Understanding Prejudice: Attitudes, Beliefs, and Behaviors

Exam Tip: If a question asks you to identify the "affective" component of prejudice, look for words describing feelings or attitudes. If it asks for the "cognitive" component, look for beliefs or knowledge. If it asks for the "behavioral" component, look for actions.

Awareness: Explicit vs. Implicit Prejudice

Not all prejudice is visible or even recognized by the person holding it. Psychologists distinguish between two levels of awareness:

• Explicit Prejudice: These are attitudes and behaviors that an individual is consciously aware of. Because they are conscious, these prejudices can theoretically be controlled if the individual makes a deliberate effort to change.
• Implicit Prejudice: These are unconscious attitudes or behaviors that individuals hold without being aware of them. A person may believe they are being fair and unbiased, yet still act on unconscious associations.

Systemic Structures: Privilege, Racism, and Sexism

Prejudice does not exist in a vacuum; it is often embedded in the social fabric through power dynamics.

Group Privilege

Group privilege is an unearned, favored state held by dominant groups in society. Examples include white privilege, male privilege, or heterosexual privilege. A key characteristic of privilege is that members of the favored group often take it for granted and seldom consider how their group's characteristics affect their daily lives.

Racism and Sexism

When prejudice and discrimination are directed at specific identities, they take on systemic forms:

• Racism: This involves prejudicial attitudes and discriminatory behavior toward people of a given race, as well as institutional practices that subordinate members of that race.
• Sexism: This involves prejudicial attitudes and discriminatory behavior toward people of a given sex, including institutional practices that subordinate members of a given sex.

The Dual Nature of Sexism: Hostile and Benevolent

Within the study of sexism, researchers have identified two distinct frameworks that operate in very different ways:

1. Hostile Sexism: This is a negative view of individuals (often women) who are perceived as demanding special privileges or being manipulative and controlling. It is often directed at women in non-traditional roles, such as a female boss or priest.
2. Benevolent Sexism: This is a seemingly positive but ultimately restrictive view. It idealizes individuals in traditional roles—for example, viewing women as inherently more moral, needing protection, or being "adoring". While it may feel "kind," it serves to keep individuals confined to traditional roles like housewife or mother.

Worked Example: Imagine a workplace where a female manager is frequently called "bossy" or "manipulative" by her subordinates. This is an example of hostile sexism.

Conversely, if a male colleague insists that a female coworker shouldn't handle a difficult negotiation because "she's too sweet and sensitive, and we need to protect her," he is exhibiting benevolent sexism. While his words may sound like a compliment, they are based on a restrictive stereotype that limits her professional agency.