Stereotype threat occurs when stigmatised group members receive information about the group’s expected behavior, potential, and outcomes. Typically, stereotype threat reduces performanceamong stigmatised group members.
Joshua Aronson
Stanford’s Claude Steele and Joshua Aronson of NYU, substituted a positive shared identity for typical stereotypes of women and African American participants in academic tasks. This intervention was associated with improvee performance compared with the control group of volunteers.
Anthony Greenwald
Stereotypes can be invoked by “implicit primes” even when people explicitly disavowed stereotypes, found University of Washington’s Anthony Greenwald and Mahzarin Banaji, then at Yale. However, when volunteers focused on tasks rather than beliefs, participants were less likely to render discriminatory decisions.
Laura Kray
Women and men resisted stereotypic negotiation behaviour when they activated a shared identity. Participants maintained these less-biased behaviours despite receiving explicit stereotype primes, reported University of California, Berkeley’s Laura Kray, Leigh Thompson of Northwestern, and Columbia’s Adam Galinsky. This finding suggests that vulnerability to stereotype threat can be modified and sustained.
Even members of dominant groups can be affected by stereotype threat: Men from majority groups can perform less effectively after receiving a positive stereotype prime. University of Oklahoma’s Ryan P. Brown and Robert A. Josephs of University of Texas suggested that this performance suppression among members of dominant groups can occur when participants sense a “pressure to live up to the standard”.
Robert A Josephs
People can manage stereotype threat by mentioning the stereotype to activate stereotype resistance. Another mitigation strategy is to focus on a shared identity that transcends the stigmatized group identity, and provide examples that contradict the stereotype.
How do you manage stereotype threat for yourself and others?
How effective have you found activating stereotype reactance?
Implicit learning – knowing without conscious awareness – has positive effects like accelerating foreign language learning and developing more secure computer authentication systems.
It also has negative consequences like prejudiced, biased decision-making.
All of these effects require sufficient sleep to enable memory consolidation of implicit learning.
Patricia Devine
When implicit learning leads to inaccurate beliefs about others, the result is often prejudiced behavior.
In contrast, when biased perceptions are about one self, they can lead to feelings of depression, anxiety, or grandiosity, according to University of Wisconsin’s William T. L. Cox, Lyn Abramson and Patricia Devine with Steven Hollon of Vanderbilt.
Brian Nosek
A validated way to identify hidden beliefs about race, age, gender, weight, and more is the Implicit Association Test, developed by University of Virginia’s Brian Nosek, Mahzarin Banaji of Harvard and University of Washington’s Anthony Greenwald.
Mahzarin Banaji
Banaji and Greenwald’s popular book provides numerous examples of frequently used thinking short cuts that lead to biased beliefs, decisions, judgments, and behaviors.
He cited the impact of situational framing on decision making: When a decision option is posed as a potential gain, most people are less inclined to take risky decisions. However, they are more willing to take risks if the option is positioned as a possible loss.
Implicit language learning was demonstrated by “immersion” listening to multiple native speakers. University of Illinois at Chicago’s Kara Morgan-Short teamed with Karsten Steinhauer of McGill University and Georgetown’s Cristina Sanz and Michael T. Ullman to conduct brain scans on these language learners, and found they showed “native-like language processing.” By contrast, explicit grammar training did not improve language learning.
Karsten Steinhauer
Likewise, implicit learning principles can increase computer security authentication, useful in high-security nuclear plants or military facilities that usually require the code-holder to be physically present.
Security can be compromised when attackers:
Steal the user’s hardware token,
Fake the user’s identify through biometrics,
Coerce the victim into revealing the secret key or password (“rubber hose cryptanalysis”).
“Unconscious knowledge” is a highly secure approach to biometrics authentication, demonstrated by Stanford University’s Hristo Bojinov andDan Boneh, collaborating withDaniel Sanchez and Paul Reber of Northwestern and SRI’s Patrick Lincoln.
Players “intercepted” falling objects in one of six non-random positions on a computer game screen by pressing a key corresponding to the screen position.
The game repeated a hidden sequence of 30 successive positions more than 100 times during game play.
Players made fewer errors when they encountered this sequence on successive rounds, suggesting they implicitly learned the sequence.
Skill re-tests after two weeks demonstrated that players retained this learned skill, but they were unable to consciously reconstruct or recognize fragments of the planted code sequence.
Patrick Lincoln
Team Bojinov’s implicit learning game demonstrated a new method of highly secure authentication that resists “rubber hose cryptanalysis” by implicitly training the user to enact the password without conscious knowledge of the code.
Their new project analyzes the rate of forgetting implicitly learned passwords and optimal frequency of security authentication refresher sessions.
However, this innovation in security authentication is dependent on the authenticator having sufficient sleep to consolidate implicit learning in memory, found Innsbruck Medical University’s Stefan Fischer, I. Wilhelm, and J. Born, who examined sleep’s impact on implicit memory formation in children ages 7- 11 and 12 young adults between ages 20 and 30.
When adult participants had an interval of sleep between training sessions, their response times were quicker.
In contrast, well-rested children did not show a similar performance improvement, suggesting that sleep actually interferes with implicit performance gains among children.
Implicit learning can boost performance, seemingly “effortlessly,” but requires sufficient sleep to consolidate longer term performance improvements.
These findings are another argument against sleep deprivation in “Crunch Time” all-night work marathons.
-*How do you capitalize on implicit learning to improve performance?
Men volunteers negotiated more assertively with women in supervisory roles in laboratory tasks, compared with strategies they used with male supervisors, reported Bocconi University’s Ekaterina Netchaeva, Maryam Kouchaki of Northwestern University, and Washington State University’s Leah D. Sheppard.
The team told 52 male and 24 female volunteers that they would negotiate their salary at a new job in a computer exercise with a male or female hiring manager.
The manager’s gender didn’t affect female participants, who negotiated a lower salary ($41,346 average), reflecting a common trend where women tend not to negotiate, or to negotiate less vigorously, as noted by Carnegie Mellon’s Linda Babcock and Hannah Riley Bowles of Harvard.
Anthony Greenwald
In another experimental task, more than 65 male volunteers decided how to share a $10,000 bonus with a male or female team member or with supervisor. Male participants tended to equally divided the money with male or female team members, but reacted significantly differently with a female supervisor.
Men who endorsed more threat-related words chose to keep more money for themselves when the supervisor was female, compared with when they were paired with a male supervisor.
Hannah Riley Bowles
A related online survey of 226 male and 144 female volunteers found that male participants decided to keep a larger share of the $10,000 bonus when the female manager was described as ambitious or power-seeking, but responded significantly more favorably when the female supervisor was described as proactive or ambitious. In the latter case, male volunteers offered approximately the same bonus amount to female managers.
This suggests that women managers with male direct-reports enhance these relationships by adopting a consciously direct leadership style, characterized by consistent communication, and proactive problem-solving.
Netchaeva’s group posits that women who adopt a direct, active leadership style reduce threat in cross-gender reporting relationships, and enable greater cooperation in bargaining and negotiation situations.
-*To what extend have you observed evidence of implicit threat responses in cross-gender workplace reporting relationships?
Women are under-represented in Science, Technology, Engineering, and Mathematics (STEM) academic programs and professional roles, and some question whether this is a a result of personal preference, implicit bias, institutional barriers, or other factors,
Ernesto Reuben
To investigate, Columbia University’s Ernesto Reuben, Paola Sapienza of Northwestern University, and University of Chicago’s Luigi Zingales developed an experimental job market.
Both male and female candidates demonstrated equal skill in performing an arithmetic task, yet both female and male “hiring managers” were twice as like to hire comparable male candidates – even when the hiring managers earned less by hiring less qualified males. *Even when participants had a financial incentive to choose the candidate with the greatest task-relevant skills, they chose less-qualified male candidates.
Some candidates were directed to report expected future performance based on initial math task performance, then the “employer” made the hiring decision.
Other candidates provided no estimate, but Reuben’s team reported candidates’ past performance to the “hiring managers.”
In other studies, “employers” had no information on each “candidate’s” previous performance, but met each applicant in person before making a hiring decision.
After the hiring managers’ choice, candidates reported expected future performance, or Reuben’s team provided candidates’ past performance to the “hiring manager.”
Anthony Greenwald
Volunteers then completed the Implicit Association Test (IAT), developed by University of Washington’s Anthony Greenwald, Debbie McGhee, and Jordan Schwartz, to elicit unconscious stereotypes of gender, competencies, and occupations.
When the candidates reported their expected performance and the “hiring manager” chose a candidate with a lower score than other contenders, 90% of the selected but underperforming candidates were male.
As a result, “hiring managers” who selected less qualified male candidates sacrificed 5-7% of their own compensation for biased selections.
This research suggests the prevalence of implicit biases against hiring women to perform science, technology, engineering, and mathematics (STEM) functions, and male candidates’ tendency to embellish past performance and boast about future potential accomplishments.
As a result, women are selected less frequently for roles in STEM careers, continuing their under representation in these fields.
Even if women do not exaggerate past accomplishments and future potential, this research implies that they should ensure that they communicate and reinforce the full range of skills.
“Real life” hiring managers can overcome implicit hiring biases through awareness and “proper information processing” by focusing on validated performance data, and comparing candidates of the same gender with each other..
-*What strategies have you seen mitigate the influence of implicit bias influence in hiring decisions?