In the preceding chapter in this volume, we described our research on the dynamics of an unintentional, very subtle, yet pernicious form of racism, that is, aversive racism. In the current chapter, we describe our attempts to examine a strategy intended to motivate people to reduce this form of prejudice: the common ingroup identity model.When we described our findings on aversive racism formally, in papers and presentations, and informally, a common question arose, "What can we do about subtle biases, particularly when we do not know for sure whether we have them?" Like a virus that has mutated, racism may have evolved into different forms that are more difficult not only to recognize but also to combat. Because of its pervasiveness, subtlety, and complexity, the traditional techniques for eliminating bias that emphasized the immorality of prejudice and illegality of discrimination are not effective for combating aversive racism. Aversive racists recognize that prejudice is bad, but they do not recognize that they are prejudiced.One basic argument we have made in our research on aversive racism is that the negative feelings that develop toward other groups may be rooted, in part, in fundamental, normal psychological processes. One such process, identified in the classic work of Tajfel, Allport, and others, is the categorization of people into ingroups and outgroups, "we's" and "they's." People respond systematically more favorably to others whom they perceive to belong to their group than to different groups. Thus, if bias is linked to fundamental, normal psychological processes, such as social categorization, then attempts to ameliorate bias should be directed not at eliminating these processes entirely, which are functional in many ways, but rather at redirecting the forces of ingroup bias to produce more harmonious intergroup relations. By shifting the basis of categorization from race to an alternative dimension, shared by Blacks and Whites who may be interacting, we can potentially alter who is a "we" and who is a "they," undermining a potentially contributing force to aversive racism.As these ideas were developing, we also began to consider the possibility that the discrimination we were observing in our studies of aversive racism may have 111 C. Willis-Esqueda (ed.