Stereotype threat in organizations: implications for equity and performance

Walton, Gregory M.; Murphy, Mary C.; Ryan, Ann Marie

doi:10.1146/annurev-orgpsych-032414-111322

Cited by 184Social and Intergroup PsychologyGender Diversity and InequalityCareer Development and Diversity

Stereotype threat in organizations: implications for equity and performance

Walton, Gregory M., Murphy, Mary C., Ryan, Ann Marie·2015·Annual Review of Organizational Psychology and Organizational Behavior

DOI 10.1146/annurev-orgpsych-032414-111322

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Abstract

Over the past 20 years, a large body of laboratory and field research has shown that, when people perform in settings in which their group is negatively stereotyped, they may experience a phenomenon called stereotype threat that can undermine motivation and trust and cause underperformance. This review describes that research and places it into an organizational context. First, we describe the processes by which stereotype threat can impair outcomes among people in the workplace. Next, we delineate the situational cues in organizational settings that can exacerbate stereotype threat, and explain how and why these cues affect stereotyped individuals. Finally, we discuss relatively simple empirically based strategies that organizations can implement to reduce stereotype threat and create conditions in which employees and applicants from all groups can succeed.

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From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Walton, Murphy, & Ryan, 2015

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Managing to clear the air: Stereotype threat, women, and leadership
Hoyt, C. L., & Murphy, S. E. (2016) · The Leadership Quarterly · doi:10.1016/j.leaqua.2015.11.002 · Cited by 454 · see citing works
Using large language models in psychology
Demszky, D., Yang, D., Yeager, D. S., Bryan, C. J., Clapper, M., Chandhok, S., Eichstaedt, J. C., Hecht, C., Jamieson, J., Johnson, M., et al. (2023) · Nature Reviews Psychology · doi:10.1038/s44159-023-00241-5 · Cited by 369 · see citing works
Men, women and STEM: Why the differences and what should be done?
Stewart-Williams, S., & Halsey, L. G. (2021) · European Journal of Personality · doi:10.1177/0890207020962326 · Cited by 117 · see citing works
Relational incongruence in neurodiverse workgroups: practices for cultivating autistic employee authenticity and belonging
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Authors: Walton, G. M., Murphy, M. C., & Ryan, A. M.
Affiliations: Stanford University (US)
Indiana University Bloomington (US)
Michigan State University (US)
Corresponding author: Walton, Gregory M.
ORCID: Walton, Gregory M.
Murphy, Mary C.
Ryan, Ann Marie
Venue: Annual Review of Organizational Psychology and Organizational Behavior
Publisher: Annual Reviews
Published: 2015-04-10
Volume: 2
Issue: 1
Pages: 523-550
ISSN: 2327-0608 (ISSN-L)
2327-0616
DOI: 10.1146/annurev-orgpsych-032414-111322
OpenAlex: W2147668469
Cited by: 184
References: 199
Citations by year: 2026: 11 · 2025: 61 · 2024: 16 · 2023: 16 · 2022: 15 · 2021: 16 · 2020: 13 · 2019: 12 · 2018: 8 · 2017: 9 · 2016: 5 · 2015: 2
FWCI: 3.25
Type: journal article
Language: en
Open access: closed
Locations: Annual Review of Organizational Psychology and Organizational Behavior (publishedVersion)
Topics: Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
Social Sciences › Gender Studies › Gender Diversity and Inequality
Social Sciences › Safety Research › Career Development and Diversity
Keywords: stereotype threat, occupational stereotypes, underperformance, motivation, trust, situational cues, equity, performance, personnel selection, applicant selection, organizational diversity

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Stereotype threat in organizations: implications for equity and performance

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