Facebook’s rainbow profile filter represents a popular display of activism (“pictivism”) commonly used by women, yet little is known of pictivism’s potential for creating social change. We tested whether women’s group status (belonging to a dominant vs. marginalized group) and filter use influenced viewers’ perceptions, attitudes, and behaviors. We conducted a series of 2 (target sexual orientation: queer or heterosexual) × 2 (filter use: filter or no filter) experiments with heterosexual ( N 1 = 198, N 2 = 186) and LGBTQ ( N 3 = 290) participants. Participants rated women who used rainbow filters as more activist than women who did not engage in pictivism. Although neither target sexual orientation nor filter use influenced participants’ ally behavior (donations), heterosexual people who viewed a woman using a filter reported greater closeness to LGBTQ people and greater intentions of supporting LGBTQ people when the woman was queer than heterosexual. Exposure to rainbow filters caused LGBTQ participants to express greater online and societal belonging than when filters were absent. Taken together, women’s pictivism and the online visibility of queer women yielded some psychological benefits for heterosexual and LGBTQ viewers. If the goal of pictivism is to enhance marginalized groups’ feelings of support, it works as intended. We thus recommend that both heterosexual and LGBTQ people who care about LGBTQ rights and seek to affirm LGBTQ individuals’ sense of belonging embrace opportunities on social media, specifically through profile picture filters, to communicate their support. Additional online materials for this article are available on PWQ ’s website at http://journals.sagepub.com/doi/suppl/10.1177/0361684320930566
Training employees about unconscious bias is gaining importance for employers, yet most trainings have not been evaluated and, to our knowledge, no theorygrounded interventions for business exist. We developed such an intervention for business, WAGES-Business. In Studies 1 and 2a, undergraduates (N = 216; N = 246) were randomly assigned to WAGES-Business, Google's "re:Work" training, or a control. Study 2a participants, contacted 7-14 days later for Study 2b (N = 126), responded to bias relevant and irrelevant vignettes. Across studies, participants in Google's training and WAGES-Business demonstrated greater acknowledgment and concern about unconscious bias relative to a control. Participants in WAGES-Business reported greater concern than participants in Google's training. WAGES-Business participants also had relatively greater knowledge of workplace gender equity issues postintervention, and demonstrated selectively greater recognition of bias and willingness to confront bias, relative to control,
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