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sexism
negative attitudes, prejudice, or discrimination directed toward someone on the basis of their gender
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hostile sexism (HS)
antipathy towards women who are viewed as taking men's power
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benevolent sexism (BS)
chivalrous ideology offering protection and affection to women who embrace conventional roles
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benevolent sexism includes three subcomponents
- protective paternalism
- complementary gender differentiationÂ
- heterosexual intimacy
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ambivalent sexism
to describe the phenomenon of simultaneously holding hostile and benevolent sexist beliefs- the two constructs subjectively entail opposite evaluative feelings tones towards women
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pacifying nature
benevolent sexism is proposed to undermine women's engagement in collective action
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oppressive nature
hostile sexism can promote women's direct action to reduce systematic gender inequality
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most social psychological theories of collective action describe two forms of action that members of disadvantaged groups can take in response to their subordinate social position:
- individual/social mobility
- collective action
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individual/social mobility
actions designed to improve one's own person position or treatment and involves actually moving out of or psychologically distancing oneself from the disadvantaged in-group
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collective action
behaviors on behalf of the in-group that are directed at improving the conditions of the entire group
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mental intrusions
such as unwanted thoughts related to self-doubts, anxiety, preoccupation, or threatened sense of competence, which should impair women's working memory capacity and decease their performance
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exposure to benevolent sexism would predict the following:
- men's preference to provide women with dependency-orientated help rather than tools for autonomous coping
- women's preference to seek dependency-oriented help rather than tools for autonomous coping
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dominative racism
is the 'type who acts out bigoted beliefs- he represents the open flame of racial hatred'
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aversive racism
sympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks that are rooted in a basic psychological process that promotes racial bias
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peason et al. (2009) illustrate aversive racism research in three different areas:
- helping behaviour
- selection decisions in employment and university admissions
- legal decisions
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