There were no significant findings regarding the effects of age, race, or their interaction on perceptions of credibility. The only trend was that older men were viewed as less caring than younger men. Limitations included that the measures of credibility may not have captured the relevant stereotypes and the stated ages or appearances may not have strongly evoked biases. More refined research is needed to better illustrate how biases affect workplace disparities.

1. Methods
Participants
There were 64 participants in this study. The ethnicity of the
participants was white (N = 60), Black (N= 2), Hispanic (N= 1), and
Asian (N= 1). Average age was 18.57 (SD=.50)
Procedure
Before the present study, several pictures that fit into each category
were gathered and participants rated their attractiveness and guessed
their age. After averages were calculated, all were viewed as similarly
attractive and were estimated to be close to the age they would be
assigned. One from each category was selected and used in the study.
Introduction
Social prejudices have been a persistent problem within our country
and have had a tendency to affect people in their work and social
lives (Nelson, 2005; Upton & Arrington, 2012). For this project, we
focused on two different variables: race and age. We explored the
social implications racial stereotypes and found that they have been
far more explored than age, so there is a lot to be learned about the
interactions between these two variables.
The biases of age have been less explored and it appears that the
context largely affects the results. For example, in terms of money,
elderly people were seen as no less trustworthy than anyone else, but
if they were in an academic setting, then they were seen as more
competent; however, further research and theories would suggest that
elderly individuals are far less valued than younger individuals
(Whitbourne, 2011; Semlak & Pearson 2008). One such theory,
proposed by Whitbourne (2011) suggests that age would act as a
leveler, thus blanketing any other aspect of a person that may have
evoked implicit/explicit biases and lowers them down to a similar
standing as other peers around them. For example, an eldery black
man could be considered just as imcompetent as a previously
priviledged white man. We also assumed that this theory would be
especially aparent in a field such as computer science, which has a
median age of 41 years old (Data USA, 2016)
We hypothesized that young males as computer science authority
figures would be considered more credible than older males. It was
also likely that white males as computer science authority figures
would be considered more credible than black males. Finally, we
hypothesized that there would be an interaction between age and race.
A young white man would be considered more credible than a young
black man as a computer science authority; further, based on previous
research, it was likely that the racial difference favoring white men
would be diminished as age increases.
Results
Hypothesis 1: Age
There were no significant findings in any of the three factors:
trustworthiness (F(3,60)=1.19, p=.279), caring (F(3,60)=3.55, p=.06),
and competence (F(3,60)=.51, p=.48). However, caring was trending,
with the older men being viewed as less caring (M=28, SD=6.97) than
the younger men (M=31.15, SD=5.62) (see Figure 2).
Hypothesis 2: Race
There were no significant findings in any of the three factors:
trustworthiness (F(3,60)=2.36, p=.13), caring (F(3,60)=1.74, p=.19),
and competence (F(3,60)=.03, p=.85).
Hypothesis 3: Interaction
There were no significant findings in any of the three factors:
trustworthiness (F(3,60)>.001, p=.99), caring (F(3,60)=.02, p=.89), and
competence (F(3,60)=.16, p=.69).
Discussion
The goal of our study was to show how unconscious biases can affect
how we perceive workers of equal skill differently depending on their
race and age. Unfortunately, our study yielded no statistically significant
results. We only had one trending relationship between age and the
caring variable; those who were older were often viewed as less caring
than younger individuals.
It is possible the three components of credibility did not always have a
strong relationship with the specific stereotypes we were attempting to
evoke, which could have caused limitations to our study. Another
limitation to our study’s results could be the ages of the individuals,
either the stated ages, or how old the individual appeared. Both
possibilities could have affected our findings, as they may not have
evoked the desired biases. An important confounding variable to also
note is the election. Previous research by Merritt et al. (2011) suggests
that people are prone to overcompensation after they feel they have
recently been racist. The election took place right before this study was
conducted and the President-elect is viewed by many as being racially
prejudice, which could promote acts of racial-based overcompensation
within our questionnaire.
Further exploration of the effects of biases on minority groups in a more
direct way should be completed. Therefore, all questions and aspects of
the dependent variable should be aimed to expose specific elements of a
stereotype. By doing this, results are more likely to yield statistically
significant results in areas of workplace disparities. Research has
continually illustrated the occurrence of racial and ageist biases, so
determining certain scenarios that evoke these stereotypes was this
study’s shortcoming. More refined research should properly illustrate
areas of deficiencies in stereotypes so we can better understand them.
This can promote social progress by ensuring individuals who are truly
more competent and capable are favored, rather than those who fit a role
that coincides with our schemas.
The Impact of Biases on a Person’s Perceived Credibility
Emily Anderson & Bryce Podgorsek
University of Wisconsin – River Falls Psychology Department
(Left) white/young
condition photo
(Right) white/old
condition photo
(Left) black/young
condition photo
(Right) black/old
condition photo
Figure 2. Caring Means
Figure 1. Independent Variable Conditions
Participants were provided a link to our survey, which was conducted
through Qualtrics. At the start of the survey, they were presented with a
randomized picture of a man in one of the four categories (see Figure 1)
along with information about him. This included his occupation,
qualifications, age, and a quote. They were then asked to assess how
credible they believed the men to be.
26
26.5
27
27.5
28
28.5
29
29.5
30
30.5
31
31.5
Young Old
Caringscore
Independent Variable