Journal of Psychology and Cognition

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Commentary - Journal of Psychology and Cognition (2025) Volume 10, Issue 1

Unmasking Bias: The Psychology Behind Prejudice and Everyday Discrimination

Grace Novak*

Department of Social Work, Hong Kong Baptist University, Hong Kong, China

*Corresponding Author:
Grace Novak
Department of Social Work
Hong Kong Baptist University
Hong Kong, China
E-mail: grace@nvk.org

Received: 03-Jan-2025, Manuscript No. AAJPC-25-166655; Editor assigned: 04-Jan-2025, PreQC No. AAJPC-25-166655 (PQ); Reviewed: 18-Jan-2025, QC No. AAJPC-25-166655; Revised: 23-Jan-2025, Manuscript No. AAJPC-25-166655 (R); Published: 30-Jan-2025, DOI: 10.35841/aajpc-10.1.279

Citation: Novak G. Unmasking bias:The psychology behind prejudice and everyday discrimination. J Psychol Cognition .2025;10 (1):279

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Introduction

Prejudice and discrimination are persistent challenges in modern society, manifesting not only in overt acts of racism, sexism, and xenophobia but also in quieter, more insidious forms such as microaggressions, biased hiring decisions, and social exclusion [1]. While many social, historical, and political factors contribute to these problems, psychology reveals that bias is not only learned—it is also hardwired into the human mind. To combat prejudice effectively, we must first unmask its psychological roots [2].

At its core, bias arises from the brain’s need to simplify a complex world. One of the primary ways humans do this is through social categorization—grouping people based on observable traits such as race, gender, age, or nationality. While this process helps us navigate social interactions efficiently, it also lays the foundation for in-group favoritism and out-group stereotyping [3].

According to social identity theory, individuals derive part of their self-concept from group memberships. As a result, we are more likely to view members of our in-group positively and regard out-groups with suspicion or negativity [4]. This preference isn't necessarily based on conscious dislike, but on automatic associations developed through repeated exposure to societal messages, media portrayals, and cultural norms [5].

One of the most challenging aspects of prejudice is its implicit nature. Implicit biases are subconscious attitudes or stereotypes that influence our behavior without our awareness. Tools like the Implicit Association Test (IAT) have demonstrated that many people harbor biases that contradict their stated beliefs. For instance, someone who values equality may still associate certain racial or gender groups with negative traits due to implicit conditioning [6].

Bias is not purely cognitive—it is also emotional. Feelings like fear, disgust, or anger can amplify prejudiced reactions. Psychologists have found that when people feel threatened, they are more likely to exhibit authoritarian attitudes and seek to blame out-groups. For instance, during times of economic hardship or social unrest, hate crimes and discriminatory policies tend to increase [7].

Additionally, the brain relies on heuristics—mental shortcuts that simplify decision-making. While helpful in some contexts, heuristics can reinforce stereotypes. The availability heuristic, for example, causes us to judge the likelihood of events based on how easily we can recall examples. If media coverage disproportionately focuses on crimes committed by certain ethnic groups, people may come to associate those groups with danger, regardless of actual statistics [8].

Not all prejudice is blatant. In many societies, discrimination now often takes the form of microaggressions—brief, everyday exchanges that send denigrating messages to individuals based on their group identity. Examples include comments like “You speak English so well” to someone who appears foreign, or “You don’t act gay” to an LGBTQ+ individual [9].

These remarks, often framed as compliments or jokes, reflect underlying stereotypes and assumptions. Although they may seem minor in isolation, repeated exposure can erode self-esteem, reinforce societal inequalities, and contribute to chronic stress among marginalized populations [10].

Conclusion

Bias and discrimination are not simply societal flaws—they are deeply embedded in human cognition. But that does not mean they are immutable. By uncovering the psychological mechanisms that sustain prejudice, we gain the tools to dismantle them. Through education, empathy, and intentional effort, we can create environments that recognize and value diversity, paving the way for a more just and inclusive world.

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