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Stereotype, prejudice and discrimination

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Stereotypes, Prejudice, and Discrimination

1 Survey Research (Gallup) Would you vote for a qualified Black presidential candidate? Would you vote for a qualified Black presidential candidate? 1958:

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Stereotype Threat: How it Affects Us and What We Can Do About It

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In this video, Emeritus Professor Claude Steele (formerly Dean of the School of Education at Stanford) discusses his research on stereotype threat. Essential information for anyone interested in promoting equality and diversity, this presentation will be especially useful to graduate students who teach or lead diverse groups. From the Award-Winning Teachers on Teaching lecture series. 

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How to Overcome Stereotypes in Your Organization

• 20 Sep 2022

As diversity and inclusion initiatives rise in the workplace, there have been concerns about the harm stereotypes impose on employee morale. Negative forces—such as racism, sexism, and ageism—have led to class action lawsuits and bad press for organizations.

According to a recent Good Jobs First report , 99 percent of Fortune 500 companies have paid settlements in at least one discrimination or sexual harassment lawsuit since 2000. This can be attributed to complacency in archaic power dynamics, but the recent response in movements—such as Black Lives Matter and Me Too—have prompted businesses to join the conversation about addressing negative stigmas.

Here’s an overview of workplace stereotypes, their effects on businesses, and how to overcome them as an organizational leader.

Access your free e-book today.

What Are Workplace Stereotypes?

Stereotyping is a prevalent way of thinking that exists in nearly every aspect of daily life. Stereotypes are overgeneralized perceptions and beliefs about how an individual in a certain group should or shouldn’t act. In the workplace, stereotyping can lead to:

• Prejudice: Negative feelings about an individual
• Discrimination: Behaviors toward an individual

Not all stereotypes are negative, but they impact workplace dynamics. The groups most affected by stereotypes are typically from marginalized communities and discriminated against because of characteristics including:

• Sexual orientation
• Religious affiliation

While some don’t see the damage of these harmful perceptions, Harvard Business School Professor Julie Battilana, who teaches the online course Power and Influence for Positive Impact , argues that “business as usual” is “politics as usual.” Organizational leaders must address these workplace challenges to lead effectively.

The Effect of Workplace Stereotypes

Stereotypes—while based on myths and misconceptions—don’t easily disappear from the collective consciousness. There are many reasons for this, but the online course Power and Influence for Positive Impact asserts that stereotypes are prominent in business because of their role in maintaining power imbalances. Business leaders and managers often fall back on these beliefs because they’ve enabled them to retain power and influence within their organizations.

One example is the generational gap in today's workplace . With nearly five generations comprising it, many age-related stereotypes help maintain the status quo. This phenomenon is called ageism , or discrimination based on a person's age.

In business, younger generations often criticize older, more established employees as being out of touch or technologically challenged. Conversely, younger generations are frequently criticized for being self-indulgent and ungrateful. When these dynamics influence promotions and management decisions, stereotyping causes a multitude of problems.

Employees who face constant criticism or don’t get well-deserved promotions because of stereotyping can lose motivation and interest in performing their jobs. This leads to decreased morale, productivity, and employee retention.

How to Overcome Stereotypes in the Workplace

Since stereotypes are often ingrained in workplace dynamics, it’s up to company leadership to devise how to overcome them. In Power and Influence for Positive Impact , Battilana describes three methods to combat this toxic trend: individual actions, cultural intervention, and institutional intervention.

Individual Actions

In Power and Influence for Positive Impact, HBS Associate Professor Lakshmi Ramarajan notes two methods for overcoming stereotypes at the individual level: embracing a learning mindset and affirming one’s own values.

Embracing a learning mindset is a common tactic used by human resources departments. Diversity and inclusion seminars are excellent settings to learn more about the damage stereotyping can impose on different groups and what you can do to break the cycle. Unfortunately, stereotyping is a conditioned habit people are often unaware of; however, with collaboration and a willingness to learn, you can chip away at its power.

Once you understand the dynamics at play in stereotyping, Battilana suggests leveraging the following strategies to dismantle stereotypes and prejudices:

• Embrace diversity: Don’t put yourself in a bubble. Learn about individuals you admire from other genders or races. Read books authored by people who don’t share the same beliefs. Listen to music from various cultures. This can gradually recondition your perceptions.
• Interact with individuals from other groups: Hiring a diverse workforce doesn’t guarantee that employees will converse. Take the time to talk to people from different backgrounds.
• Confront stereotyping: If you see something, say something. Sometimes, the most impactful thing you can do is call out prejudice or stereotyping when it’s happening.

Cultural Intervention

Your organization’s culture is essential to its identity. Many business leaders pride themselves on encouraging growth mindsets , collaboration, and inclusion. But they also have a pivotal role to play in combating stereotyping.

Just as policies and regulations influence behavior, accepted cultural norms affect how employees treat one another. While these rules are unwritten, they can indicate what’s appropriate and inappropriate in the workplace.

For example, some organizations may not have explicit policies on how employees from different backgrounds should interact. Nonetheless, leadership should actively avoid permitting racism within their company cultures. Doing so gives employees a sense of what behavior they’ll be socially praised or scorned for.

“Racism and prejudice have less to do with our conscious intentions and more to do with how much our actions or inactions enable the structural dynamics that are already in place,” Battilana says in Power and Influence for Positive Impact.

Institutional Intervention

While cultural intervention exists outside of company policy, institutional intervention includes the procedural changes that occur at an organization’s highest levels—which directly influence how individuals act toward one another.

Institutional interventions take different forms and address various challenges that workplace stereotypes impose on organizational dynamics. Business leaders hoping to make institutional interventions should consider:

• Evaluating internal processes: They should consider altering internal processes that are more susceptible to prejudices stemming from stereotypes, such as recruiting, the job application process, and promotion decisions.
• Considering what “business as usual” looks like: Before leaders can change workplace dynamics, they must understand the status quo. This helps identify obstacles to positive organizational change , including prejudices that prevent team collaboration.
• Hiring for diversity: There’s been a major shift toward greater diversity in hiring. Leaders must continue to take this initiative seriously to foster inclusive working environments.

According to Battilana, these adjustments can lead to positive organizational change because “the criteria can be adjusted in a way that promotes greater equity in how people are evaluated.”

Don’t Let Stereotypes Hurt Your Business

Overcoming workplace stereotypes requires collective effort. Business leaders must understand their responsibility to leverage power and influence within their organizations to create institutional strategies that dismantle polarizing power imbalances.

With the right tools, any business can overcome the devastating effects of stereotyping and ensure more people of color, younger generations, and marginalized groups have a voice in making positive, long-term change.

Want to learn more about how leadership can overcome the effects of stereotyping in the workplace? Explore Power and Influence for Positive Impact —one of our online business in society courses —and download our free guide on becoming a purpose-driven professional .

About the Author

The terrifying power of stereotypes – and how to deal with them

Senior Lecturer in Psychology, Anglia Ruskin University

Disclosure statement

Magdalena Zawisza receives funding from British Academy, Innovate UK and Polish National Science Centre.

Anglia Ruskin University (ARU) provides funding as a member of The Conversation UK.

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From “girls suck at maths” and “men are so insensitive” to “he is getting a bit senile with age” or “black people struggle at university”, there’s no shortage of common cultural stereotypes about social groups. Chances are you have heard most of these examples at some point. In fact, stereotypes are a bit like air: invisible but always present.

We all have multiple identities and some of them are likely to be stigmatised. While it may seem like we should just stop paying attention to stereotypes, it often isn’t that easy. False beliefs about our abilities easily turn into a voice of self doubt in our heads that can be hard to ignore. And in the last couple of decades, scientists have started to discover that this can have damaging effects on our actual performance.

This mechanism is due to what psychologists call “ stereotype threat ” – referring to a fear of doing something that would confirm negative perceptions of a stigmatised group that we are members of. The phenomenon was first uncovered by American social psychologists in the 1990s.

In a seminal paper, they experimentally demonstrated how racial stereotypes can affect intellectual ability. In their study, black participants performed worse than white participants on verbal ability tests when they were told that the test was “diagnostic” – a “genuine test of your verbal abilities and limitations”. However, when this description was excluded, no such effect was seen. Clearly these individuals had negative thoughts about their verbal ability that affected their performance.

Black participants also underperformed when racial stereotypes were activated much more subtly. Just asking participants to identify their race on a preceding demographic questionnaire was enough. What’s more, under the threatening conditions (diagnostic test), black participants reported higher levels of self doubt than white participants.

Nobody’s safe

Stereotype threat effects are very robust and affect all stigmatised groups. A recent analysis of several previous studies on the topic revealed that stereotype threat related to the intellectual domain exists across various experimental manipulations, test types and ethnic groups – ranging from black and Latino Americans to Turkish Germans. A wealth of research also links stereotype threat with women’s underperformance in maths and leadership aspirations .

Men are vulnerable, too. A study showed that men performed worse when decoding non-verbal cues if the test was described as designed to measure “social sensitivity” – a stereotypically feminine skill. However, when the task was introduced as an “information processing test”, they did much better. In a similar vein, when children from poorer families are reminded of their lower socioeconomic status, they underperform on tests described as diagnostic of intellectual abilities – but not otherwise. Stereotype threat has also been shown to affect educational underachievement in immigrants and memory performance of the elderly .

It is important to remember that the triggering cues can be very subtle. One study demonstrated that when women viewed only two advertisements based on gender stereotypes among six commercials, they tended to avoid leadership roles in a subsequent task. This was the case even though the commercials had nothing to do with leadership.

Mental mechanisms

Stereotype threat leads to a vicious circle . Stigmatised individuals experience anxiety which depletes their cognitive resources and leads to underperformance, confirmation of the negative stereotype and reinforcement of the fear.

Researchers have identified a number of interrelated mechanisms responsible for this effect, with the key being deficits in working memory capacity – the ability to concentrate on the task at hand and ignore distraction. Working memory under stereotype threat conditions is affected by physiological stress, performance monitoring and suppression processes (of anxiety and the stereotype).

Neuroscientists have even measured these effects in the brain. When we are affected by stereotype threat, brain regions responsible for emotional self-regulation and social feedback are activated while activity in the regions responsible for task performance are inhibited.

In our recent study, published in Frontiers in Aging Neuroscience , we demonstrated this effect for ageism. We used electroencephalography (EEG), a device which places electrodes on the scalp to track and record brainwave patterns, to show that older adults, having read a report about memory declining with age, experienced neural activation corresponding to having negative thoughts about oneself. They also underperformed in a subsequent, timed categorisation task.

Coping strategies

There is hope, however. Emerging studies on how to reduce stereotype threat identify a range of methods – the most obvious being changing the stereotype. Ultimately, this is the way to eliminate the problem once and for all.

But changing stereotypes sadly often takes time. While we are working on it, there are techniques to help us cope. For example, visible, accessible and relevant role models are important. One study reported a positive “Obama effect” on African Americans. Whenever Obama drew press attention for positive, stereotype-defying reasons, stereotype threat effects were markedly reduced in black Americans’ exam performance.

Another method is to buffer the threat through shifting self perceptions to positive group identity or self affirmation. For example, Asian women underperformed on maths tests when reminded of their gender identity but not when reminded of their Asian identity . This is because Asian individuals are stereotypically seen as good at maths. In the same way, many of us belong to a few different groups – it is sometimes worth shifting the focus towards the one which gives us strength.

Gaining confidence by practising the otherwise threatening task is also beneficial, as seen with female chess players . One way to do this could be by reframing the task as a challenge .

Finally, merely being aware of the damaging effects that stereotypes can have can help us reinterpret the anxiety and makes us more likely to perform better. We may not be able to avoid stereotypes completely and immediately, but we can try to clear the air of them.

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Make an instant impression on your audience with our contemporary Stereotypes presentation template, which features 100% compatibility with Microsoft PowerPoint and Google Slides. Download it to describe a generalized belief or perception made about a group of people, class, culture, etc.

Social behavior experts, educators, and human behavior researchers can utilize this finest-quality deck to showcase the types of stereotypes, such as racial, gender, cultural, sexual, and individual. You can also highlight the effects and causes of stereotypes. Moreover, you can also demonstrate the stereotypes content model. The beautiful designs of this template make your presentations eye-catching and uncluttered.

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How Do Stereotypes Shape Your Judgment?

Stereotypes are widespread but fixed ideas about specific groups of people. If the stereotype is negative, research suggests, it may lead us to consciously or subconsciously avoid or limit contact with entire groups of people—and negative experiences with a stereotyped group can reinforce this avoidant behavior.

A recent paper explores the impact of avoidance on reinforcing stereotypes through a series of studies. Their results reveal how stereotypes can prevent us from accurately perceiving a reality that never stops changing.

In the first experiment, participants chose if they wanted to interact with an alien species. If they chose to interact, the alien could either grant the participant a point (a positive experience) or take a point away (a negative experience).

Each group of aliens had differently colored skin, like green or blue. Most were seen multiple times, but throughout the task the alien faces were slowly replaced, even as they maintained the same skin color. To prime the development of stereotypes, researchers told participants to try to determine which aliens were more likely to give points and which were more likely to take points away, based on their interactions.

Participants played nine rounds. In the beginning of the game, one group of aliens was more likely to give points, while the other was more likely to take points away. By rounds six to nine, the cooperative behavior began to shift such that by the final round, aliens of both groups were cooperating equally. This blurred the once clearly defined stereotype lines.

How did that affect the participants? In the beginning rounds, they were more willing to interact with the group of aliens that were more cooperative; in other words, unsurprisingly, positive interactions increased the likelihood of future interactions. As the faces of the aliens changed and the cooperative tendencies became more equitable between alien groups, participants still continued to approach the initially more cooperative alien group more than the other.

This showed how powerful first impressions can be. Participants developed a kind of stereotype in those initial interactions, one that overrode the evidence provided by later interactions.

For a second experiment, the researchers tried to answer this question: What happens when we notice repeated contradictions to our stereotypes? In this case, one group of aliens gradually changed their behavior, while the other stayed constant. The results of this experiment were somewhat counterintuitive: As the behavior of one alien group changed, participants modified their interactions with the other whose behavior stayed the same.

Why? In the paper, the researchers speculate that “changes in the composition of one group serve as a signal to participants that the other group is also going to change, causing them to adjust their behavior toward the other group even in the absence of any actual change in that group’s behavior.” Put differently, changes in the stereotyped behavior of one group can cause us to rethink the accuracy of the stereotype for another group—and perhaps to question the validity of stereotypes in general.

What if we are presented with information that disconfirms the stereotype about a group?

In a third experiment, the researchers varied the rate of change of the behavior of the uncooperative group from virtually non-cooperative to extremely cooperative as they progressed through the rounds of the game.

Participants were split into two groups. Group one only knew if the alien would give or take away points if they interacted with the alien (non-feedback group). If participants in group two decided not to interact with an alien, they were informed of its point intentions anyway (feedback group). 

The results suggest that it takes a lot to change ingrained stereotypes. “When changes in the [uncooperative] group were only moderate, participants did not update their beliefs regardless of the type of feedback they received and initial learning persisted,” write the researchers. Thus, when faced with only slight changes in the behavior of the uncooperative group, participants did not update their beliefs. It was only when the aliens demonstrated a drastic change in behavior did participants start to interact with them more. Under these conditions, participants in the feedback group interacted at a faster rate than those in the non-feedback group.

This research highlights how negative stereotypes can cause us to avoid entire groups—and how negative experiences can serve to reinforce our stereotypes. But it highlights something else, as well: how stereotypes limit our ability to perceive an ever-changing reality.

This research suggests that new experiences have to provide a drastic departure from stereotyped beliefs in order to change behavior toward a group. This can potentially create other tropes that may be equally damaging, even if positive—as with, for example, the “model minority” or “Black exceptionalism” stereotypes. These experiments can also remind us that experiences create their own biases. As the researchers note: “A perceiver who wishes to form accurate beliefs must be aware that their experiences may be biased.”

If a positive recommendation comes from this study, it’s that mindfulness and self-awareness are essential to forming accurate ideas about people. As we move through the world, we need to ask ourselves: Am I avoiding certain groups of people? Why? Are past experiences or beliefs warping my awareness of what is happening right here, right now?

About the Author

Shanna B. Tiayon

Shanna B. Tiayon, Ph.D. , also known as “The Wellbeing Dr.,” is a writer, speaker, and trainer working in the area of well-being. Currently, Shanna is the owner of WellbeingWorks , LLC, a boutique well-being firm bringing together the best interdisciplinary knowledge in the areas of social psychology, human resources, research, and training design.

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Use our graphic-rich Stereotypes PPT template to describe the generalized view or preconception that people form about a particular group of people, regardless of their individual characteristics, without having access to much information. Psychologists can leverage this entirely customizable deck to explain how stereotypes are formed and how to beat them by seeing people as individuals. You can also use this set to discuss the harmful psychological impacts of stereotypes and their common types.

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Examining Female Gender Stereotypes PowerPoint

Updated:  20 Jun 2023

A 14 slide editable PowerPoint template to use when examining female gender stereotypes with your students.

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This PowerPoint presentation has been designed to introduce your students to the concept of stereotypes. It specifically addresses female gender stereotypes.

The content of the presentation includes:

• an overview of what stereotypes are
• some common examples of stereotypes
• the problem with stereotypes
• an overview of gender stereotypes
• some common examples of female gender stereotypes
• sources of female gender stereotypes
• how to challenge female gender stereotypes.

Links to whole class, small group, and individual learning activities are also included. They can also be downloaded separately below.

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Challenging female gender stereotypes inquiry task.

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Stereotypes

Jan 02, 2020

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Stereotypes. Definition of Stereotype. Fixed form or convention Something lacking in originality or individuality. How we get information. Somatic What we personal experience through our senses. How we get information. Extrasomatic Sources of information external to your personal senses.

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Stereotypes.

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• police officers greatly overrepresented

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Definition of Stereotype • Fixed form or convention • Something lacking in originality or individuality

How we get information • Somatic • What we personal experience through our senses

How we get information • Extrasomatic • Sources of information external to your personal senses

How we get information • Mechanical sources • Extend our senses • Microscopes and telescopes for sight • Amplifiers for sound

How we get information • Association • Depends on who we associate with • Also known as socialization • Leads to how we behave through a series of steps • Emotion • Belief • Attitude • Finally, behavior

How we get information • Vicariously • Through imagination • Through the media

What do we do with all that information? • Sort it into categories • The categories are stereotypes • Why categorize? • So we can think • It’s the way the human mind works

Pigeonholing • Put any and all information we gather about anything, regardless of source, into a box, the stereotype • Most stereotypes are very complex

Personal Experience Facts Fantasies STEREOTYPE Label Lies Media Something somebody told me in a bar

Stereotypes are shortcuts to thinking • Called a “heuristic” device • Identify superficial characteristics • See, hear, smell something • What you perceive triggers a stereotype box • Everything in the box comes out as a single, solid block of information, whether the information is true or not

Back to Stereotypes • What’s important is the contents of that box • Recap • Primary sources are what you put in personally • Secondary are from other sources • A rank is assigned to what’s in the box

Stereotypes are neither positive nor negative • Depends on if others’ stereotypes match your own • You perceive a stereotype as negative if it doesn’t match your own • Stereotypes that do match your own you consider to be facts

reality • People create their own • Varies from person to person

Why Are There Stereotypes in the media? Reflects the reality of the audience Economic factors

Occupations Police Officers – greatly overrepresented Lawyers & Courtroom Trials – real or fictional, it’s sensationalized… Farmers – where is media produced? College Students – One Bourbon, One Shot, and One Beer

TV and Stereotypes • Uses stereotypes the audience already holds • Don’t want to challenge beliefs: that might turn the audience away

TV and Stereotypes • 1950s • Leave It to Beaver, Father Knows Best stereotypes • Good vs. evil stereotypes

Leave It to Beaver

The Donna Reed Show

Father Knows Best

Martin Kane – Private Eye

The Untouchables

TV and Stereotypes • 1950s • Leave It to Beaver, Father Knows Best stereotypes • Late 1960s to today • Rise of anti-war and women’s and civil rights • Challenged old stereotypes and reinforced new ones

I Dream of Jeannie

The Dick van Dyke Show

TV and Stereotypes • Introduction of cable • Hundreds of channels • Can find a channel that reflects whatever your stereotypes are

Movies and Stereotypes • Use the stereotypes held by the makers • Makes their beliefs part of their audience’s stereotypes • D.W. Griffith’s “Birth of a Nation” (1915)

Society was local and parochial

Society became more homogenous

Movies reflect the makers’ society

Birth of a Nation - 1915 • D.W. Griffith’s epic about the Civil War • He was a racist, segregationist and supporter of the Confederacy • Extolled the Ku Klux Klan as heroes • Portrayed freed black slaves as rampaging animals and rapists of white women

KKK in Wash., DC – 1925

Joseph Goebbels

Der Ewvige Jude

Der Ewige Jude Wherever rats appear they bring ruin, by destroying mankind's goods and foodstuffs.

They are cunning, cowardly, and cruel, and are found mostly in large packs. Among the animals, they represent the rudiment of an insidious and underground destruction -

- just like the Jews among human beings.

Wake Island

Destination: Tokyo

Mrs. Miniver

Since You Went Away

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• A-Z Publications

Annual Review of Psychology

Volume 69, 2018, review article, gender stereotypes.

• Naomi Ellemers 1
• View Affiliations Hide Affiliations Affiliations: Faculty of Social Sciences, Utrecht University, 3508 TC Utrecht, Netherlands; email: [email protected]
• Vol. 69:275-298 (Volume publication date January 2018) https://doi.org/10.1146/annurev-psych-122216-011719
• First published as a Review in Advance on September 27, 2017
• © Annual Reviews

There are many differences between men and women. To some extent, these are captured in the stereotypical images of these groups. Stereotypes about the way men and women think and behave are widely shared, suggesting a kernel of truth. However, stereotypical expectations not only reflect existing differences, but also impact the way men and women define themselves and are treated by others. This article reviews evidence on the nature and content of gender stereotypes and considers how these relate to gender differences in important life outcomes. Empirical studies show that gender stereotypes affect the way people attend to, interpret, and remember information about themselves and others. Considering the cognitive and motivational functions of gender stereotypes helps us understand their impact on implicit beliefs and communications about men and women. Knowledge of the literature on this subject can benefit the fair judgment of individuals in situations where gender stereotypes are likely to play a role.

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Gender Stereotypes PPT KS2

Subject: Personal, social and health education

Age range: 7-11

Resource type: Lesson (complete)

Last updated

3 September 2024

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A PPT that I used with LKS2. Could easily be adapted for UKS2 as well. The 1st part of the PPT explores gender equality. The 2nd part explores gender stereotypes. The final outcome is the children design their own front cover that challenges a gender stereotype or gender stereotypes. I was really impressed with the ideas that came up with for this! Enjoy :)

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Robots Are Coming to the Kitchen. What Does This Mean for Everyday Life?

Can automated restaurants still be community and cultural spaces, or will they become feeding stations for humans? These and other questions loom as new food tech reaches the market

Patrick Lin, The Conversation

Automating food is unlike automating anything else. Food is fundamental to life—nourishing body and soul—so how it’s accessed, prepared and consumed can change societies fundamentally.

Automated kitchens aren’t sci-fi visions from “The Jetsons” or “Star Trek.” The technology is real and global . Right now, robots are used to flip burgers , fry chicken , create pizzas , make sushi , prepare salads , serve ramen , bake bread , mix cocktails and much more. Artificial intelligence can invent recipes based on the molecular compatibility of ingredients or whatever a kitchen has in stock . More advanced concepts are in the works to automate the entire kitchen for fine dining.

Since technology tends to be expensive at first, the early adopters of A.I. kitchen technologies are restaurants and other businesses. Over time, prices are likely to fall enough for the home market , possibly changing both home and societal dynamics.

Can food technology really change society? Yes. Just consider the seismic impact of the microwave oven . With that technology, it was suddenly possible to make a quick meal for just one person, which can be a benefit but also a social disruptor.

Familiar concerns about the technology include worse nutrition and health from prepackaged meals and microwave-heated plastic containers . Less obviously, that convenience can also transform eating from a communal, cultural and creative event into a utilitarian act of survival—altering relationships, traditions, how people work, the art of cooking and other facets of life for millions of people.

For instance, think about how different life might be without the microwave. Instead of working at your desk over a reheated lunch, you might have to venture out and talk to people, as well as enjoy a break from work. There’s something to be said for living more slowly in a society that’s increasingly frenetic and socially isolated .

Convenience can come at a great cost, so it’s vital to look ahead at the possible ethical and social disruptions that emerging technologies might bring, especially for a deeply human and cultural domain—food—that’s interwoven throughout daily life.

With funding from the U.S. National Science Foundation , my team at California Polytechnic State University is halfway into what we believe is the first study of the effects A.I. kitchens and robot cooks could have on diverse societies and cultures worldwide. We’ve mapped out three broad areas of benefits and risks to examine.

Creators and consumers

The benefits of A.I. kitchens include enabling chefs to be more creative , as well as eliminating repetitive, tedious tasks such as peeling potatoes or standing at a workstation for hours. The technology can free up time. Not having to cook means being able to spend more time with family or focus on more urgent tasks. For personalized eating, A.I. can cater to countless special diets , allergies and tastes on demand.

However, there are also risks to human well-being. Cooking can be therapeutic and provides opportunities for many things : gratitude, learning, creativity, communication, adventure, self-expression, growth, independence, confidence and more, all of which may be lost if no one needs to cook. Family relationships could be affected if parents and children are no longer working alongside each other in the kitchen —a safe space to chat, in contrast to what can feel like an interrogation at the dining table.

The kitchen is also the science lab of the home , so science education could suffer. The alchemy of cooking involves teaching children and other learners about microbiology, physics, chemistry, materials science, math, cooking techniques and tools, food ingredients and their sourcing, human health and problem-solving. Not having to cook can erode these skills and knowledge.

Community and cultures

A.I. can help with experimentation and creativity, such as creating elaborate food presentations and novel recipes within the spirit of a culture. Just as A.I. and robotics help generate new scientific knowledge , they can increase understanding of, say, the properties of food ingredients, their interactions and cooking techniques, including new methods.

But there are risks to culture. For example, A.I. could bastardize traditional recipes and methods, since A.I. is prone to stereotyping , for example flattening or oversimplifying cultural details and distinctions. This selection bias could lead to reduced diversity in the kinds of cuisine produced by A.I. and robot cooks. Technology developers could become gatekeepers for food innovation, if the limits of their machines lead to homogeneity in cuisines and creativity, similar to the weirdly similar feel of A.I. art images across different apps.

Also, think about your favorite restaurants and favorite dinners. How might the character of those neighborhoods change with automated kitchens? Would it degrade your own gustatory experience if you knew those cooking for you weren’t your friends and family but instead were robots?

The hope with technology is that more jobs will be created than jobs lost. Even if there’s a net gain in jobs, the numbers hide the impact on real human lives. Many in the food service industry—one of the most popular occupations in any economy—could find themselves unable to learn new skills for a different job. Not everyone can be an A.I. developer or robot technician, and it’s far from clear that supervising a robot is a better job than cooking.

Philosophically, it’s still an open question whether A.I. is capable of genuine creativity , particularly if that implies inspiration and intuition. Assuming so may be the same mistake as thinking that a chatbot understands what it’s saying , instead of merely generating words that statistically follow the previous words. This has implications for aesthetics and authenticity in A.I. food, similar to ongoing debates about A.I. art and music .

Safety and responsibility

Because humans are a key disease vector , robot cooks can improve food safety. Precision trimming and other automation can reduce food waste , along with A.I. recipes that can make the fullest use of ingredients. Customized meals can be a benefit for nutrition and health, for example, in helping people avoid allergens and excess salt and sugar.

The technology is still emerging, so it’s unclear whether those benefits will be realized. Foodborne illnesses are an unknown. Will A.I. and robots be able to smell , taste or otherwise sense the freshness of an ingredient or the lack thereof and perform other safety checks?

Physical safety is another issue. It’s important to ensure that a robot chef doesn’t accidentally cut, burn or crush someone because of a computer vision failure or other error. A.I. chatbots have been advising people to eat rocks, glue, gasoline and poisonous mushrooms , so it’s not a stretch to think that A.I. recipes could be flawed, too. Where legal regimes are still struggling to sort out liability for autonomous vehicles , it may similarly be tricky to figure out liability for robot cooks, including if hacked.

Given the primacy of food, food technologies help shape society. The kitchen has a special place in homes, neighborhoods and cultures, so disrupting that venerable institution requires careful thinking to optimize benefits and reduce risks.

Patrick Lin , Professor of Philosophy, California Polytechnic State University

This article is republished from The Conversation under a Creative Commons license. Read the original article .

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