While evidence suggests stereotype threat effects invade conscious levels of processing, less is known about the role that implicit processes play in stereotype threat. Results from four studies indicate that implicit attitudes and stereotypes play a unique role in motivation and performance in stereotype threatening contexts. Women trained to have positive implicit math attitudes exhibited increased math motivation in general (Study 1). This effect was magnified among stereotype threatened women when negative stereotypes had either been primed subtly (Study 2) or implicitly reinforced (Study 3). Implicit attitudes had no effect on working memory capacity or performance however. Conversely, after retraining women to associate their gender with being good at math, they exhibited increased working memory capacity (Studies 3 and 4) and increased math performance (Study 4) in stereotype threatening situations. The enhanced performance that resulted from the positive stereotype reinforcement was mediated by the increased working memory capacity. Thus while implicit attitudes appear important for motivating stigmatized individuals to engage with stigmatized domains, stereotypes play a key role in undermining cognitive capacity that is critical for success in the domain.

The aim of this experiment was to study whether completing a questionnaire either related or unrelated to various aspects of the workplace could induce different implicit and explicit stereotypic associations with Down syndrome. Subjects read one of three questionnaires before completing a task designed to measure implicit associations. The task consisted of photo primes of faces belonging to individuals with Down syndrome and typically developing individuals, followed by an evaluative decision task with adjectives related to the stereotype dimensions of warmth and competence. Following the implicit task, participants were asked directly about their associations between Down syndrome and each of the target traits. It was hypothesized that Down syndrome would be systematically associated with low competence, regardless of the context primed, but that it would be associated with greater warmth when morale-related aspects of the workplace were primed than when efficiency-related aspects of the workplace were primed. These hypotheses were not supported, and questionnaire type did not seem to prime specific associations in the implicit task. However, consistent with past research, Down syndrome was associated with high ratings of warmth on the explicit measure, and implicit results suggest Down syndrome may be implicitly associated with greater warmth as well. Methodological limitations of the study are discussed, as well as possible directions for future research.