Interpreting and reacting to feedback in stereotype-relevant performance domains

Feedback on task performance is often phrased in subjective language (e.g., “not bad!”), but how do recipients understand or translate that feedback into a clear, objective, performance metric? We suggest that when feedback is provided in a stereotype-relevant domain, translation is made with reference to stereotyped expectations for one's group. In Study 1, women and men were exposed to negative subjective feedback about their performance on a leadership task; in Study 2, Black and White participants were provided subjective negative feedback, or no feedback, on an academic writing task. Women relative to men, and Black students relative to White students, translated their feedback to indicate objectively worse performance. Furthermore, this translation mediated a drop in the importance placed on the domain among women and Blacks. This research extends the literature on gender- and race-based reactions to feedback by noting the importance of the immediate interpretation of the feedback received.