The authors thank Madeline Heilman, Richard Martell, and Loriann Roberson for their helpful suggestions and comments on this article.
Assessing Stereotypes of Black and White Managers: A Diagnostic Ratio Approach†
Article first published online: 15 OCT 2012
© 2012 Wiley Periodicals, Inc
Journal of Applied Social Psychology
Special Issue: THEME: Organisational Psychology
Volume 42, Issue Supplement S1, pages E128–E149, December 2012
How to Cite
Block, C. J., Aumann, K. and Chelin, A. (2012), Assessing Stereotypes of Black and White Managers: A Diagnostic Ratio Approach. Journal of Applied Social Psychology, 42: E128–E149. doi: 10.1111/j.1559-1816.2012.01014.x
- Issue published online: 26 DEC 2012
- Article first published online: 15 OCT 2012
This study investigated whether racial group membership is diagnostic in predicting the characteristics ascribed to managers. Scales were created to examine the work-relevant racial stereotypes of Black and White managers. Following the diagnostic ratio approach to assessing stereotypes, participants rated the likelihood that characteristics from each scale were descriptive of Black and White managers. We found that White managers were stereotyped as more competent, ambitious, and manipulative; whereas Black managers were stereotyped as more interpersonally skilled and less polished. Additionally, we examined whether success information would ameliorate the effects of these stereotypes. Once success information was made explicit, differences in the achievement-oriented scales (competence and ambition) were eliminated. However, differences in the social-oriented scales (interpersonally skilled, manipulative, unpolished) still persisted.