The legacies of systemic and internalized oppression: Experiences of microaggressions,imposter phenomenon,and stereotype threat on historically marginalized groups

Previous literature has described how people of historically marginalized groups (namely people of color, women, queer and transgender people, people living with disabilities, immigrants, and people of religious minority groups) are likely to internalize negative, oppressive feelings about their identities (David, 2014; David, Schroeder, & Femandez, 2019). For example, studies have found that many women and people of color (and women of color, in particular) experience what has been labeled as imposter phenomenon, or the notion that they are not intelligent or adequate enough, despite evidence that confirms their success or worth. Similarly, people of color and people from other historically marginalized groups are known to experience stereotype threat, or anxiety about performance or behaviors that could confirm biases about a social group they belong to. Finally, previous literature shows that people of historically marginalized groups navigate various types of microaggressions, or subtle or covert biased statements and behaviors that negatively impact their self-esteem, academic performance, mental health, and physical health. While the terms microaggressions, stereotype threat, and imposter phenomenon have been discussed thoroughly in academic literature, less is written about the connections between these concepts. Utilizing intersectionality theory, the current paper will propose an interactional model between these constructs and aims to describe how cumulative effects of microaggressions exacerbate and contribute to internalized oppression. Based on this model, this paper will also provide recommendations for future directions in psychological research and practice.     

The universality of warmth and competence: A response to brands as intentional agents

Considerable effort has been devoted towards the understanding of the ways in which people interact with brands. However, little attention has been paid to the personal differences that may impact these interactions. The framework for brands as intentional agents by Kervyn, Fiske, and Malone (this issue) is the groundbreaking application of almost three decades of research on warmth and competence as predictors of interpersonal stereotypes to the realm of brands. Our paper argues that demographic differences impact interactions with brands and offer additional explanatory power to the framework. Findings support conclusions of Kervyn et al., but they also suggest the importance of age, education, and income on warmth and competence evaluations.     

Stereotype threat in salary negotiations is mediated by reservation salary

Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation.     

Stereotype Threat Effects on Learning From a Cognitively Demanding Mathematics Lesson

Stereotype threat—a situational context in which individuals are concerned about confirming a negative stereotype—is often shown to impact test performance, with one hypothesized mechanism being that cognitive resources are temporarily co‐opted by intrusive thoughts and worries, leading individuals to underperform despite high content knowledge and ability (see Schmader & Beilock, 2012 ). We test here whether stereotype threat may also impact initial student learning and knowledge formation when experienced prior to instruction. Predominantly African American fifth‐grade students provided either their race or the date before a videotaped, conceptually demanding mathematics lesson. Students who gave their race retained less learning over time, enjoyed the lesson less, reported a diminished desire to learn more, and were less likely to choose to engage in an optional math activity. The detrimental impact was greatest among students with high baseline cognitive resources. While stereotype threat has been well documented to harm test performance, the finding that effects extend to initial learning suggests that stereotype threat's contribution to achievement gaps may be greatly underestimated.     

The central tendency of a social group can affect ratings of its intragroup variability in the absence of social identity concerns

People report less variability within in-groups than within out-groups when they make their ratings on traits on which the in-group has a higher central tendency than the out-group. [Simon, 1992a] and [Simon, 1992b] proposed that this effect is motivated by the need to protect a positive social identity. The present research tested the necessity of the social identity motive by using participants who were not members of any of the target groups that they judged. In Study 1 (N = 60), psychology undergraduate students reported significantly less intragroup variability on positive traits among a group of fashion designers that won a fashion competition than among a group that lost. Study 2 (N = 75) found a reverse effect on negative traits and confirmed the mediating role of perceived central tendency. These results demonstrate that the social identity motive is not necessary to explain the effect of central tendency on ratings of intragroup variability, and that the effect is more general than previously reported.     

Stereotype threat and feedback seeking in the workplace

This study examined stereotype threat (Steele & Aronson, 1995) in workplace settings and investigated relationships of stereotype threat to feedback seeking and feedback acceptance. Results from a sample of 166 African American managers showed that solo status in the work group predicted perceptions of stereotype threat. In addition, stereotype threat related positively to indirect feedback seeking and discounting of performance feedback from superiors. These findings have important implications for understanding the causes of group differences in job performance.     

Solo status, stereotype threat, and performance expectancies: Their effects on women’s performance

Women working in male-dominated environments may find themselves to be the only woman present, and that negative stereotypes about women persist in the environment. This experiment tested women’s performance in solo status (SS: being the only woman present) and under stereotype threat (ST: when women are stereotyped as poor performers). White male and female participants (157) learned information, then tested on it in an opposite-gender (SS) or same-gender group (nonsolo). In addition, the information was described as being traditional math material (ST) or a type of math information impervious to gender stereotypes (no threat). Women performed more poorly in SS than nonsolos, and under ST than no threat. Experiencing both factors was more detrimental to women’s performance than experiencing one or the other. Men’s performance was the same across all conditions. Performance expectancies partially mediated the effect of SS, but not ST, on performance.     

Stereotype activation is unintentional: Behavioural and event‐related potenials evidence

In this study, a priming Stroop paradigm was used to determine whether stereotype activation is unintentional. Priming conditions (priming/no‐priming) and the relationship between priming and target (consistent/inconsistent/no‐relation) were the independent variables; accuracy, reaction time and N400 amplitude were used as dependent variables. The reaction time revealed that stereotype activation is, to some extent, unintentional. Furthermore, the event‐related potenial (ERP) results showed that N400 amplitude was larger for inconsistent conditions than for consistent conditions. This result supported the notion that stereotype activation is an unintentional and automatic process.