The best ways to attempt to control stereotyping are through conscious control (i.e., recognizing that stereotypes are inappropriate) and having individual contact with those who we might stereotype based on gender or race. This is an important area of research and practice in I-O psychology in helping to minimize the effects of stereotyping and unfair treatment of employees. This is one of the reasons behind increased attention on managing diversity in organizations.

Managing diversity goes beyond hiring more diverse employees. Some researchers go as far as to distinguish between "hiring diversity" and managing diversity. Managing diversity in organizations entails maintaining an atmosphere where people with different perspectives (for whatever reason) are allowed to speak and act freely. Sometimes this requires training focusing on the sources of this diversity (cultural, racial, gender, age-related, etc.) and why people who are different should not be viewed as deficient. This explanation merely scratches the surface. For more information, see the module on Workplace Diversity in this guide and the references suggested there.