Public Policy

Afifah Azizah
Cindi Nabilla M
Chrysnawati Yuel P
Melisa Ulfah

The Nature of Implicit Prejudice

The Discovery of Implicit Prejudice
Implicit prejudice was captured initially in two basic experimental paradigms that
emerged from the information processing nexus of cognitive and social
psychology:

Demonstrating
the effect of
concept made
implicitly salient
through
experimental
manipulation

Demonstrating the
existence and
correlates of implicit
semantic associations

Operates ubiquitously in
the course of normal
workaday information
processing

Difficult for individuals to

deliberately modulate,
control, or fake

Empirically distinct from

explicit prejudice,
including activating
distinctive regions of the
brain

Uniquely predicts related

attitudes and behavior
over, and appears to be
related to distinct families
of social judgment and
behavior

Characteristics of Implicit Prejudice

Implicit effects of
cognitively
accessible
stereotypes and
prejudice
Social Control of Implicit Prejudice

Implicit prejudice
as a cognitive
associations

Social control of
implicit prejudice

Conclusion:
Research in recent decades has revealed the insidious capacity of
prejudice to operate implicitly unwittingly, unintentionally, and
unavoidably, as well as its course, consequences, and control at the
nexus of individual cognition and social relations.

Biases in Interracial
Interactions
Intergroup Bias
Prejudice and stereotypes often lead to discrimination, which is the
unjustified groupbased difference in behavior that gives one group an
advantage over others.
Perhaps intergroup bias is a pervasive phenomenon because there are
several normal processes that allow people to navigate a complex
environment that predispose them to developing intergroup prejudices.
Intergroup Contact

contact with out- group members would not necessarily reduce

intergroup bias but instead may reinforce stereotypes and initial
suspicion.
Ex : the different perspectives and expectations of Whites and African
Americans can produce miscommunication and misunderstandings,
and often divergent perspectives that reinforce intergroup mistrust.

Residential life
The work on intergroup roommate relationships illustrates the
fragility of intergroup relationships in situations of sustained
and socially intimate intergroup contact.

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Medical Settings
In these instances, Whites tend to be biased against ethnic
minorities but justify their behavior to factors other than race.
This is evident in the medical area, for example, when
standard protocol is ambiguous and there is high level of
clinical uncertainty. In such cases, healthcare providers are
left to make decisions using their own discretion, under
cognitive demand because of time pressure and resource
constraints

Workplace context
This is quite unfortunate because ethnic minorities are most
often in subordinate positions in the workplace, and these
findings suggest that their continued awkward, uncoordinated
interactions with White superiors may interfere with their
advancement in business.

conclusion

diversity needs to be
acknowledged even while
recognizing common
connections and shared
identities across group

3 fundamental principles
for guiding policies and
policies need to consider
for policies and interventions
interventions across
both the long- term and
to be effective, they have to
short- term effects, weighing
consider the complex and
different contexts
both with an eye to
often subtle nature of
achieving the ultimate goal
of the intervention.

intergroup bias

Modern Policy Tools for Modern Forms of Bias

Disparate treatment adjudication inefficient and ineffective tool for reducing the
levels of discrimination caused by subtle forms of bias.
Policy initiatives that can be taken

Voluntary measures by
organizations to reduce
discrimination caused by
uncontrolled application of
unexamined subtle bias

Renewed and extended

enforcement of EEO compliance
program.

Some solutions used to

alleviate the impact of
unexamined bias by:

Harnessing the motive to belong

- Monitoring

Harnessing the motive to

understand

- Motivating

Harnessing the motive to control

- Providing information and

structured decision-making tools
according to current research

Harnessing the motive for selfenhancement

Harnessing the motives for trust

Organizational
Initiatives

Inefficiency in Equal Employment

Opportunity Compliance Policy
Most of the admitted charges of sex discrimination in employment has been prohibited in
publication information about the employers, labor unions or employment agencies are
kept in secrecy
(under Section 706(b) of Title VII)
Any form of publication about the information related to the arbitration would be
concerned as a federal crime carrying a maximum prison sentence of up to 1 year.

People interpret
ambiguous
information to fit
their biases

People justify
their
discriminatory
judgments

Summary of Ambiguous
Stereotyping

Peoples casual
attributions for
mens and
womens
behavior
reinforce their
biases

Ambivalent Biases

Biases often veer between disliking and disrespecting

Hostile
Sexism

Benevolent
Sexism

Ambivalent
sexism

The Challenge of Controlling

Subtle Forms of Bias
The Iinefficiency
and inefficacy of
individual disparate
treatment
adjudication

Failure to motivated
control

Tarhets inability to
recognize and their
reluctance to claim
discrimination

Decision makers typically do not notice subtle

The targets may not recognize the subtle biases

Accumulating evidence indicates that the

individual disparate treatment claim, now a
favored tool in antidiscrimination policy, is not
particularly effective

Summary of the
Trouble with Individual
Solutions

Policy Implications of Unexamined

Discrimination

Gender Bias in Employment as a Case Study

Modern, Subtle
Bias

contrast an
optimistic and
pessimistic view

As status
increases, the
male-female
earnings gap
increases

Automatic
stereotyping

People Identify
the gender
rapidly

Category
confusion

Accesibility

The Implicit
Assosiation Test

Category
Activation

Ambigous
stereotyping

Summary of
automatic
stereotyping