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|Abstract:||Not all biases are equivalent, and not all biases are uniformly negative. Two fundamental dimensions differentiate stereotyped groups in cultures across the globe: status predicts perceived competence, and cooperation predicts perceived warmth. Crossing the competence and warmth dimensions, two combinations produce ambivalent prejudices: pitied groups (often traditional women or older people) appear warm but incompetent, and envied groups (often nontraditional women or outsider entrepreneurs) appear competent but cold. Case studies in ambivalent sexism, heterosexism, racism, anti-immigrant biases, ageism, and classism illustrate both the dynamics and the management of these complex but knowable prejudices.|
|Electronic Publication Date:||15-Dec-2011|
|Citation:||Fiske, Susan T. (2012). Managing Ambivalent Prejudices. The ANNALS of the American Academy of Political and Social Science, 639 (1), 33 - 48. doi:10.1177/0002716211418444|
|Pages:||33 - 48|
|Type of Material:||Journal Article|
|Journal/Proceeding Title:||The ANNALS of the American Academy of Political and Social Science|
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