Addressing Stereotype Threat is Critical to Diversity and Inclusion in Organizational Psychology

In my opinion, as negotiator we must know that we meet all types of people from many difference cultures, it is a common sense that we must learn or adapt from others’ culture and not judge the book by its cover. He should adopt the Chinese method of negotiation, while his Chinese partner also thinks that to avoid misunderstandings he should adopt the American culture of negotiation. That could tangle up the negotiators, and could be perceived by each negotiator as a refusal to negotiate from the other part, don’t understanding that his counterpart wants to behave like him to facilitate the negotiations. If we see perceptions filtered through layers of personal traits, family and cultural traits everything we communicate is affect by each one of these layers. Still though its up to the “color” each individual emits and this can be much different from what we believe it should emit. Instead of relying on stereotypes, you should try to focus on prototypes—cultural averages on dimensions of behavior or values.

  • 10Similarly, when examining NIH chartered review group members in behavioral health-relevant study sections , 41 (10.82%) of the 379 members were affiliated with Psychology, and an estimated 0.26% are Asian in Psychology (1 person; 2.4% of the 41).
  • The students who did not receive the training showed no change; their bias against Black people continued as before.
  • Our problem is not how to introduce students to such case studies, but how to prepare young professionals for true encounters and disaster avoidance.
  • Implicit biases can be troubling, but they are also a pervasive part of life.

A study showed that men performed worse when decoding non-verbal cues if the test was described as designed to measure “social sensitivity” – a stereotypically feminine skill. However, when the task was introduced as an “information processing test”, they did much better.

When these dynamics influence promotions and management decisions, stereotyping causes a multitude of problems. With nearly five generations comprising it, many age-related stereotypes help maintain the status quo. This phenomenon is called ageism, or discrimination based on a person’s age. Check out this video of Howard J. Ross as he continues to urge our society to overcome cultural stereotypes. Verywell Mind uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles.

Appendix A. Search algorithms for Cultural Competence

In addition, implementation intention planning with specificity of when and how the MMS will be countered cognitively or behaviorally may reduce effects of the MMS (Mendoza et al., 2010). Asian Americans are at greater risk for exposure to environmental health hazards than NHWs (e.g., Houston et al., 2014; Payne-Sturges & Gee, 2006). In California, Korean and Japanese women have greater exposure to mammary gland carcinogens than NHW women (Quach et al., 2014). Hence, accommodating cultural commonalities and differences is extremely important to overcoming cultural barriers.

D. Assessment of Methodological Risk of Bias of Individual Studies

Regarding the physical workplace environment, décor can signal to employees, and prospective recruits, whether they are welcomed in the organization. For example, halls decorated with photos of senior management and executives that represent Caucasian males may trigger doubt that women and minorities can advance in the organization. Other seemingly benign objects, such as the choice of magazines in a reception area, can affect the perception of the organization’s diversity values . Do the magazines reflect a diversity of tastes and are they targeted to diverse audiences? Décor that communicates a masculine culture, such as references to geeky pop culture, may signal to women and those who do not identify with these cues that they do not belong (Cheryan et al., 2009). For example, one well-known intervention strategy within the stereotype threat literature is to increase minority representation within the organization (Purdie-Vaughns et al., 2008; Spencer et al., 2015).

Key Learning about Culture and Interviews

Cultural stereotypes in the workplace can create misunderstandings, biased treatment and barriers to career advancement, according to Catalyst. Most teacher background characteristics were unrelated to their ratings, including teachers’ years of experience or educational background. These patterns are intriguing because they suggest that members of a negatively stereotyped group (e.g., people of color and women in mathematics) may have themselves internalized these negative stereotypes and may contribute to their reproduction. More simply, this work illustrates that no one can be assumed to be free of bias, including members of negatively stereotyped groups (Bearman, Korobov, & Thorne, 2009; Williams & Williams-Morris, 2000). Finally, because we aimed to capture teachers’ unconscious biases, teachers were not told the real purpose of the study. We told them that we were in the final stage of selecting items for an assessment that would capture the features of middle school students’ knowledge and skills and accurately predict their mathematical growth. Teachers were asked to evaluate students’ solutions and were told that their anonymous feedback would help finalize the best items for the assessment.

One good first step is exactly what you are doing now—learn more about the problem. White students at Rutgers University who completed a course on prejudice and conflict became less prejudiced and less stereotypical compared with similar students who did not take the course . It is important to note that the class dealt quite specifically with prejudice and conflict. The real benefit comes from asking difficult questions, not avoiding them. I enjoy “celebrating diversity.” Learning about new cultures, trying new food, and commemorating new holidays broadens the mind and opens us up to new possibilities. But in the absence of dealing with the tough issues of prejudice and stereotyping, it doesn’t usually affect the fundamental ways in which we think about people of other races and cultures. Celebrating diversity is fun and worthwhile, but it’s no substitute for addressing difficult questions head-on.

We will summarize the results into evidence tables and synthesize evidence for each unique population, comparison, and outcome combination. When a comparison is adequately addressed by a previous systematic review of acceptable quality and no new studies are available, we will reiterate the conclusions drawn from that review.