Can stereotypes be detrimental even if you don’t believe them?
In Whistling Vivaldi, Dr. Claude Steele addresses the idea of stigma pressure. Some common stereotypes in America are:
- African Americans and other minorities are lazy
- Asian Americans are good at math
- Women are less competent than men
These and many other erroneous assumptions have wreaked havoc on our culture and continue to damage relationships. Further, the beliefs and assumptions of the general culture can seep their way into any institution. Research supports the fact that competent and capable individuals at times can perform poorly in a setting where they perceive a stereotype about their group is believed (even if it is not). The fear of furthering the stereotype can lead to stress and hinder success. In Affirmative Action, I attest to this from my time as a young black man on a predominately white college campus and my nascent years navigating the career world.
Stigma pressure is a real thing. Even in a situation where you don’t have a negative assumption about someone, they may think you do because of the larger societal narrative. Sadly, some stereotypes are just in the air.
Reflection Questions
- What are ways you can deal with stigma pressure in your organization? Should you address stereotypes even if you don’t believe them?
- How is stigma pressure related to unconscious bias? Is it possible that you believe stereotypes even if you think you do not?
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