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AbstractImages of Black Americans are becoming remarkably diverse, enabling Barack Obama to defy simple-minded stereotypes and succeed. Understood through the Stereotype Content Model's demonstrably fundamental trait dimensions of perceived warmth and competence, images of Black Americans show three relevant patterns. Stereotyping by omission allows non-Blacks to accentuate the positive, excluding any lingering negativity but implying it by its absence; specifically, describing Black Americans as gregarious and passionate suggests warmth but ignores competence and implies its lack. Obama's credentials prevented him from being cast as incompetent, though the experience debate continued. His legendary calm and passionate charisma saved him on the warmth dimension. Social class subtypes for Black Americans differentiate dramatically between low-income Blacks and Black professionals, among both non-Black and Black samples. Obama clearly fit the moderately warm, highly competent Black-professional subtype. Finally, the campaign's events (and nonevents) allowed voter habituation to overcome non-Blacks' automatic emotional vigilance to Black Americans.

Despite global commitments and efforts, a gender‐based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental‐leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental‐leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental‐leave policies and women's political representation partially explained cross‐national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender‐egalitarian parental‐leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross‐national variation in the gender gap was driven by cross‐national variations in women's (rather than men's) leave intentions. Financially generous leave and gender‐egalitarian policies (linked to men's higher uptake in prior research) were not associated with leave intentions in men. Rather, men's leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed.