When we meet strangers we automatically process three pieces of information about them: their race, gender, and age (Ito & Urland, 2003). Why are these aspects of an unfamiliar person so important? Why don’t we instead notice whether their eyes are friendly, whether they are smiling, their height, the type of clothes they are wearing? Although these secondary characteristics are important in forming a first impression of a stranger, the social categories of race, gender, and age provide a wealth of information about an individual. This information, however, often is based on stereotypes. We may have different expectations of strangers depending on their race, gender, and age. What stereotypes and prejudices do you hold about people who are from a race, gender, and age group different from your own? Racism Racism is prejudice and discrimination against an individual based solely on one’s membership in a specific racial group (such as toward African Americans, Asian Americans, Latinos, Native Americans, European Americans). What are some stereotypes of various racial or ethnic groups? Research suggests cultural stereotypes for Asian Americans include cold, sly, and intelligent; for Latinos, cold and unintelligent; for European Americans, cold and intelligent; and for African Americans, aggressive, athletic, and more likely to be law breakers (Devine & Elliot, 1995; Fiske, Cuddy, Glick, & Xu, 2002; Sommers & Ellsworth, 2000; Dixon & Linz, 2000). Racism exists for many racial and ethnic groups. For example, Black people are significantly more likely to have their vehicles searched during traffic stops than White people, particularly when Black people are driving in predominately White neighborhoods, a phenomenon often termed “DWB” or “driving while Black” (Rojek, Rosenfeld, & Decker, 2012). Mexican Americans and other Latino groups also are targets of racism from the police and other members of the community. For example, when purchasing items with a personal check, Latino shoppers are more likely than White shoppers to be asked to show formal identification (Dovidio et al., 2010). In one case of alleged harassment by the police, several East Haven, Connecticut, police officers were arrested on federal charges due to reportedly continued harassment and brutalization of Latinos. When the accusations came out, the mayor of East Haven was asked, “What are you doing for the Latino community today?” The Mayor responded, “I might have tacos when I go home, I’m not quite sure yet” (“East Haven Mayor,” 2012). This statement undermines the important issue of racial profiling and police harassment of Latinos, while belittling Latino culture by emphasizing an interest in a food product stereotypically associated with Latinos. Racism is prevalent toward many other groups in the United States including Native Americans, Arab Americans, Jewish Americans, and Asian Americans. Have you experienced or witnessed racism toward any of these racial or ethnic groups? Are you aware of racism in your community? One reason modern forms of racism, and prejudice in general, are hard to detect is related to the dual attitudes model (Wilson, Lindsey, & Schooler, 2000). Humans have two forms of attitudes: explicit attitudes, which are conscious and controllable, and implicit attitudes, which are unconscious and uncontrollable (Devine, 1989; Olson & Fazio, 2003). Because holding egalitarian views is socially desirable (Plant & Devine, 1998), most people do not show extreme racial bias or other prejudices on measures of their explicit attitudes. However, measures of implicit attitudes often show evidence of mild to strong racial bias or other prejudices (Greenwald, McGee, & Schwartz, 1998; Olson & Fazio, 2003). Sexism Sexism is prejudice and discrimination toward individuals based on their sex. Typically, sexism takes the form of men holding biases against women, but anyone can show sexism toward their own or the other sex. Like racism, sexism may be subtle and difficult to detect. Common forms of sexism in modern society include gender role expectations, such as expecting women to be the caretakers of the household. Sexism also includes people’s expectations for how members of a gender group should behave. For example, women are expected to be friendly, passive, and nurturing, and when women behave in an unfriendly, assertive, or neglectful manner they often are disliked for violating their gender role (Rudman, 1998). Research by Laurie Rudman (1998) finds that when female job applicants self-promote, they are likely to be viewed as competent, but they may be disliked and are less likely to be hired because they violated gender expectations for modesty. In this way, women are sometimes blamed for wage and employment inequality, but they would be viewed negatively for trying to overcome them, a phenomenon sometimes referred to as the double bind. Sexism can exist on a societal level such as in hiring, employment opportunities, and education. Women are less likely to be hired or promoted in male-dominated professions such as engineering, aviation, and construction (Figure 12.22) (Blau, Ferber, & Winkler, 2010; Ceci & Williams, 2011). Have you ever experienced or witnessed sexism? Think about your family members’ jobs or careers. Why do you think there are differences in the jobs women and men have, such as more women nurses but more male surgeons (Betz, 2008)? Figure 12.22 Women now have many jobs previously closed to them, though they still face challenges in men-dominated occupations. (credit: "The National Guard"/Flickr) Ageism People often form judgments and hold expectations about people based on their age. These judgments and expectations can lead to ageism, or prejudice and discrimination toward individuals based solely on their age. Think of expectations you hold for older adults. How could someone’s expectations influence the feelings they hold toward individuals from older age groups? Ageism is widespread in U.S. culture (Nosek, 2005), and a common ageist attitude toward older adults is that they are incompetent, physically weak, and slow (Greenberg, Schimel, & Martens, 2002) and some people consider older adults less attractive. Chang, Kannoth, Levy, Wang, Lee, and Levy (2020) reported on relationships between ageism and health outcomes over a 40-year-plus period from countries around the world. Across 11 health domains, people over 50 were likely to experience ageism most often in the form of being denied access to health services and work opportunities. Some cultures, however, including some Asian, Latino, and African American cultures, both outside and within the United States afford older adults respect and honor. Typically, ageism occurs against older adults, but ageism also can occur toward younger adults. What expectations do you hold toward younger people? Does society expect younger adults to be immature and irresponsible? Are younger generations seen as having it too easy or having weaker characters than older generations? Raymer, Reed, Spiegel, and Purvanova (2017) examined ageism against younger workers. They found that older workers endorsed negative stereotypes of younger workers, believing that they had more work deficit characteristics (including perceptions of incompetence). How might these forms of ageism affect a younger and older adult who are applying for a sales clerk position? Homophobia and Transphobia Another form of prejudice is homophobia: an umbrella term referring to prejudice and discrimination of individuals based solely on their sexual orientation, which is often applied to bisexual, lesbian, gay, and other non-heterosexual people. Transphobia is the hatred or fear of those who are perceived to break or blur stereotypical gender roles, often expressed as stereotyping, discrimination, harassment and/or violence. Like ageism, homophobia is a widespread prejudice in U.S. society that is tolerated by many people (Herek & McLemore, 2013; Nosek, 2005). Negative feelings often result in discrimination, such as the exclusion of lesbian, gay, bisexual, transgender, and queer (LGBTQ+) people from social groups and the avoidance of LGBTQ+ neighbors and co-workers. This discrimination also extends to employers deliberately declining to hire qualified LGBTQ+ job applicants, a practice officially outlawed by a 2020 Surpreme Court decision but which remains a significant issue. Have you experienced or witnessed homophobia? If so, what stereotypes, prejudiced attitudes, and discrimination were evident?