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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
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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
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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
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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
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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
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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
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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
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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
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Intergroup Contact Conditions of Success for intergroup contact theory
Equal status Cooperation Acquaintance potential Institutional Support s.saterfield, 2006
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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
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Intergroup Contact Intergroup contact theory—three models
Personalization model Salient categorization model Common group identity model s.saterfield, 2006
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Educational Interventions
School Desegregation Cooperative Learning Multicultural and Anti-Bias Education s.saterfield, 2006
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Affirmative Action Valuing Diversity Managing Diversity
Workplace Intervention Affirmative Action Valuing Diversity Managing Diversity s.saterfield, 2006
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Color Blindness Multiculturalism
What Should Be Our Goal? Color Blindness Multiculturalism s.saterfield, 2006
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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
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