stereotypes

Intersectionality is a term frequently used in many different contexts, from social movements to academic research to everyday speech. A recent article in The New York Times explores how intersectionality — defined as “the complex and cumulative way different forms of discrimination like racism, sexism and classism overlap and affect people” — influences men and women of color in the workplace.

The article draws from a recent non-profit study surveying 1,600 participants in workplaces ranging from corporations to higher education. Most respondents said they were “highly on guard at work,” which often meant they actively repressed traits others might perceive as frightening or intimidating. For example, they arrived early to meetings so they would be seated when others arrived in order to appear less threatening.

While the majority of workers in the study reported this need to be “on guard” to protect themselves against racial and gender bias, the types of stereotypes various groups face are not the same. For example, African-American women tend to face the stereotype of “the angry black woman,” while Latinas face stereotypes about being “too emotional or too wedded to their families.” Sociologist Yung-Yi Diana Pan notes that Asian-Americans are sometimes identified as “being workhorses without creativity” and “passive and acquiescent,” and this may lead to fewer promotions according to a recent report by the Ascend Foundation. 

Part of the problem, according to sociologist Lata Murti, is that women of color are constantly compared to professional white women — the “invisible norm.” So, what is the solution? Latasha Woods, brand manager at Proctor & Gamble argue it starts with leadership:

“We need leadership that truly cares about inclusion — a lot care about diversity, but how do you foster inclusion? People spend a lot of time on what they know the boss cares about. If they see the boss cares about inclusion they will too.”

Today, the term “white trash” is used colloquially to identify white people who do not conform to the established ideas about what it means to be “white,” usually indicating they are poor, uneducated, unemployed, or backwards. This term emerged as a racial slur for white indentured servants — poor whites from England and other European countries that came to the United States in search of citizenship in exchange for labor. In a recent segment on NPR’s podcast Code Switch, sociologist Matt Wray discusses why “white trash” remains a powerful insult against poor whites and people of color alike.

Wray argues that although the term is meant to disparage poor whites, it simultaneously demeans other races by maintaining that there is something about being white that is superior to other racial groups. This is why the modifier “trash” is used. Code Switch news assistant Leah Donnella sums up Wray’s argument well:

“. . . ‘white’ is the only racial group that needs a modifier for it to become a slur. There’s no ‘black trash’ or ‘Hispanic trash’ or ‘Native American trash,’  presumably, because for most of American history, those people were assumed by those in power to be poor, uneducated and criminal.”

Wray also suggests that the term is used to reinforce the long-standing idea that poor whites are more racist than middle class or white elites. This allows affluent whites to escape criticism as racists, while stereotyping poor whites as representative  of “real” racism. Accordingly, Wray states:

“Whites who use the term are saying, ‘Look, I’m not racist. The person down the road is racist. The one who drops the N-word, or has the Confederate flag flapping off the back of their truck. That’s real racism.’ “

In short, Wray’s research shows how the term “white trash” reinforces ideas of white superiority, today and throughout history.  Since it first emerged in the colonial era, the term symbolized how important the intersection of race and class was — and still is — for personal belonging and worth in the United States.

August 12th marked the anniversary of last year’s Charlottesville riots, and White supremacists are organizing once again. When comparing their own beliefs to such overt racism, many White Americans feel comfort in their (supposed) lack of prejudice. But even if Whites believe they are not racist, their attitudes and actions may prove to be so. These forms of implicit bias, though often less pronounced, can be equally harmful. In a recent article in the Washington Post, Megan R. Underhill calls for Whites to take their own implicit racial prejudices seriously and speak up against such bias.

According to previous research, Whites are more likely to trust other Whites and distrust people of color. Both the negative portrayal of Black people from the media and high segregation of the White American population can heighten this implicit bias. Structural inequality and misguided understandings of white victimization may also contribute. According to Underhill,

“Whites’ sense of having been ‘left behind’ has manifested in the emergence of an overtly angry white identity rooted in feelings of victimization. Empirically, whites’ racial anger is misguided. Black Americans continue to lag behind whites on almost every indicator, including but not limited to income, wealth and education. Further, though federal programs like affirmative action have opened doors for people of color, it was actually white women who benefited most from these policies.”

Further, police’s reactions to Black individuals have proven fatal on a number of occasions. Though these issues are vast, Underhill suggests some constructive steps forward:

“White people who feel triggered by the sight of an unfamiliar black person in a space they consider theirs should understand that what they’re feeling is implicit bias. Think about the repercussions of picking up the phone and calling the police. White people who witness needless harassment of people of color should speak up and try to de-escalate the situation. Blackness is not criminal.”

Television and movie relationships between a middle-aged woman and younger man, like those on TBS’s Cougar Town often appear glamorous and dramatic, but are they accurate depictions? Milaine Alarie and Jason Carmichael tell Pacific Standard that the stereotype of wealthy “cougars” who “have been able to surgically turn back time with their looks… or literally buy young men’s attention” is more a myth popularized by shows like Sex and the City than reality. First, they find in a survey of Americans that “roughly 13 percent of sexually active women between ages 35 and 44 had slept with a man who was at least five years younger,” meaning that sexual relationships between middle-aged women and younger men are not rare. The bigger surprise is that women sporting diamonds and Chanel are less likely to be in that 13 percent than low-income women are. Additionally, rather than a steamy fling, these relationships tend to be long-term, with most lasting at least two years. “[A] sizable share of ‘cougars’ are married to their younger partners.”

Media portrayals of a woman’s midlife crisis or frantic clamor to cling to youth do not represent most women’s experiences, highlighting a cultural problem: a stereotype like the “cougar” “encourages aging women to doubt themselves.” Alarie and Carmichael hope that dispelling the cougar myth will “motivate us to reflect on our society’s tendency to (re)produce sexist and ageist conceptions of women’s sexuality, and women’s value more broadly.”

Sociologists are quite familiar with the combination of marginalized identities that can lead to oppression, inequalities, and “double disadvantages.” But can negative stereotypes actually have positive consequences?

Financial Juneteenth recently highlighted a study showing that gay black men may have better odds of landing a job and higher salaries than their straight, black, male colleagues. Led by sociologist David Pedulla, the study sent resumes and a job description to 231 white employers nationwide, asking them to suggest starting salaries for the position. Resumes included typically raced names (“Brad Miller” for white applicants and “Darnell Jackson”) and listed participation in “Gay Student Advisory Council” to imply the applicant’s sexuality. Pedulla found that gay Black men were more likely to receive the same starting salaries as straight white men, whereas gay white men and straight black men were offered lowered salaries.

Pedulla’s findings have sparked a conversation among scholars and journalists about the complexity of stereotypes surrounding black masculinities and sexualities. Organizational behavior researcher and Huffington Post contributor Jon Fitzgerald Gates also weighed in on the findings, arguing that the effeminate stereotypes of homosexuality may be counteracting the traditional stereotypes of a dangerous and threatening black heterosexual masculinity.

Read Pedulla’s entire study, published in Social Psychology Quarterly, here: The Positive Consequences of Negative Stereotypes: Race, Sexual Orientation, and the Job Application Process.

Our lives are often defined by the impossibilities we face, and that can lead to some strange decisions. Take, for example, the hit TV show Breaking Bad: a middle aged chemistry teacher with inoperable lung cancer decides it’s easier cook and deal meth than to ask others for help with his treatment. That’s the whole premise, and a new article in The Sunday Times suggests Mr. White’s decision may be the result of a heavy dose of the “masculine mystique.”

First published by W.W. Norton & Co. in 1963, Betty Friedan’s The Feminine Mystique argued that the dissatisfaction women felt with their lives wasn’t due to a “modern lifestyle” driving them away from an ideal feminine identity, but rather their inability to even imagine living full, independent lives. Friedan called upon women to recognize this possibility: a life free of gendered expectations.

Today, Stephanie Coontz suggests the media blitz over the “crisis of boys” (lower grades, reduced college graduation rates, and slipping economic prospects for men) stems from a similar problem with gender roles:

In fact, most of the problems men are experiencing today stem from the flip side of the 20th-century feminine mystique—a pervasive masculine mystique that pressures boys and men to conform to a gender stereotype and prevents them from exploring the full range of their individual capabilities.

The masculine mystique promises men success, power and admiration from others if they embrace their supposedly natural competitive drives and reject all forms of dependence. Just as the feminine mystique made women ashamed when they harboured feelings or desires that were supposedly “masculine”, the masculine mystique makes men ashamed to admit to any feelings or desires that are thought to be “feminine”.

Coontz also uses research on men’s shame around femininity and its impact on boys’ ability to imagine excelling in the classroom. Sound familiar?

In a book to be published next month, the sociologists Thomas DiPrete and Claudia Buchmann demonstrate that most of the academic disadvantages of boys in education flow not from a “feminised” learning environment, as is often claimed, but from a masculinised peer culture that encourages disruptive behaviour and disengagement from school. As Debbie Epstein, the British researcher, puts it, “real boys” are not supposed to study. “The work you do here is girls’ work,” one boy told an educational ethnographer. “It’s not real work.”

Gender roles create impossibilities for men and woman. And, while Breaking Bad takes the masculine drive for independence to a fictional extreme, the new lag in boys’ educational and economic achievement can be a new century’s call to get everyone to, in Coontz’s words, “act like a person, not a gender stereotype.”