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Abstract Coalitions among individuals and between groups, which have had critical evolutionary benefits for humans, play an important role in contemporary life. One key element of the processes of assessing potential allies is how they may contribute to the perceived physical formidability – fighting ability or the capacity to inflict costs on others – of the alliance. In three studies, focused for the first time on intergroup coalitions, we investigated how qualities of the groups such as status (social prestige) and the relationship between them influence the perceived physical formidability of a coalition (i.e., European Union, EU). Study 1 found that the inclusion of a group with higher or similar (but not lower) status increased the perceived formidability of the EU. Studies 2 and 3 showed that learning that ingroup members recategorized a low‐status group within a common‐group identity increased the perceived formidability of the EU including that group, compared with the conditions in which either outgroup members recategorized or no information was provided. Study 3 also revealed mediation by fusion – a visceral connection – with outgroup members, which has been relatively unexplored. Taken together, these studies reveal that both, status and social identity processes, may significantly affect the estimations of coalitional formidability. 

Although scholars have long studied circumstances that shape prejudice, inquiry into factors associated with long-term prejudice reduction has been more limited. Using a 6-year longitudinal study of non-Black physicians in training ( N = 3,134), we examined the effect of three medical-school factors—interracial contact, medical-school environment, and diversity training—on explicit and implicit racial bias measured during medical residency. When accounting for all three factors, previous contact, and baseline bias, we found that quality of contact continued to predict lower explicit and implicit bias, although the effects were very small. Racial climate, modeling of bias, and hours of diversity training in medical school were not consistently related to less explicit or implicit bias during residency. These results highlight the benefits of interracial contact during an impactful experience such as medical school. Ultimately, professional institutions can play a role in reducing anti-Black bias by encouraging more frequent, and especially more favorable, interracial contact.