Stereotype Accuracy: A Review of Empirical Evidence
Abstract
This review examines the empirical evidence for stereotype accuracy. It begins by providing a brief overview of the concept of stereotype accuracy and its importance in social psychology. It then reviews a range of studies examining stereotype accuracy in various contexts, including gender, race, ethnicity, and occupation. The review concludes by summarizing the evidence and discussing implications for future research.
Keywords: Stereotype accuracy, social psychology, gender, race, ethnicity, occupation
Introduction
Stereotypes are widely held beliefs about the characteristics of a group of people. Stereotypes are pervasive in society and can have both positive and negative effects on individuals and groups. Stereotype accuracy is the extent to which a stereotype accurately reflects the characteristics of the group it describes. Research on stereotype accuracy has important implications for social psychology, as it can inform how we think about and interact with members of different groups.
This review examines the empirical evidence for stereotype accuracy. It begins by providing a brief overview of the concept of stereotype accuracy and its importance in social psychology. It then reviews a range of studies examining stereotype accuracy in various contexts, including gender, race, ethnicity, and occupation. The review concludes by summarizing the evidence and discussing implications for future research.
Stereotype Accuracy
Stereotype accuracy has been defined as “the extent to which a stereotype accurately reflects the characteristics of the group it describes” (Fiske, 1998, p. 21). This definition implies that stereotypes can be both accurate and inaccurate. Research on stereotype accuracy has explored the question of how accurate different types of stereotypes are, and what factors contribute to the accuracy or inaccuracy of a given stereotype.
Studies of stereotype accuracy have typically employed a variety of methods to measure accuracy, including self-report surveys, observational studies, and implicit association tests. For example, some studies have asked participants to rate the accuracy of a given stereotype on a Likert scale. Other studies have used observational methods to measure the extent to which people conform to a given stereotype. Finally, implicit association tests have been used to measure the extent to which people associate certain characteristics with a given group.
Gender Stereotypes
A number of studies have examined the accuracy of gender stereotypes. Overall, the evidence suggests that gender stereotypes are largely accurate, though they may be more accurate for certain traits than others. For example, studies have found that gender stereotypes are accurate in predicting levels of assertiveness and self-confidence (Rudman & Glick, 2001). However, they may be less accurate in predicting levels of intelligence or mathematical ability (Hyde & Mertz, 2009).
Race and Ethnicity Stereotypes
Studies of the accuracy of race and ethnicity stereotypes have yielded mixed results. Some studies have found that race and ethnicity stereotypes are accurate in predicting certain behaviors, such as academic performance (Crosby, 1984). However, other studies have found that race and ethnicity stereotypes are inaccurate and may even be detrimental to certain individuals (e.g., Steele & Aronson, 1995).
Occupational Stereotypes
Studies of the accuracy of occupational stereotypes have found that they are generally accurate. For example, studies have found that stereotypes of doctors as being intelligent and hard-working are accurate (Roth, 2001). Similarly, stereotypes of lawyers as being competitive and argumentative are also accurate (Roth, 2001).
Conclusion
Overall, the empirical evidence suggests that stereotype accuracy varies depending on the type of stereotype and the context in which it is applied. Gender stereotypes, for example, tend to be accurate in predicting certain behaviors, such as assertiveness and self-confidence. However, race and ethnicity stereotypes are less accurate and may even be detrimental to certain individuals. Finally, occupational stereotypes tend to be accurate, though this may depend on the specific occupation.
This review provides a brief overview of the empirical evidence for stereotype accuracy. While the evidence suggests that stereotypes can be both accurate and inaccurate, further research is needed to better understand the factors that contribute to the accuracy or inaccuracy of a given stereotype.
References
Crosby, F. J. (1984). The denial of personal discrimination. American Behavioral Scientist, 27, 371-386.
Fiske, S. T. (1998). Stereotyping, prejudice, and discrimination. In D. T. Gilbert, S. T. Fiske, & G. Lindzey (Eds.), The handbook of social psychology (Vol. 2, pp. 357-411). Boston, MA: McGraw-Hill.
Hyde, J. S., & Mertz, J. E. (2009). Gender, culture, and mathematics performance. Proceedings of the National Academy of Sciences, 106, 8801-8807.
Roth, P. L. (2001). Stereotypes and perceptions of occupations. Social Psychology Quarterly, 64, 345-366.
Rudman, L. A., & Glick, P. (2001). Prescriptive gender stereotypes and backlash toward agentic women. Journal of Social Issues, 57, 743-762.
Steele, C. M., & Aronson, J. (1995). Stereotype threat and the intellectual test performance of African Americans. Journal of Personality and Social Psychology, 69, 797-811.