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AbstractPolling data show that 69% of Asian American voters favor affirmative action. However, Asian Americans were featured prominently by the organization Students for Fair Admissions, which played a central role in the Supreme Court's decision to overturn affirmative action. This may distort people's estimates of Asian Americans' support for affirmative action. Two studies (N = 695) found that people, even Asian Americans, underestimated Asian Americans' support for affirmative action. Three follow‐up studies (N = 1,625), where we manipulated perceived Asian Americans' support for affirmative action or the Supreme Court's decision, found no evidence that such information affected White people's support for affirmative action. In Study 6 (N = 365), however, we found that Asian Americans were more likely to agree with the Supreme Court's decision to overturn affirmative action when they saw that a majority of Asian Americans supported the court ruling (relative to a control condition in which no information was presented). This suggests that the widespread misperception of Asian Americans' support for affirmative action and their central role in the Supreme Court cases may ultimately create a self‐fulfilling prophecy that could shift individual Asian Americans' own attitude about affirmative action.

Past research on confronting racial prejudice has largely examined negative racial stereotypes. In the present work, we investigate perceiver and target perspectives associated with the evaluative costs of confronting positive racial stereotypes. We demonstrate that, in general, Asian Americans and African Americans who confront positive racial stereotypes suffer higher evaluative costs compared to targets who confront negative racial stereotypes and those who do not confront due, in part, to the lower perceived offensiveness of positive stereotypes (Studies 1 and 2). Moreover, Asian American and African American participants report lower confrontation intentions and higher anticipated evaluative costs for confronting positive, compared to negative, stereotypes. Furthermore, higher perceived offensiveness and lower anticipated favorable evaluations serially mediate the relationship between stereotype valence and confrontation intentions (Study 3). Overall, this research extends our understanding of the evaluative costs associated with confronting prejudice, with important downstream consequences regarding the continued prevalence of positive racial stereotypes.

Asian American women, who make up a growing proportion of the workforce, face unique intersectional forms of workplace discrimination and bias based on being both a racial and gender minority. In this review, we take an intersectional approach, applying social psychological research on gendered race theory and Wong and McCullough's Intersectional Prototypicality Model, to document as well as explain how race and gender concomitantly inform the challenges and barriers Asian American women face in the workplace. Specifically, we review evidence that the category "Asian" is frequently associated with femininity, and that this in turn leads Asian American women to be viewed as hyper-prototypical or hypo-prototypical given the context of their work. We describe how this alignment or misalignment explains Asian American women's workplace experiences across multiple domains including hiring, promotion, negotiation, and workplace harassment. By explicitly considering the intersection of race and gender, we conclude by articulating novel solutions and implications for creating better workplace environments for Asian American women.