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<v Speaker 1>Welcome back everybody. Today, we're gonna be looking at prejudice, discrimination,

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<v Speaker 1>and intergroup relations. Stereotypes, prejudice, and discrimination. You'll need to

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<v Speaker 1>know the differences between these three. So the first one

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<v Speaker 1>is stereotypes. It's cognitive. Remember that it's cognitive mental shortcuts

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<v Speaker 1>or generalizations about groups. So for instance, men are better

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<v Speaker 1>at math as one of the famous stereotypes, that's not

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<v Speaker 1>really true. Second is prejudice, and this is affect that right,

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<v Speaker 1>more emotional. So these are negative or positive reactions to

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<v Speaker 1>individuals based on a group membership, feeling discomfort or fear

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<v Speaker 1>around someone of a particular religion or ethnicity. The next

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<v Speaker 1>one is discrimination, so it's behavioral. These are actions that

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<v Speaker 1>treat people equally because of their group identity, not hiring

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<v Speaker 1>a qualified person because of their accent or appearance. Discrimination

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<v Speaker 1>can be overt, like hate crimes are subtle, excluding someone

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<v Speaker 1>from a conversation. This triad explains how attitudes bec behavior.

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<v Speaker 1>While we look at the unconscious thoughts and these are

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<v Speaker 1>implicit bias, which refers to unconscious attitudes or stereotypes that

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<v Speaker 1>influence perception and behavior, often activated automatically without the person

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<v Speaker 1>being aware of it. May conflict with explicitly stated values.

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<v Speaker 1>For instance, a clinician may unconsciously speak more slowly to

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<v Speaker 1>a client with a disability, or interrupt a female client.

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<v Speaker 1>More often, microaggressions are brief, commonplace indignities that communicate hostile,

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<v Speaker 1>derogatory negative slights micro assaults, for instance, or conscious deliberates

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<v Speaker 1>slights such as saying something under your breath. Micro insults,

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<v Speaker 1>subtle snubs, or insitivity assuming a person of color is

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<v Speaker 1>articulate as a surprise. These are another example. Microinvalidations are

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<v Speaker 1>denying or minimizing someone's identity or experience. I don't see color.

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<v Speaker 1>These moments accumulate over time, producing chronic stress, anxiety, anger,

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<v Speaker 1>and feelings of invisibility. So this is you can think

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<v Speaker 1>of it as a death by a thousand cuts. So

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<v Speaker 1>again you have implicit bias microaggressions of the subdivided into microassaults,

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<v Speaker 1>micro insults, and Michael invalidations. Theoretical frameworks social identity theory.

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<v Speaker 1>People derive part of their self concept from group membership, race, gender, religion,

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<v Speaker 1>in group favoritism, and outgroup bias. You can see this

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<v Speaker 1>as a group version of splitting realistic conflict theories by Sharif,

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<v Speaker 1>prejudice arises from competition over limited resources more of an

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<v Speaker 1>evolutionary component. Sharif's robbers Cave experiments show that intergroup hostility

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<v Speaker 1>emerged in boys camps when resources were made scarce. Once

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<v Speaker 1>the shared goals were introduced, however, the hostility decreased. A

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<v Speaker 1>Verse of racism by Gettner and a video shows bias

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<v Speaker 1>among individuals who consciously reject prejudice but unconsciously hold negative

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<v Speaker 1>beliefs more likely to emerge in ambiguous situations. In a

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<v Speaker 1>stereotype threat by Steele and Aronson, individuals are at risk

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<v Speaker 1>of confirming a negative stereotype about their group. Performance suffers.

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<v Speaker 1>For instance, women told that math tests measures gender differences

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<v Speaker 1>score lower than those it's told its genderal neutral. Even

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<v Speaker 1>subtle reminders writing one's race or gender before tests can

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<v Speaker 1>trigger the effect. Measuring biases, there are several measurements, such

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<v Speaker 1>as surveys, checklist likeered scale assessments. Examples are modern racism

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<v Speaker 1>scale attitudes towards women. Limitations are susceptible to social desirability bias.

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<v Speaker 1>People may higher minimize prejudices. Implicit association test measures reaction

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<v Speaker 1>times when pairing social categories black or white with positive

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<v Speaker 1>or negative words. Faster pairing suggest stronger unconscious associations. However,

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<v Speaker 1>it does have low test retest reliability even though it

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<v Speaker 1>continues to be used widely, and validity is also suspect.

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<v Speaker 1>Intervention strategies individual level perspective taking encourages empathy by imagining

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<v Speaker 1>the world from another's point of view. Mindfulness and self

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<v Speaker 1>reflection increases awareness of automatic judgments, and then bias interruption

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<v Speaker 1>techniques practicing slower decision making and moments of uncertainty. Interpersonal level,

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<v Speaker 1>you can think about it as encouraging open conversations about

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<v Speaker 1>bias without blame. That's called inclusive dialogue. Reduces peer based

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<v Speaker 1>stereotyping and teams or classrooms if you use modeling by

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<v Speaker 1>authority figures, and then mentorship across group lines promoting personal

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<v Speaker 1>relationships that reduce assumptions at the institution of the level

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<v Speaker 1>is bias training, policy review and representation representations, who's at

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<v Speaker 1>the table of decision making spaces policy review of course

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<v Speaker 1>is hiring and admissions, and then intergroup contacts another one

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<v Speaker 1>all ports contact hypothesis. Positive interaction between groups reduces prejudice,

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<v Speaker 1>but only under certain conditions. Equal status between groups, common goals,

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<v Speaker 1>and stitutional support, kind of going back to Sharif's theory

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<v Speaker 1>earlier realistic conflict theory. It has been shown a f

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<v Speaker 1>in reducing racism and homophobia. Clinical applications diagnostic bias. Black

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<v Speaker 1>clients are more likely to be diagnosed with schizophrenia the

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<v Speaker 1>mood disorders, even when presenting similar symptoms. Transclients may be

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<v Speaker 1>misdiagnosed or pathologized due to lack of cultural competence. The

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<v Speaker 1>cultural formulation interview in the DSM five helped mitigate this

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<v Speaker 1>by exploring clients worldview, explanatory models, and identity context the

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<v Speaker 1>therapeutic alliance. Microaggressions or unconscious invalidation can rupture trust. Clients

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<v Speaker 1>may avoid confrontation, but rapports suffer silently. Repair requires openness,

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<v Speaker 1>acknowledgment of power differences in the stance of cultural humility,

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<v Speaker 1>cultural values, impact coping styles, helping seeking behealthy behavior and

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<v Speaker 1>symptom expression. A client from a collectivistic culture may prioritize

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<v Speaker 1>family harmony over self expression. Marginalized communities face barriers to access,

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<v Speaker 1>provider bias and system neglect. Clinicians must be aware of

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<v Speaker 1>how structural inequality shape symptoms not just through stress, but

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<v Speaker 1>through chronic invalidation. Next time, we'll be looking at social

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<v Speaker 1>influence and persuasion techniques, and much more of a social

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<v Speaker 1>psychology outlook.