PSYC12-Lecture1.pdf - PSYC12 u2013 Lecture 1 u2013 SEPT...

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PSYC12 Lecture 1 SEPT 14 Slide 1 Slide 2 -bc of the way the human brain is wired we categorize people, automatically, as soon as we encounter people -these categorizations may not be accurate but they act as cues to make us feel like we know stuff about the people we encounter Slide 3 - it’s so dif ficult to control stereotyping and prejudice bc it happens so quickly -by the time you see someone you have already experienced a gut level reaction to them - ERP work suggests that ppl’s brains exhibit differences in neural activation in response to looking to people of different ages, races, and sexes -these responses can be noted as little as 100 milliseconds after seeing someone Slide 4 -these implicit gut level reactions tend perpetuate a modern form of prejudice which is difficult to combat Slide 5 -even people who are motivated to think of themselves as being fair minded and non-prejudice may often feel an instant negative aversive reaction when interacting with those of different ages, races, weights, genders… -why? That those motivated to be non-prejudice still harbor negative gut level reactions QSN: Even people who are motivated to think of themselves as fair-minded & non- prejudiced may feel an instant negative reaction when interacting with those of different races, sexes, ages, weights, etc. -some subtle messages in our culture that tend to evoke prejudice and racism at an unconscious level -lack of exposure to members of different groups -may as well evoke pre- existing prejudicial tendencies that people don’t want to have but they do -no matter where it comes from, once someone has felt a gut-level reaction to someone bc of their gender, race, etc… - they may be motivated to justify their aversive reaction to the person was about something else - e.g., “I just don’t like this person” -rather than allowing for the discomfort that entailed was their own prejudice -this can contribute to inequalities in groups among society -e.g., job hiring based on ambiguous differences among candidates’ people need to make a gut level decision about who they like more -who feels more prepared? Confident? Best fit?
-bc of this phenomenon of aversive racism or prejudice, you can imagine that often times those who don’t want to be bias, end up engaging in bias actions against their will and this has a significant impact on perpetuating inequalities in society Slide 6 Study this aversive racism impacted hiring decisions -2002 -authors investigated how white American participants (either high or low in prejudice) would justify biased decisions against participants of other races in selection procedures -had participants evaluate mock applicants for college admissions -the potential applicants had either very strong or weak records, or mixed qualifications (applicant’s good in some dimensions, not so good in other dimensions) -who is the best applicant? Deserving of position in the college Found: when applicants had either really strong or really weak profiles, no prejudice was shown

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