Stereotype threat distorts workplace feedback and promotion decisions, harming both targets and providers

Evidence

Research and anecdotal evidence suggest that prosecutors of color may face added burdens due to their own concerns about confirming negative stereotypes about their in-group during the course of performing their professional functions (Godsil & Jiang, 2017). When a negative stereotype is triggered about someone’s group, making one’s identity salient can undermine performance. A related form of stereotype threat may affect White managers. For example, when providing feedback on writing tasks for a minority employee, White managers may fail to provide important constructive critical feedback and instead provide overly positive feedback in order to compensate for feelings of racism (Harber, 2013). Research has shown stereotype threat has motivated recommendations for job promotions in spite of lack of necessary skills (Harber et al., 2012). — Joseph Avery, Jim Sidanius, Joel Cooper, Gregory Davis, Amanda N., Bias in the Law, 1410

Categorization

• XREF: Extends stereotype threat research (Steele & Aronson) into the justice system context, matching the book’s broader theme of structural bias propagation.