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Melissa Thomas-Hunt, Associate Professor of Business
Administration, University of Virginia, Darden School of
The deleterious effects of stereotyping on individual and group outcomes have prompted a search for mitigating solutions. One approach has been to increase the awareness of the prevalence of stereotyping in the hopes of motivating individuals to resist natural inclinations. However, it could be that this strategy creates a norm for stereotyping, which paradoxically, undermines desired effects. This research demonstrates that individuals who received a high prevalence of stereotyping message (HPSM) expressed more stereotypes than those who received a low prevalence of stereotyping message (LPSM) (Studies 1a, 1b & 2) or no message (Study 2). Furthermore, individuals who received a HPSM were less willing to work with females who negotiated than those who received no message, a LPSM or a high prevalence of counter-stereotyping effort message (HPCSM) (Study 3). Also, in a negotiation simulation, men who received a HPSM were seen as more assertive by, and claimed more value from, their female opponents than those who received a LPSM or those who received a HPCSM (Study 4).
Cosponsored by the Program on Negotiation, Harvard Law School
Lunch will be provided. An RSVP is not required as this is an open event.