and discrimination on women's body images

Lavin

Cash

2000

Int. J. Eat. Disord.

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Section: Discussionmentioning

confidence: 99%

Effects of exposure to information about appearance stereotyping and discrimination on women's body images

Lavin

Cash

2000

Int. J. Eat. Disord.

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“…The skin colors that ranged from 1 (very light, cream colored) to 9 (very dark, ebony) were as follows: PMS #4685, PMS #155, PMS #466, PMS #1385, PMS #145, PMS #471, PMS #168, PMS #469, and PMS #462. Previous pilot research (Cash & Duncan, 1984) with African Americans established the highly reliable light-to-dark ordinality of these tones.…”

Section: Measures and Proceduresmentioning

confidence: 99%

Perceptions of and Preferences for Skin Color, Black Racial Identity, and Self‐Esteem Among African Americans¹

Coard

Breland

Raskin

2001

J Applied Social Pyschol

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The purpose of the present study was to examine the role of skin color (i.e., lightness–darkness), as it pertains to racial identity development theory and self‐esteem among 113 African American college students of various skin colors. Findings revealed that the sample preferred skin color of a medium tone, rather than exhibiting self‐preference for either lighter or darker skin tones. There was also a significant relationship between one's perceptions of and preferences for his or her skin color and the skin tones idealized by others (e.g., opposite gender, family). Lighter skin color was positively related to higher levels of racial identity attitudes (immersion/emersion); the more satisfied darker skinned individuals were with their skin color, the lower their self‐esteem, and gender differences existed in perceptions of others’ preferences for skin color. Implications of this study for providing therapeutic clinical services and fostering the healthy psychological development of African American men, women, and children are discussed.

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“…This adverse effect of attractiveness is most likely due to the incongruence between those personality traits assumed to be required of a successful performance and those traits which are attributed to attractive females. Recent research has confirmed that physical attractiveness can cue sex/gender sterotyping (Cash & Duncan, 1984;Cash & Janda, 1984;Deaux & Lewis, 1984;Gillen, 1981;Major & Deaux, 1981). Attractive males are perceived as more masculine than unattractive males, and attractive females are perceived as more feminine than unattractive females.…”

mentioning

confidence: 96%

The Aye of the Beholder: Susceptibility to Sexism and Beautyism in the Evaluation of Managerial Applicants¹

Cash

Kilcullen

1985

J Applied Social Pyschol

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122

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Sex‐typed college students (16 males and 16 females) and androgynous college students (16 males and 16 females) evaluated the resumes of fictitious applicants for a managerial position described as requiring interpersonal competencies. The applicant's physical attractiveness, qualifications, and sex were systematically varied in the resumes. Five‐way analyses of variance were performed on the hiring decisions about the applicants and the perceived attractiveness, masculinity, femininity, and social desirability of the applicants. Hiring preferences were shown for attractive over unattractive applicants, for wellqualified over less qualified applicants, and among these preferred groups, males were favored over females. The subject's sex‐role orientation predictably moderated the effect of the applicant's attractiveness but not the effect of the applicant's sex. Sex‐typed subjects committed “beautyism” more than androgynous subjects did. The applicants' sex, qualifications, and attractiveness affected how they were perceived in terms of sex‐role attributes as well as sex‐irrelevant, socially desirable traits. Theoretical implications and suggestions for further research are discussed.

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Physical Attractiveness Stereotyping Among Black American College Students

Cited by 40 publications

References 17 publications

Effects of exposure to information about appearance stereotyping and discrimination on women's body images

Effects of exposure to information about appearance stereotyping and discrimination on women's body images

Perceptions of and Preferences for Skin Color, Black Racial Identity, and Self‐Esteem Among African Americans¹

The Aye of the Beholder: Susceptibility to Sexism and Beautyism in the Evaluation of Managerial Applicants¹

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Physical Attractiveness Stereotyping Among Black American College Students

Cited by 40 publications

References 17 publications

Effects of exposure to information about appearance stereotyping and discrimination on women's body images

Effects of exposure to information about appearance stereotyping and discrimination on women's body images

Perceptions of and Preferences for Skin Color, Black Racial Identity, and Self‐Esteem Among African Americans1

The Aye of the Beholder: Susceptibility to Sexism and Beautyism in the Evaluation of Managerial Applicants1

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Perceptions of and Preferences for Skin Color, Black Racial Identity, and Self‐Esteem Among African Americans¹

The Aye of the Beholder: Susceptibility to Sexism and Beautyism in the Evaluation of Managerial Applicants¹