1. Prepared by S. Saterfield
Reducing Prejudice and Discrimination
Chapter 12
Prepared by S. Saterfield
From The Psychology of Prejudice and Discrimination, Whitley and Kite, 2006
s.saterfield, 2006

2. Changes within the individual Approaches
Individual Level Processes
Changes within the individual Approaches
Stereotype Suppression— replacing stereotypical thoughts with non-prejudiced thoughts
Self-regulation—people learn to recognize situational cues that alert them to possibly acting prejudice
Value confrontation—people are made aware of contradictions between egalitarian values and their prejudiced thoughts or behaviors
s.saterfield, 2006

3. Changes within the individual Approaches
Individual Level Processes
Changes within the individual Approaches
Stereotype Suppression— replacing stereotypical thoughts with non-prejudiced thoughts
Rebound Effect
Stereotype Rebound
s.saterfield, 2006

4. Changes within the individual Approaches
Individual Level Processes
Changes within the individual Approaches
Self-regulation—people learn to recognize situational cues that alert them to possibly acting prejudice
Replace the prejudiced response with an appropriate responses
Developing cues for the control of prejudice
Using cues to control prejudice
Automatic control of prejudice
s.saterfield, 2006

5. Changes within the individual Approaches
Individual Level Processes
Changes within the individual Approaches
Value confrontation—people are made aware of contradictions between egalitarian values and their prejudiced thoughts or behaviors
Calls peoples attention to the contradictions implied by placing a high value on freedom while placing low value on equality.
s.saterfield, 2006

6. Intergroup Contact
Longest standing approach –Intergroup contact theory
Contact between members of different groups can lead to a reduction of prejudice on both sides
s.saterfield, 2006

7. Intergroup Contact Contact hypothesis:
Interaction between people changes their beliefs and feelings toward each other....thus, if only one had the opportunity to communicate with others and appreciate their way of life, understanding and reduction of prejudice would follow.
s.saterfield, 2006

8. Intergroup Contact Conditions of Success for intergroup contact theory
To reduce prejudice—four conditions must be met Allport (1954)
Members of each group must have equal status
Groups must work cooperatively to achieve common goals
Situation must allow participants to get to know each other as individuals
Intergroup effort must have the support of authorities, law, or customs
s.saterfield, 2006

9. Intergroup Contact Conditions of Success for intergroup contact theory
Equal status
Cooperation
Acquaintance potential
Institutional Support
s.saterfield, 2006

10. Intergroup Contact Effectiveness of Intergroup Contact
Types of changes produced
Reducing cognitive and emotional changes
Reducing expectations of negative interaction
Reducing intergroup anxiety
Cognitive Dissonance
Limiting factors
Meet all necessary conditions for successful intergroup contact
Limiting preexisting intergroup attitudes
s.saterfield, 2006

11. Intergroup Contact Intergroup contact theory—three models
Personalization model
Salient categorization model
Common group identity model
s.saterfield, 2006

12. Educational Interventions
School Desegregation
Cooperative Learning
Multicultural and Anti-Bias Education
s.saterfield, 2006

13. Affirmative Action Valuing Diversity Managing Diversity
Workplace Intervention
Affirmative Action
Valuing Diversity
Managing Diversity
s.saterfield, 2006

14. Color Blindness Multiculturalism
What Should Be Our Goal?
Color Blindness
Multiculturalism
s.saterfield, 2006

15. Influencing Your Own Attitude Influencing Other People’s Attitudes
What You Can Do To Reduce Prejudice
Influencing Your Own Attitude
Influencing Other People’s Attitudes
s.saterfield, 2006