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Although measures of implicit associations are influential in the prejudice literature, comparative tests of the predictive power of these measures are lacking. A large-scale (N > 100,000) analysis of four commonly used measures—the Implicit Association Test (IAT), Single-Category IAT (SC-IAT), evaluative priming task (EPT), and sorting paired features task (SPF)—across 10 intergroup domains and 250 outcomes found clear evidence for the superiority of the SC-IAT in predictive and incremental predictive validity. Follow-up analyses suggested that the SC-IAT benefited from an exclusive focus on associations toward stigmatized group members, as associations toward non-stigmatized group members diluted the predictive strength of relative measures like the IAT, SPF, and EPT. These results highlight how conclusions about predictive validity can vary drastically depending on the measure selected and reveal novel insights about the value of different measures when focusing on predictive than convergent validity. [ABSTRACT FROM AUTHOR]

Implicit preferences are malleable, but does that change last? We tested 9 interventions (8 real and 1 sham) to reduce implicit racial preferences over time. In 2 studies with a total of 6,321 participants, all 9 interventions immediately reduced implicit preferences. However, none were effective after a delay of several hours to several days. We also found that these interventions did not change explicit racial preferences and were not reliably moderated by motivations to respond without prejudice. Short-term malleability in implicit preferences does not necessarily lead to long-term change, raising new questions about the flexibility and stability of implicit preferences. (PsycINFO Database Record

Transgender women's access to women-only spaces is controversial. Arguments against trans-inclusive policies often focus on cisgender women's safety from male violence, despite little evidence to suggest that such policies put cisgender women at risk. Across seven studies using U.S. and U.K. participants (N = 3,864), we investigate whether concerns about male violence versus attitudes toward trans people are a better predictor of support for trans-inclusive policies and whether these factors align with the reasons given by opponents and supporters regarding their policy views. We find that opponents of these policies do not accurately report their reasons for opposition: Specifically, while opponents claim that concerns about male violence are the primary reason driving their opposition, attitudes toward transgender people more strongly predicted policy views. These results highlight the limitations of focusing on overt discourse and emphasize the importance of investigating psychological mechanisms underlying policy support. [ABSTRACT FROM AUTHOR]

Background: Previous work indicates widespread preference for White over Black people in attitudes and behaviour. However, there are instances where Black people receive preferential treatment over White people. Aims: This study aimed to investigate whether a sample of education professionals would favour Black or White applicants to an academic honour society, and the extent to which any biases were related to conscious intentions. Sample: Participants were education professionals (N = 618; 75.5% White) who completed an online study. Methods: Participants completed a hypothetical admissions task where they evaluated more and less qualified applicants for an academic honour society, and applicants were either White or Black. Participants also completed measures of implicit and explicit racial attitudes. Results: Educational professionals at all levels showed a pro-Black bias in judgement, adopting a lower acceptance criterion for Black compared to White applicants, replicating previous work using online and undergraduate samples. The bias was present among participants reporting they did not want to be biased or believed they were unbiased, suggesting that bias arose without conscious awareness or intention. Bias was also weakly but reliably related to racial attitudes. Conclusions: These findings are consistent with the notion that educators automatically hold lower standards for Black versus White applicants. While education professionals likely have experience evaluating students from different racial and ethnic backgrounds, these professionals were, nevertheless, unable to eliminate the impact of race in their decision-making.