Research has shown that direct feedback, or explicit and outright feedback, is much more effective in terms of improving performance.
Research has shown that women under stereotype threat were quicker to fail at a self-regulation task squeezing a hand grip—a task irrelevant to math-based stereotype threat than women not under threat Inzlicht et al.
Many felt, through the stories they heard, that they had sufficient information to know what the Indians would truly be like and how to respond to them. This raises the question of, how do we end it?
The intervention is based on self-affirmation theory, which states that affirming an aspect of the self that is valued and unrelated to a particular threat can buffer self-esteem and alleviate the threat Sherman and Cohen, While this typically impacts women more than men, it isn't just a female issue.
Research has come a long way in developing intervention strategies, and there now exists a wide variety of interventions that organizations can implement in order to reduce stereotype threat and its effects on employees.
Other research shows that participants under threat give up on complex tasks more quickly than participants not under threat Inzlicht and Hickman,Unpublished Manuscript. All of these differences can lead to stereotyping which may result in workplace tension.
Organizations can implement training with all employee ranks that stresses the value of a diverse workforce Blanchard, ; Konrad and Linnehan, In contrast, a multicultural philosophy values differences and recognizes that diversity has positive effects in organizations Ely and Thomas, New hires are selected in part for their competencies, thus emphasis on effort will keep employees motivated to perform well and may reduce or eliminate stereotype threat Murphy and Dweck, ; Emerson and Murphy,