Warm stereotypes of subordinate groups function to keep them placated and deferential

Evidence

The second part of the social structure hypothesis holds that out-groups are seen as relatively warm and nice to the extent that they do not compete with others. Compliant subordinate groups fulfill a convenient role, so they receive paternalistic prejudice, which disrespects their competence but simultaneously likes the qualities that keep them subordinated as long as they do not pose a threat. Warmth-related identities placate subordinates by assigning them socially desirable traits that conveniently also imply deference to others (Glick & Fiske, 2001b; Ridgeway, 2001). Negative intentions are not attributed to noncompetitive outgroups, and attributions of warmth help to maintain the status quo with a minimum of conflict (Jackman, 1994). — Susan T. Fiske et al., A Model of (Often Mixed) Stereotype…, 44

Categorization

• XREF: The counterpart mechanism completing the envious-outgroup story: warmth toward the dominated is a control tool, exactly mirroring envious respect-without-liking toward the envied. Buys the paternalistic/contemptuous axis of the model. — connects to: Stereotypes legitimize existing social hierarchy even against people’s own interests — Susan T. Fiske et al., A Model of (Often Mixed) Stereotype…, 43; Even subordinate groups evaluate others from the dominant reference group’s standpoint — Susan T. Fiske et al., A Model of (Often Mixed) Stereotype…, 38; Subordinates’ positive self-stereotypes can reinforce the status quo. — John T. Jost and Jim Sidanius, Political Psychology: Key Readings, 2904 (+3 more)

Related

• Even subordinate groups evaluate others from the dominant reference group’s standpoint (similarity 0.84)
• Stereotypes legitimize existing social hierarchy even against people’s own interests (similarity 0.83)
• Subordinates’ positive self-stereotypes can reinforce the status quo. (similarity 0.83)
• Envied out-groups draw low-warmth stereotypes that rationalize their exclusion (similarity 0.81)
• Perceived status drives competence judgments while perceived competition strips warmth from envied outgroups (similarity 0.80)
• Stereotypes do not sour-grape away envied outgroup competence but justify their high status. (similarity 0.80)
• Positive and negative stereotype dimensions combine strategically to justify group hierarchies (similarity 0.80)
• Mixed warmth-and-competence stereotypes ideologically justify existing social hierarchies. (similarity 0.79)
• Groups seen as competing with the ingroup are stereotyped as low in warmth (similarity 0.79)
• Positive stereotypes can justify subordination more effectively than negative ones (similarity 0.79)
• Exposing people to group stereotypes increases their support for the status quo (similarity 0.79)
• Perceived high status and power directly produce perceived outgroup competence. (similarity 0.78)

Broader Connections

• Subordinates’ positive self-stereotypes can reinforce the status quo. #corroborates (0.90) — John T. Jost and Jim Sidanius, Political Psychology, 2904
• Stereotypes justify existing social arrangements and preserve the status quo #expands (0.85) — John F. Dovidio, Peter Glick, Laurie A. Rudman, On the Nature of Prejudice, 1415
• Stereotypes function as justification for inequality more than as accurate reflection of groups #corroborates (0.85) — , Rudman, Laurie A - On the Nature of…, 1366
• People stereotype themselves and their own groups to justify existing social arrangements #corroborates (0.80) — John T. Jost and Jim Sidanius, Political Psychology, 2960