Let's Talk About Race, Baby! When Whites' and Blacks' Interracial Contact Experiences Diverge

How can white parents raise anti-racist children? Introducing the routes to effective anti-racist parenting (REAP) model

In response to highly publicized instances of overt racial injustice, there has been a recent resurgence of interest and commitment to identifying processes through which anti-racist behaviors develop among White individuals. One particularly important context in which anti-racist behaviors can develop is within families and as a result of childrearing. Theories of anti-racism typically neglect the role of families and family science research typically neglects a focus on anti-racist parenting outcomes. To further research and applied work on fostering anti-racism within White families, this paper introduces a new integrative model called routes to effective anti-racist parenting (REAP). The model draws on theories from various fields, including family science and social psychology, and uses a metaphor of nurturing a plant to explain the nuanced, multi-faceted approaches to anti-racist parenting. The model incorporates factors related to the "pot" (i.e., fundamental values and structure necessary to contain more specific anti-racist skills and behaviors), "soil" (i.e., characteristics that define anti-racist commitment), "seeds" (i.e., direct transmission of anti-racism skills), and "environment" (i.e., influential external factors). Finally, we describe the intended benefits that can be reaped from this intentional approach to anti-racist parenting. The REAP model contributes to the family science literature by providing an empirically grounded theoretical model describing the roles that parents can play in children's anti-racist development.

An intervention approach to reducing threat appraisal and avoidance associated with intergroup interactions

Although intergroup contact is effective at reducing prejudice, avoidance of intergroup contact often creates a barrier to prejudice reduction. The present study aimed to reduce majority members' desire to avoid intergroup interactions by devising an intervention aimed at altering cognitive appraisals. Majority group participants (156 Anglo Australians) were assigned to either the intervention or one of two control conditions. The intervention educated majority members about evidence-based techniques to improve interactions with minority members. Participants were provided with two interaction scenarios, one involving an outgroup minority and one involving an ingroup majority member. As predicted, the intervention reduced threat appraisal for the scenario involving outgroup minority member, but not for one involving ingroup majority member. The intervention similarly reduced avoidance desire, but this reduction was not restricted to the minority partner scenario; it was independent of the partner group. The importance of cognitive appraisals in improving intergroup relations is discussed.

Racism and censorship in the editorial and peer review process

Psychology aims to capture the diversity of our human experience, yet racial inequity ensures only specific experiences are studied, peer-reviewed, and eventually published. Despite recent publications on racial bias in research topics, study samples, academic teams, and publication trends, bias in the peer review process remains largely unexamined. Drawing on compelling case study examples from APA and other leading international journals, this article proposes key mechanisms underlying racial bias and censorship in the editorial and peer review process, including bias in reviewer selection, devaluing racialized expertise, censorship of critical perspectives, minimal consideration of harm to racialized people, and the publication of unscientific and racist studies. The field of psychology needs more diverse researchers, perspectives, and topics to reach its full potential and meet the mental health needs of communities of colour. Several recommendations are called for to ensure the APA can centre racial equity throughout the editorial and review process.

Uniting Through Difference: Rich Cultural-Identity Expression as a Conduit to Inclusion

Although previous research suggests that bringing attention to minority cultural identities in the workplace can lead to professional penalties, this research provides promising evidence that the opposite can occur. I examine how cultural minority employees engaging in rich and meaningful conversations about their racial, ethnic, and national backgrounds (referred to as rich cultural-identity expression) influences majority-group coworkers’ inclusive behaviors, such as majority-group employees’ willingness to socially integrate with and professionally support minority coworkers. Three experiments found evidence of majority-group employees behaving more—not less—inclusively toward minority coworkers who engaged in rich cultural-identity expression, as opposed to small talk that did not bring attention to a minority cultural background. Even when minority employees richly expressed negatively valenced cultural information that could provoke anxiety (such as issues with discrimination), this form of sharing had positive effects on most measures of inclusive behavior in Studies 2 and 3 (although one exception was found in Study 3). No benefits were observed when minority employees engaged in surface-level cultural-identity expression (Studies 2 and 3) and intimate, noncultural self-disclosure (Study 2). The power of rich cultural-identity expression is its ability to increase majority-group individuals’ status perceptions of, feelings of closeness to, and sense of learning potential from minority coworkers. This research provides promising evidence that minority employees may be able to express valued aspects of their cultural identities while gaining—as opposed to jeopardizing—inclusion.

Funding: This work was supported by the Wharton Behavioral Laboratory and the Wharton Dean’s Research Fund.

Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2022.1648 .

The Struggle Is Real: Employee Reactions to Indirect Trauma from Anti-Black Policing

Despite increased media coverage of police using lethal force against Black civilians, little research aims to understand how such events affect employees, particularly Black employees, at work. We draw on spillover-transferring emotions and/or behaviors from one domain to another-to examine how collective, indirect trauma, or trauma experienced by a large group of people not directly involved in an event, affected employees at work. Across two studies, we investigated Black and White employees' differential cognitive (Study 1), emotional, and interpersonal reactions (Studies 1 & 2) to hearing about police officers' use of lethal force against Black civilians (i.e., collective, indirect racial trauma). Results from a survey with open- and close-ended questions (Study 1) supported our predictions that Black (vs. White) employees would be more upset about police shootings and would think about, talk about, and be more distracted by these incidents while at work. Open-ended responses revealed social support, seeking advice and comfort from our social networks, as a strategy Black and White employees may use to cope with collective, indirect racial trauma at work. Importantly, support communicating mutual understanding-or shared perspective-was particularly important for Black employees. An experiment (Study 2) further probed the emotional and relational consequences of interactions with coworkers and, counter to predictions, found coworkers who expressed pro-police attitudes (i.e., not communicating mutual understanding) in the aftermath of a racially biased shooting were negatively evaluated by Black and White employees. Our findings provide implications for research on spillover and understanding coworker/team dynamics in organizations.

Navigating race in a racially diverse environment: An experience sampling study on the daily use of race in conversations within Hawaii

As the United States grows more racially diverse, it is imperative to understand whether being in a racially diverse environment impacts conversations about race. This study examines whether exposure to, and interactions with racially diverse others relate to whether people talk about race, the frequency with which people talk about race, and their comfort with doing so within the racially diverse context of Hawaii. We employed experience sampling to measure whether people had conversations about race, how frequently conversations about race occurred and their comfort in those conversations, and whether their exposure to and interactions with racially diverse others predicted these behaviors. Exposure to and interactions with racially diverse others were not significant predictors of race-related conversations (and their comfort with said conversations). However, interactions with racially diverse friends was related to greater likelihood of discussing race, more frequent discussions of race, and more comfort with race-related conversations. These findings illustrate the importance that interactions with cross-race friends have for improving intergroup relations.

Experience Matters: Civic Discussion Increases Self-Efficacy and Reduces Forecasted Discomfort in Future Conversations

Interpersonal conversation about civic issues lays groundwork for cooperation and collective action, yet such conversation is uncommon. Across three studies (total N = 2,066), we find that (a) hesitation to discuss a civic topic is predicted by forecasted discomfort about such conversations (Study 1), (b) individuals tend to overestimate discomfort in such future civic conversations (Study 1), (c) forecasted discomfort is lower for those with greater experience discussing the topic (Study 2) and after a formal discussion experience, especially for those with little prior experience (Study 3), and (d) this negative relationship between experience and forecasted discomfort can be explained by greater perceived ability to discuss the topic (i.e., self-efficacy; Studies 2 and 3). Collectively, results show that forecasted discomfort is associated with reduced willingness to engage in civic conversation, and topic-relevant discussions can reduce forecasted discomfort by boosting self-efficacy, particularly for those for whom discussing the topic is novel.

The time is now: addressing implicit bias in obstetrics and gynecology education

Obstetrician-gynecologists can improve the learning environment and patient care by addressing implicit bias. Accumulating evidence demonstrates that racial and gender-based discrimination is woven into medical education, formal curricula, patient-provider-trainee interactions in the clinical workspace, and all aspects of learner assessment. Implicit bias negatively affects learners in every space. Strategies to address implicit bias at the individual, interpersonal, institutional, and structural level to improve the well-being of learners and patients are needed. The authors review an approach to addressing implicit bias in obstetrics and gynecology education, which includes: (1) curricular design using an educational framework of antiracism and social justice theories, (2) bias awareness and management pedagogy throughout the curriculum, (3) elimination of stereotypical patient descriptions from syllabi and examination questions, and (4) critical review of epidemiology and evidence-based medicine for underlying assumptions based on discriminatory practices or structural racism that unintentionally reinforce stereotypes and bias. The movement toward competency-based medical education and holistic evaluations may result in decreased bias in learner assessment. Educators may wish to monitor grades and narratives for bias as a form of continuous educational equity improvement. Given that practicing physicians may have little training in this area, faculty development efforts in bias awareness and mitigation strategies may have significant impact on learner well-being.

Attitudes in an interpersonal context: Psychological safety as a route to attitude change

Interpersonal contexts can be complex because they can involve two or more people who are interdependent, each of whom is pursuing both individual and shared goals. Interactions consist of individual and joint behaviors that evolve dynamically over time. Interactions are likely to affect people’s attitudes because the interpersonal context gives conversation partners a great deal of opportunity to intentionally or unintentionally influence each other. However, despite the importance of attitudes and attitude change in interpersonal interactions, this topic remains understudied. To shed light on the importance of this topic. We briefly review the features of interpersonal contexts and build a case that understanding people’s sense of psychological safety is key to understanding interpersonal influences on people’s attitudes. Specifically, feeling psychologically safe can make individuals more open-minded, increase reflective introspection, and decrease defensive processing. Psychological safety impacts how individuals think, make sense of their social world, and process attitude-relevant information. These processes can result in attitude change, even without any attempt at persuasion. We review the literature on interpersonal threats, receiving psychological safety, providing psychological safety, and interpersonal dynamics. We then detail the shortcomings of current approaches, highlight unanswered questions, and suggest avenues for future research that can contribute in developing this field.

Talking With white Clients About Race

Most white people do not believe that race is an important feature of their lives, and this belief continues into the therapy room where race is rarely a topic of conversation, especially for all-white dyads. However, research shows that race and racism are highly salient for white people's mental health, and this gap in understanding has negative effects on the well-being of both white people and people of color. This paper argues to embrace the ethical and moral call to actively address race and racism in therapy between white therapists and white clients. This embrace can be particularly challenging for white therapists who believe themselves to be social justice-oriented people, but who nevertheless contribute to racism in both conscious and unconscious ways. A model is offered for how psychotherapists can bring up and work with the topics of race and racism during the course of therapy. The model includes ways for white therapists to engage in the long-term process of self-critique, ways to introduce the salience of race in the white client's life, and how to connect race and racism to the client's explicit goals for therapy. Finally, a case example is explored using a well-meaning, self-defined liberal white client.

The impact of social norms on navigating race in a racially diverse context

To date, research has primarily focused on the colorblind norms and behaviors of majority-White participants in majority-White contexts. Extending this work to more diverse samples and contexts, across four studies, we examine whether colorblind norms link to the colorblind behavior of racially diverse participants living in a racially diverse (i.e., heterogeneous) context. Findings suggest that participants living in a racially diverse context did not endorse colorblind beliefs (Study 1) and norms (Study 2), and instead behaved in race-conscious ways and overwhelmingly used race in a photo identification task. Furthermore, in Study 3, we find that colorblind norms are largely activated by the belief that talking about race is prejudiced. When participants were exposed to a social norm that linked talking about race to prejudice, colorblind behavior became more prevalent. Finally, in Study 4, we see that greater diversity of one’s context is correlated to less endorsement of colorblindness.

Got Skillz? Recasting and Negotiating Racial Tension in Teacher–Student Relationships Amidst Shifting Demographics

This paper reports on a curriculum designed for Black students whose school teachers and administrators sought to address concerns about students’ academic underachievement and behavioral challenges. In order to design the curriculum, we examined Black students’ reactions to race- and academic-related stress as a result of their interactions with mostly White teachers and peers in an increasingly diversifying predominantly White, middle-class community. Grounded in principles of Racial Encounter Coping Appraisal and Socialization Theory (RECAST), a paradigm for understanding the racial coping strategies utilized by individuals to contend with racial stress and well-being, the study sought to elucidate racial tensions found in schooling relationships that foster racial disparities in classrooms. Specifically, our team conducted focus group sessions with Black parents and students which were guided by our use of the Cultural and Racial Experiences of Socialization Survey (CARES), a racial and ethnic socialization measure that elicits responses from students about the kinds of messages students receive about race and ethnicity from people parents and teachers. Data from the sessions subsequently informed the design of Let’s Talk? (LT), a racial conflict resolution curriculum for Black adolescents. In this paper, we share what we learned about students’ school experiences and coping mechanism through their participation in LT.

Why we can’t talk openly about race: The impact of race and partisanship on respondents’ perceptions of intergroup conversations

Conversations about race-specific issues with interracial conversation partners can be important to combat prejudice and foster mutual understanding. Using a national U.S. sample of 201 Black Democrats, 199 Black Republicans, 200 White Democrats, and 200 White Republicans, this study examined the role that race and partisanship play in individuals’ desire to have political discussions about race-specific topics with racial outgroups. Findings indicate that Blacks in general expected more negative outcomes of race talk with racial outgroups, and Republicans were more likely to attempt to avoid interracial conversations about race. However, these findings were qualified by an interaction between race and partisanship such that White Democrats anticipated fewer negative outcomes from cross-race conversations about race than all other subgroups, and Black Democrats expected more negative outcomes than all other subgroups. Black and White Republicans did not differ from one another and fell roughly between the two Democratic subgroups. Nonetheless, it was White Republicans who were most likely to want to avoid race-specific conversations with cross-race discussion partners, rating significantly more avoidant than Black Republicans and White Democrats, but not Black Democrats.

Dialogue intervention to youth amidst intractable conflict attenuates stress response to outgroup

Encounter with outgroup has been shown to elicit physiological stress response and when outgroup is perceived as threatening to one's own family and community, stress is higher. In such contexts, becoming familiar and learning to empathize with the other side may reduce stress. Building on the long-lasting Israeli-Palestinian conflict, we developed an eight-week group intervention focused on dialogue and empathy and tested it within a randomized controlled trial. Eighty-eight Israeli-Jewish and Arab-Palestinian adolescents (16-18 years) were randomly assigned to intervention or control groups. Before(T1) and after(T2) intervention, one-on-one interaction with outgroup member was videotaped, cortisol levels assessed five times during a 2.5-hour session involving exposure to outgroup stimuli, and adolescents were interviewed regarding national conflict. Intervention reduced cortisol response to social contact and reminders of outgroup (F = 4.92, p = .032, Eta² = 0.109). This HPA-activity suppression was defined by two pathways. First, intervention had a direct impact on cortisol decrease; and second, intervention increased youth's behavioral empathy during one-on-one interaction with outgroup member and this empathic response mediated the effect of intervention on cortisol reduction. Adolescents' belief in the potential for reconciliation at T1 predicted greater empathy at T2. Our study provides the first evidence-based intervention for youth growing up amidst intractable conflict and demonstrates its impact on adolescents' physiological stress response to outgroup. Results contribute to research on the neurobiology of ingroup/outgroup relations, highlight the key role of dialogical empathy and social interactions for interventions targeting youth, and emphasize the importance of enhancing motivation for social inclusion for initiating positive behavioral and physiological processes. Clinical Trials Registry (NCT02122887; https://clinicaltrials.gov).

Students of color show health advantages when they attend schools that emphasize the value of diversity

As the United States becomes more diverse, the ways in which mainstream institutions recognize and address race and ethnicity will be increasingly important. Here, we show that one novel and salient characteristic of an institutional environment, that is, whether a school emphasizes the value of racial and ethnic diversity, predicts better cardiometabolic health among adolescents of color. Using a diverse sample of adolescents who attend more than 100 different schools in predominantly urban locations, we find that when schools emphasize the value of diversity (operationalized as mentioning diversity in their mission statements), students of color, but not white students, have lower values on a composite of five biomarkers of inflammation, have less insulin resistance and compensatory β-cell activity, and have fewer metabolic syndrome signs and score lower on a continuous metabolic syndrome composite. These results suggest that institutions that emphasize diversity may play an unacknowledged role in protecting the health of people of color and, thus, may be a site for future interventions to reduce health disparities.

Reimagining Cultural Competence: Bringing Buried Dynamics Into the Light

Many organizations attempt to increase cultural competence as one way to foster organizational change to enhance equity and inclusion. But the literature on cultural competence is largely silent on the role of emotion, despite the strong feelings that inevitably accompany work in cross-racial dyads, groups, and institutions. We offer group relations theory as an approach rooted in the importance of emotions, especially anxiety, and offering a rich awareness of how unconscious processes, including defense mechanisms like splitting and projection, drive that anxiety. We show how this approach helps us both diagnose and address difficult dynamics, including by recognizing entrenched power inequities. We draw on examples from others’ research as well as our own research, teaching, and consulting to illustrate key concepts. Ultimately, we argue that buried emotions can create distance and inhibit change. Surfacing and addressing them can foster connection and provide a way for organizations to move forward.

White out of mind: Identity suppression as a coping strategy among Whites anticipating racially charged interactions

Discussing racial issues often makes Whites anxious, particularly when their conversation partners are Black. We theorized that Whites seek to avoid anxiety by suppressing thoughts of White identity prior to such interactions. In Study 1, White participants expected to discuss a race-related or nonracial topic with a Black or White partner. An Implicit Association Test (IAT) measured subsequent changes in the activation of participants’ White identities (i.e., self–White associations). The prospect of discussing race-related (vs. nonracial) topics with a Black partner reduced participants’ self–White associations, implying identity suppression. Moreover, participants’ nonverbal responses suggest that identity suppression functioned to mute participants’ anxiety. In Study 2, participants completed the identity activation measure only after learning that they would not interact with a partner. Consistent with “rebound” effects known to follow suppression, participants who previously expected to discuss a race-related topic with a Black partner showed heightened self–White associations.

Examining the Effects of I-Sharing for Future White-Black Interactions

Abstract. Research shows that I-sharing, or sharing subjective experiences with an outgroup member, positively shapes attitudes toward that outgroup member. We investigated whether this type of social experience would also promote a positive interracial interaction with a novel outgroup member. Results showed that White and Black participants who I-shared with a racial outgroup member (vs. I-sharing with a racial ingroup member) expressed more liking toward that outgroup member. However, I-sharing with an outgroup member did not reduce anxious behavior in a future social interaction with a novel racial outgroup member. Therefore, although sharing subjective experiences may increase liking toward one individual from a racial outgroup, it remains to be seen whether this positive experience can influence behaviors in future interactions with other racial outgroup members. Future directions are discussed.

Ethnic Identity as a Predictor of Microaggressions Toward Blacks, Whites, and Hispanic LGBs by Blacks, Whites, and Hispanics

Results of the study suggest racial differences still exist when it comes to attitudes toward homosexuality in the United States. Findings indicate Black individuals hold significantly less favorable attitudes toward lesbian/gay/bisexual (LGB) individuals than non-Hispanic White individuals but not Hispanics, after controlling for demographics. Hispanic individuals' attitudes toward LGBs were not significantly different from those of non-Hispanic Whites. Despite less favorable attitudes toward LGBs, however, Black Americans display a significantly lower likelihood of engaging in LGB-directed microaggressions than both non-Hispanic Whites and Hispanics. Finally, the results of the study indicate that as non-Hispanic White individuals' ethnic identity gets stronger, their likelihood of engaging in microaggressions toward LGBs increases, more so than Black or Hispanic individuals.

When Societal Norms and Social Identity Collide: the Race Talk Dilemma for Racial Minority Children

Racial minorities face a unique "race talk" dilemma in contemporary American society: their racial background is often integral to their identity and how others perceive them, yet talk of race is taboo. This dilemma highlights the conflict between two fundamental social processes: social identity development and social norm adherence. To examine how, and with what costs, this dilemma is resolved, 9-12-year-old Latino, Asian, Black, and White children (n=108) completed a photo identification task in which acknowledging racial difference is beneficial to performance. Results indicate minority children are just as likely to avoid race as White children, and such avoidance exacted a cost to performance and nonverbal comfort. Results suggest that teachers are particularly important social referents for instilling norms regarding race. Norms that equate colorblindness with socially appropriate behavior appear more broadly influential than previously thought, stifling talk of race even among those for whom it may be most meaningful.

Intergroup Anxiety

This article reviews studies of intergroup anxiety and places them in the context of a theoretical model that specifies categories of antecedents and consequences of intergroup anxiety. It is proposed that intergroup anxiety is comprised of three interrelated components: an affective component, a cognitive component, and a physiological component. The potential causes of intergroup anxiety include personality traits (e.g., social dominance orientation, attributional complexity), attitudes and related cognitions (e.g., negative expectations, stereotypes), personal experience (e.g., negative contact), and situational factors (e.g., the presence of linguistic barriers, structured vs. unstructured interactions). The potential consequences include attitudes and other cognitions (e.g., stereotypes, negative expectations), affect (e.g., fear, anger), and behavior (e.g., avoidance, negative behaviors). Theory and research on the reduction of intergroup anxiety (e.g., intergroup contact, direct or indirect cross-group friendships) are also presented. The discussion explores the implications of these studies for theory, research, and practice.

The role of non-verbal behaviour in racial disparities in health care: implications and solutions

CONTEXT

People from racial minority backgrounds report less trust in their doctors and have poorer health outcomes. Although these deficiencies have multiple roots, one important set of explanations involves racial bias, which may be non-conscious, on the part of providers, and minority patients' fears that they will be treated in a biased way. Here, we focus on one mechanism by which this bias may be communicated and reinforced: namely, non-verbal behaviour in the doctor-patient interaction.

METHODS

We review 2 lines of research on race and non-verbal behaviour: (i) the ways in which a patient's race can influence a doctor's non-verbal behaviour toward the patient, and (ii) the relative difficulty that doctors can have in accurately understanding the nonverbal communication of non-White patients. Further, we review research on the implications that both lines of work can have for the doctor-patient relationship and the patient's health.

RESULTS

The research we review suggests that White doctors interacting with minority group patients are likely to behave and respond in ways that are associated with worse health outcomes.

DISCUSSION

As doctors' disengaged non-verbal behaviour towards minority group patients and lower ability to read minority group patients' non-verbal behaviours may contribute to racial disparities in patients' satisfaction and health outcomes, solutions that target non-verbal behaviour may be effective. A number of strategies for such targeting are discussed.

Accuracy and Bias in Perceptions of Relationship Interest for Intergroup and Intragroup Roommates

Previous research suggests that the perception of anxiety in intergroup interactions can be detrimental to relationship formation. However, the underlying processes through which this occurs remain unclear. The present longitudinal study, which studied same- and different-race/ethnicity roommates over 6 weeks, investigated whether perceived partner anxiety moderates two types of processes previously shown to facilitate relationship development: (a) tracking accuracy, the relationship between perceivers’ assessments of their partner’s interest in remaining roommates and the partner’s stated interest and (b) positive directional bias, representing overestimation of partners’ relationship interest. Under high levels of perceived anxiety, both accuracy and directional bias were generally low, independent of the dyad type. In contrast, when perceived anxiety was relatively low, Whites and minorities in cross-race dyads and Whites in same-race dyads showed a positive directional bias in their evaluations; Whites in cross-race relationships also achieved tracking accuracy. Implications of perceived anxiety for perceptual dynamics in cross-group friendships are discussed.

"Prejudiced" behavior without prejudice? Beliefs about the malleability of prejudice affect interracial interactions

Prejudiced behavior is typically seen as emanating from prejudiced attitudes. Eight studies showed that majority-group members' beliefs about prejudice can create seemingly "prejudiced" behaviors above and beyond prejudice measured explicitly (Study 1b) and implicitly (Study 2). Those who believed prejudice was relatively fixed, rather than malleable, were less interested in interracial interactions (Studies 1a-1d), race- or diversity-related activities (Study 1a), and activities to reduce their prejudice (Study 3). They were also more uncomfortable in interracial, but not same-race, interactions (Study 2). Study 4 manipulated beliefs about prejudice and found that a fixed belief, by heightening concerns about revealing prejudice to oneself and others, depressed interest in interracial interactions. Further, though Whites who were taught a fixed belief were more anxious and unfriendly in an interaction with a Black compared with a White individual, Whites who were taught a malleable belief were not (Study 5). Implications for reducing prejudice and improving intergroup relations are discussed.

Concerns about Appearing Prejudiced Get Under the Skin: Stress Responses to Interracial Contact in the Moment and across Time

Many White Americans are concerned about appearing prejudiced. How these concerns affect responses during actual interracial interactions, however, remains understudied. The present work examines stress responses to interracial contact-both in the moment, during interracial interactions (Study 1), and over time as individuals have repeated interracial contact (Study 2). Results of Study 1 revealed that concerns about appearing prejudiced were associated with heightened stress responses during interracial encounters (Study 1). White participants concerned about appearing prejudiced exhibited significant increases in cortisol "stress hormone" levels as well as increases in anxious behavior during interracial but not same-race contact. Participants relatively unconcerned about appearing prejudiced did not exhibit these stress responses. Study 2 examined stress responses to interracial contact over an entire academic year. Results revealed that White participants exhibited shifts in cortisol diurnal rhythms on days after interracial contact. Moreover, participants' cortisol rhythms across the academic year, from fall to spring, were related to their concerns about appearing prejudiced and their interracial contact experiences. Taken together, these data offer the first evidence that chronic concerns about appearing prejudiced are related to short- and longer-term stress responses to interracial contact. Implications for life in diverse spaces are discussed.

Behavioural consequences of imagining intergroup contact with stigmatized outgroups

We investigated whether imagining contact with an outgroup member would change intergroup behaviour. Participants who had imagined a positive interaction with an outgroup member or an unspecified stranger were told that they were about to take part in a discussion task with an outgroup member. They were taken to a room and asked to set out two chairs ready for the discussion while the experimenter left, ostensibly to find the other participant. The distance between the two chairs was then measured. Undergraduate students who imagined talking to an obese individual (Experiment 1) or a Muslim individual (Experiment 2) placed the chairs significantly closer than those in the control condition. They also reported more positive feelings and beliefs regarding Muslims. These findings highlight an important practical application of imagined contact: preparing people for successful face-to-face contact.

Status-based asymmetry in intergroup responses: Implications for intergroup reconciliation

We studied intergroup responses as a function of relative intergroup status and familiarity. In Study 1, 34 African Americans and 34 European Americans interacted with two members of the out-group in separate, 20-min dyadic interactions. Intergroup perception, affect, and behavior were asymmetric; Blacks differentiated the traits of and the quality of interactions with Whites, whereas Whites did not make these differentiations. Blacks and Whites predicted that different out-group partners perceived them similarly. Study 2 showed that the failure to differentiate an out-group member is due to intergroup status differences. Asymmetric intergroup responses pose a barrier to intergroup reconciliation and explain, in part, why increased interracial contact has not eradicated disparities in life outcomes for Black Americans.

Interactions in Black and White: Racial differences and similarities in response to interracial interactions

The current work examined Black and White people’s expectancies for interracial interactions. Across two studies, we found that Black people, compared to White people, had more positive past interracial contact, which statistically explained Black compared to White people’s greater self-efficacy for interracial interactions. This self-efficacy, in turn, contributed to less of a desire to avoid future interracial interactions (Study 2) and partially accounted for race differences in actual amounts of subsequent interracial contact (Study 1). However, Black participants also had heightened concerns about being the target of bias in interracial interactions, which contributed to responses to imagined future interactions. These findings suggest that cultural experiences affect individuals’ expectancies for interracial interactions and that these expectancies, in turn, have consequences for the quality and quantity of interracial contact.

Distrust and Simultaneous Activation of Multiple Categories

Two studies examined the effects of distrust on social categorization. In Study 1, undergraduate participants completed a distrust or neutral prime, watched a video of a Black or White doctor, and then completed a lexical decision task containing words related to the categories of Black people and doctors. Distrustful participants who viewed a Black doctor activated the Black and doctor categories. No other participants showed category activation. Study 2 added a trust prime condition and a no video control condition. Only distrustful participants who viewed a Black doctor activated the Black and doctor categories. Thus, when perceivers are distrustful they may reserve judgment about which individual categories apply to an out-group member and instead simultaneously activate multiple categories.

Routes to Positive Interracial Interactions: Approaching Egalitarianism or Avoiding Prejudice

The current work examined factors that contribute to positive interracial interactions. It argues that the source of people’s motivation to respond without prejudice and the goals and strategies they pursue in interracial interactions influence the quality of these interactions. Three studies show that non-Black participants who are highly internally motivated to respond without prejudice tend to focus on strategies and behaviors in interactions with Black people that approach a positive (i.e., egalitarian) outcome. As a result of engaging in these approach behaviors, their interracial interactions go more smoothly for both themselves and their interaction partners as compared to people less internally motivated. In contrast, externally motivated people tend to focus on avoiding negative (i.e., prejudiced) outcomes, which ironically results in their coming across to their partners as prejudiced. The implications of the findings for smoothing out the rocky road to positive intergroup interactions are discussed.

Does a common ingroup identity reduce intergroup threat?

Intergroup threat is regarded as a cause of negative outgroup attitudes; however, little research has attempted to examine ways of reducing intergroup threat. Two studies examine the effectiveness of a superordinate identity for reducing intergroup threat. It was predicted that when two groups were aware of a shared identity, intergroup threat would be lowered and attitudes would become more positive. In Study 1, perceptions of common identities among Black and White students were related to decreases in intergroup threat and increases in positive outgroup attitudes. In Study 2, when their shared identity as Americans was made salient, Democrats and Republicans experienced less threat and more positive outgroup attitudes compared to when political party identities alone were salient. In both studies, intergroup threat acted as a mediator of the relationship between common identity and outgroup attitudes, suggesting that a common identity increases positive outgroup attitudes by first reducing intergroup threat.