Even subordinate groups evaluate others from the dominant reference group’s standpoint

Evidence

At the opposite extreme, who is favored as both warm and competent? We suggest three possible inhabitants of this cell: Through in-group favoritism, the in-group may be rated both warm and competent. Close allies in a hostile world might also be allowed a purely positive stereotype. And the cultural default (e.g., middle class) may be viewed in an unmixed, positive way. We refer to both in-groups and societal reference groups because in the United States, at least, many groups view themselves as part of the societal ideal; for instance, most Americans identify themselves as middle class (even if qualified by lower or upper). Similarly, Whites and Christians, even where they are not a local majority, may be viewed as culturally dominant, societywide reference groups. Even groups who acknowledge their own exclusion from the cultural ideal may still identify with aspects of the societal reference group. Hence, people’s understanding of culturally shared stereotypes takes the perspective of society’s dominant reference groups. — Susan T. Fiske et al., A Model of (Often Mixed) Stereotype…, 38

Categorization

• DEFINE: Introduces in-group vs. societal reference group distinction that grounds why all ratings share the dominant group’s vantage point.
• XREF: Parallels system-justification logic; also resonates with internalized-oppression ideas and the cultural hegemony notion found in Gramsci. — connects to: Warm stereotypes of subordinate groups function to keep them placated and deferential — Susan T. Fiske et al., A Model of (Often Mixed) Stereotype…, 44; Subordinate groups often internalize dominant-group evaluations and derogate their own group — John T. Jost and Jim Sidanius, Political Psychology: Key Readings, 2691; Subordinate groups share the dominant status ranking of their own subordination — John T. Jost and Jim Sidanius, Political Psychology: Key Readings, 3252 (+4 more)

Related

• Subordinate groups share the dominant status ranking of their own subordination (similarity 0.85)
• Subordinate groups often internalize dominant-group evaluations and derogate their own group (similarity 0.85)
• Warm stereotypes of subordinate groups function to keep them placated and deferential (similarity 0.84)
• The enviable high-warmth high-competence cluster reflects cultural reference groups more than rater in-groups. (similarity 0.80)
• Subordinate groups historically reversed self-derogation into positive in-group identity and militancy (similarity 0.80)
• Subordinates’ positive self-stereotypes can reinforce the status quo. (similarity 0.80)
• Groups holding cultural hegemony are seen as warm because they pose no competitive threat. (similarity 0.80)
• Quiescent subordinate groups show less ethnocentrism until questioning their low-status identity reignites resource conflict. (similarity 0.79)
• Envied out-groups draw low-warmth stereotypes that rationalize their exclusion (similarity 0.79)
• Disadvantaged groups internalize negative stereotypes only when those stereotypes seem legitimate and stable. (similarity 0.79)
• Hegemony succeeds when subordinate groups accept the dominant vision as their own (similarity 0.79)
• Majority members contrast with in-groups while minorities assimilate with them (similarity 0.79)
• Different outgroups are either disrespected, envied, liked, or disliked (similarity 0.79)
• Even disadvantaged group members internalize stereotypes that harm their own interests (similarity 0.79)
• Subordinates sometimes favor dominant groups over their own ingroups (similarity 0.78)

Broader Connections

• Subordinates sometimes favor dominant groups over their own ingroups #corroborates (0.92) — John T. Jost and Jim Sidanius, Political Psychology, 3209
• Subordinate groups often internalize dominant-group evaluations and derogate their own group #corroborates (0.90) — John T. Jost and Jim Sidanius, Political Psychology, 2691
• Subordinate groups share the dominant status ranking of their own subordination #corroborates (0.88) — John T. Jost and Jim Sidanius, Political Psychology, 3252
• Hegemony succeeds when subordinate groups accept the dominant vision as their own #expands (0.85) — John T. Jost and Jim Sidanius, Political Psychology, 3380
• Subordinate groups strategically deploy difference to resist dominant control and revalue themselves #contradicts (0.80) — David Theo Goldberg, John Solomos, A Companion to Racial and Ethnic Studies, 115
• Social hierarchy is maintained by dominants and subordinates cooperatively #expands (0.78) — John T. Jost and Jim Sidanius, Political Psychology, 3212