The present study investigated differences over a 10-year period in whites' self-reported racial prejudice and their bias in selection decisions involving black and white candidates for employment. We examined the hypothesis, derived from the aversive-racism framework, that although overt expressions of prejudice may decline significantly across time, subtle manifestations of bias may persist. ...

We demonstrated that a self–other attributional bias impedes interracial friendship development. Whites were given the opportunity to become friends with a White or Black participant. Whites indicated how interested they were in becoming friends and how concerned they were about being rejected as a friend. They also indicated how interested they thought the other person was in becoming friends ...

The present research demonstrates that pride has divergent effects on prejudice, exacerbating or attenuating evaluative biases against stigmatized groups, depending on the form of pride experienced. Specifically, three experiments found that hubristic pride--associated with arrogance and self-aggrandizement--promotes prejudice and discrimination, whereas authentic pride--associated with self-co...

The present work examined the influence of affective fit in the racial categorization process. Study 1 tested whether famous exemplars of stigmatized and nonstigmatized racial groups are categorized by race at differential rates, depending on whether they are admired or disliked. Using an inverted-face paradigm, Study 2 examined whether racial categorization accuracy differs for admired and dis...

The main aim of the present research was to assess the relationship between implicit and explicit ethnic attitude measures and to examine the impact of motivation to control prejudiced reactions on this relation. Implicit ethnic prejudice was assessed by a response latency measure, and a self-report modern prejudice scale was used to assess explicit prejudice. The results showed that an associa...