When we hold stereotypes about others, we often develop expectations about how they will think, behave, or perform. These expectations can shape our interactions in powerful ways\u2014sometimes creating outcomes that seem to confirm the very stereotypes we started with. This process is known as a self-fulfilling prophecy<\/b><\/span>.<\/p>\r\n A self-fulfilling prophecy<\/strong> is an expectation held by a person that alters their behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypical beliefs.<\/p>\r\n<\/section>\r\n One of the most well-known demonstrations of the self-fulfilling prophecy comes from research by Rosenthal and Jacobson (1968)<\/span>. In their study, teachers were led to believe that certain students\u2014randomly selected\u2014were likely to show strong academic growth. Over time, those students actually performed better academically than their peers.<\/p>\r\n The key finding was not that the students were inherently more capable, but that teachers\u2019 expectations influenced their behavior<\/span>, such as:<\/p>\r\n These small differences accumulated and shaped student outcomes.<\/p>\r\n Self-fulfilling prophecies also operate in everyday adult settings, such as hiring decisions.<\/p>\r\n Imagine an employer who holds a negative stereotype about LGBTQ+ individuals. If the employer expects an openly gay male applicant to be less competent, they may\u2014often unintentionally\u2014treat the applicant differently during an interview. For example, the employer might:<\/p>\r\n The applicant may sense this discomfort or rejection and respond by becoming less confident, offering shorter answers, or disengaging from the interaction. Afterward, the employer may interpret the applicant\u2019s behavior as evidence that the applicant is unqualified, reinforcing the original stereotype.<\/p>\r\n In this way, a false expectation helps create the very outcome it predicted<\/span>, increasing the likelihood of prejudice and discrimination.<\/p>\r\n<\/section>\r\n Confirmation bias<\/strong> is the tendency to seek out, notice, and remember information that supports existing beliefs while ignoring or discounting information that contradicts them (Wason & Johnson-Laird, 1972).<\/p>\r\n<\/section>\r\n In the interview example, the employer may overlook moments when the applicant was articulate, knowledgeable, or personable\u2014focusing instead on behaviors that align with their biased expectations. Information that challenges the stereotype is filtered out, while confirming details are emphasized.<\/p>\r\n Together, self-fulfilling prophecies and confirmation bias<\/span> can create a powerful feedback loop that maintains stereotypes over time.<\/p>\r\n Because these processes often operate automatically, interrupting them requires intentional effort<\/span>. Strategies for reducing their influence include:<\/p>\r\n Reflecting on how expectations shape behavior is a crucial step toward reducing prejudice and promoting fairer interactions.<\/p>\r\n When we hold stereotypes about others, we often develop expectations about how they will think, behave, or perform. These expectations can shape our interactions in powerful ways\u2014sometimes creating outcomes that seem to confirm the very stereotypes we started with. This process is known as a self-fulfilling prophecy<\/b><\/span>.<\/p>\n A self-fulfilling prophecy<\/strong> is an expectation held by a person that alters their behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypical beliefs.<\/p>\n<\/section>\n One of the most well-known demonstrations of the self-fulfilling prophecy comes from research by Rosenthal and Jacobson (1968)<\/span>. In their study, teachers were led to believe that certain students\u2014randomly selected\u2014were likely to show strong academic growth. Over time, those students actually performed better academically than their peers.<\/p>\n The key finding was not that the students were inherently more capable, but that teachers\u2019 expectations influenced their behavior<\/span>, such as:<\/p>\n These small differences accumulated and shaped student outcomes.<\/p>\n Self-fulfilling prophecies also operate in everyday adult settings, such as hiring decisions.<\/p>\n Imagine an employer who holds a negative stereotype about LGBTQ+ individuals. If the employer expects an openly gay male applicant to be less competent, they may\u2014often unintentionally\u2014treat the applicant differently during an interview. For example, the employer might:<\/p>\n The applicant may sense this discomfort or rejection and respond by becoming less confident, offering shorter answers, or disengaging from the interaction. Afterward, the employer may interpret the applicant\u2019s behavior as evidence that the applicant is unqualified, reinforcing the original stereotype.<\/p>\n In this way, a false expectation helps create the very outcome it predicted<\/span>, increasing the likelihood of prejudice and discrimination.<\/p>\n<\/section>\n Confirmation bias<\/strong> is the tendency to seek out, notice, and remember information that supports existing beliefs while ignoring or discounting information that contradicts them (Wason & Johnson-Laird, 1972).<\/p>\n<\/section>\n In the interview example, the employer may overlook moments when the applicant was articulate, knowledgeable, or personable\u2014focusing instead on behaviors that align with their biased expectations. Information that challenges the stereotype is filtered out, while confirming details are emphasized.<\/p>\n Together, self-fulfilling prophecies and confirmation bias<\/span> can create a powerful feedback loop that maintains stereotypes over time.<\/p>\n Because these processes often operate automatically, interrupting them requires intentional effort<\/span>. Strategies for reducing their influence include:<\/p>\n Reflecting on how expectations shape behavior is a crucial step toward reducing prejudice and promoting fairer interactions.<\/p>\nself-fulfilling prophecy<\/h3>\r\n
Classic Research Evidence<\/b><\/h3>\r\n
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A Real-World Example: Job Interviews<\/b><\/h3>\r\n
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Confirmation Bias: Reinforcing the Cycle<\/b><\/h2>\r\n
confirmation bias<\/h3>\r\n
Breaking the Cycle<\/b><\/h3>\r\n
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Stereotypes and Self-Fulfilling Prophecy<\/h2>\n
self-fulfilling prophecy<\/h3>\n
Classic Research Evidence<\/b><\/h3>\n
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A Real-World Example: Job Interviews<\/b><\/h3>\n
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Confirmation Bias: Reinforcing the Cycle<\/b><\/h2>\n
confirmation bias<\/h3>\n
Breaking the Cycle<\/b><\/h3>\n
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