The present research examined the impact of counterstereotypic training on the application of stereotypes and the moderating effects of correction on these processes. As expected, when receiving no training, participants chose male over female candidates for a supervisory position and rated both male and female candidates as more gender stereotypic. After receiving extensive counterstereotypic association training, however, participants no longer preferred male over female job candidates and no longer attributed stereotypic traits to a greater extent. These latter results, however, were only found after participants had an opportunity to correct for perceived influences on an initial task. These findings provide evidence for the potential moderating effects of correction processes on the success of strategies aimed at decreasing intergroup biases.
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