ORGANIZATION OF INFORMATION AND THE DETECTION OF GENDER DISCRIMINATION

Abstract— This report examines several factors that influence the detection of gender discrimination in organizations We presented subjects with information about the qualifications and salaries of women and men in 10 departments of a hypothetical company The information was created so that one or the other gender was undercompensated relative to its qualifications Subjects rated the fairness of salaries and recalled the average qualifications of the women and men Ordinal inequity, which occurred when the gender with the better qualifications received a lower salary within a department, was easily detected Discrimination that did not violate ordinal equity within a department was more difficult to detect The results indicate that the way information is presented to subjects influences the processing of the information and the ease with which unfairness is perceived In addition, subjects judged the discrimination to be more unfair when women, rather than men, were disadvantaged     

Detecting salary discrimination against male and female managers

This paper reports two experiments that examine factors influencing the detection of salary discrimination in organizations. Subjects were presented with information about the qualifications and salaries of female and male managers in 10 departments of an hypothetical company and were asked to judge the fairness of these salaries. It was hypothesized that the amount of information and the format in which it is presented influence fairness judgments. Moreover it was hypothesized that males and females differ in their fairness judgments. The two experiments corroborate these hypotheses. The results are interpreted in terms of two possible information processing biases: encoding bias and attributional bias.     

Prototypes and same-gender bias in perceptions of hiring discrimination

The present study investigated the relative importance of two explanations behind perceptions of gender discrimination in hiring: prototypes and same-gender bias. According to the prototype explanation, people perceive an event as discrimination to the extent that it fits their preconceptions of typical discrimination. In contrast, the same-gender bias explanation asserts that people more readily detect discrimination toward members of their own gender. In four experiments (n = 797), women and men made considerably stronger discrimination attributions, and were moderately more discouraged from seeking work, when the victim was female rather than male. Further, a series of regressions analyses showed beliefs in discrimination of women to be moderately correlated with discrimination attributions of female victims, but little added explanatory value of participant gender, stigma consciousness, or feminist identification. The results offer strong support for the prototype explanation.     

Male and female managers' ability to read emotions: Relationships with supervisor's performance ratings and subordinates' satisfaction ratings

The present study examines the direct and indirect effect of managers' accuracy in ‘reading’ non‐verbal emotional expressions and their supervisors' performance ratings and subordinates' satisfaction with the manager. Data from working managers and their supervisors and subordinates were used to test the study's hypotheses. Although managers' accuracy was not directly related to others' ratings, a significant interactive effect was found: Female but not male managers who more accurately perceived non‐verbal emotional expressions received higher performance ratings from their supervisor and higher satisfaction ratings from their subordinates, perhaps due to gender stereotypes prescribing emotional sensitivity to female managers. Furthermore, how managers used emotional information to enhance subordinates' satisfaction varied for female and male managers. Results suggested that male managers who were more accurate at emotion perception received higher satisfaction ratings if they used the information to be more persuasive, whereas more emotionally perceptive female managers received higher satisfaction ratings when they demonstrated more supportiveness.     

Focusing on gender similarities increases female students’ motivation to participate in STEM

Recent analyses highlight women's opting out of STEM fields as an important contributing factor to the gender gap in science. Therefore, it is important to identify the factors influencing women's motivation to participate in STEM. In the present study, we tested the hypothesis that the focus on differences between male and female students in STEM, even when those differences are irrelevant to the competence dimension, would decrease the motivation of women to engage in STEM. On the other hand, a belief in gender similarities would increase their motivation to get involved in STEM. We conducted three experiments among female students in STEM majors, in which we manipulated the focus on gender differences versus similarities. The results, which replicated across three studies, showed that when female students focused on similarities between men and women, they were more motivated to engage in STEM‐related activities than when they focused on gender differences. Additionally, we tested whether the gender stereotypes and a perception of gender discrimination mediated that effect but the results of these analyses were inconsistent across studies. Overall, the findings suggest that messaging directed at women in STEM, which highlights similarities between men and women could encourage them to engage in STEM but deactivation of gender stereotypes does not necessarily account for these effects.     

Effects of stimulus order on discrimination processes in comparative and equality judgements: Data and models

In typical discrimination experiments, participants are presented with a constant standard and a variable comparison stimulus and their task is to judge which of these two stimuli is larger (comparative judgement). In these experiments, discrimination sensitivity depends on the temporal order of these stimuli (Type B effect) and is usually higher when the standard precedes rather than follows the comparison. Here, we outline how two models of stimulus discrimination can account for the Type B effect, namely the weighted difference model (or basic Sensation Weighting model) and the Internal Reference Model. For both models, the predicted psychometric functions for comparative judgements as well as for equality judgements, in which participants indicate whether they perceived the two stimuli to be equal or not equal, are derived and it is shown that the models also predict a Type B effect for equality judgements. In the empirical part, the models' predictions are evaluated. To this end, participants performed a duration discrimination task with comparative judgements and with equality judgements. In line with the models' predictions, a Type B effect was observed for both judgement types. In addition, a time-order error, as indicated by shifts of the psychometric functions, and differences in response times were observed only for the equality judgement. Since both models entail distinct additional predictions, it seems worthwhile for future research to unite the two models into one conceptual framework.     

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

In the present study, we examined the effect of recruiter and applicant gender on recruiters' evaluations of applicants' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results indicate that recruiter and applicant gender interacted to predict recruiters' perceptions of applicants' qualifications. Male recruiters' perceptions of applicants' work experiences did not differ depending on applicant gender. However, female recruiters perceived male applicants' resumes to report more work experiences than resumes of female applicants. Furthermore, male recruiters perceived female applicants as having more extracurricular interests than male applicants. Female recruiters rated both male and female applicants as having about the same amount of extracurricular activity information on their resumes. Gender role theory provides a possible explanation for the study's findings.     

Preschool Fantasy-Reality Discrimination: Influences of Trait and Primed Fearfulness

Distinguishing between fantasy and reality is an important developmental milestone, achieved in the preschool years, that has been linked to children's cognitive capabilities and emotional knowledge. The authors examined the influence of both trait and prime fearfulness on preschoolers' ability to differentiate between fantastic and real situations. Forty 3–5-year-old preschoolers were administered a fearfulness assessment, a standard theory-of-mind task, and a fantasy-reality discrimination task (with or without a fear prime). When primed to experience fear, participants who were high in trait fearfulness made more mistakes distinguishing between fantastic and real events than did participants who were low in trait fearfulness. In the absence of a fear prime there was no difference in performance between these two groups. These findings were independent of participants' age, gender, and theory of mind abilities and suggest that preschoolers who are high in trait fearfulness are more prone to difficulty in discriminating between fantasy and reality when actively experiencing fear. This study illuminates important factors that contribute to the errors in fantasy-reality judgments frequently seen in preschoolers.     

Motivational cues: The role of perceived senders' self‐control ability in raters' deception judgements

Previous studies have found that senders' personal traits may be used by others to make judgements about the senders' truthfulness. Two studies were conducted to examine whether perceived self‐control ability has an effect on deception judgement. Perceived self‐control was hypothesized to act as a motivational cue that participants would use to assess the sender's motivation to lie, which in turn would influence their deception judgement. Results revealed that when participants assessed the sender as having higher self‐control ability, they would consider the sender to be less motivated to lie in daily life (Study 1), and judge the sender more truthful in a text‐based deception judgement task (Study 2). However, the effect of perceived self‐control ability disappeared in a video‐based task (Study 2), likely due to the multitude of various cues available in audio‐visual stimuli. The theoretical and applied implications of the results are discussed.     

When Searching Hurts: The Role of Information Search in Reactions to Gender Discrimination

Two laboratory studies conducted with Dutch students explored women’s motivation to search for evidence of gender discrimination and its effects on psychological well-being. Study 1 (N?=?161) considered situational self-relevance of one’s personal outcomes (personal failure or success) on women’s motivation to collect information about gender discrimination. Study 2 (N?=?106) manipulated information search and studied its effects on well-being when information contains evidence of gender discrimination or personal failure. Results revealed that women are motivated to search for evidence of discrimination when outcomes are highly self-relevant (Study 1) or the need to search is high (Study 2). Furthermore women suffer from evidence of prejudice, but only when they are personally affected by this prejudice and evidence suggests it is pervasive.     

Gender bias in employment contexts: A closer examination of the role incongruity principle

This research extends the role incongruity analysis of employment-related gender bias by investigating the role of dispositional and situational antecedents, specifically political ideology and the salience of cues to the traditional female gender role. The prediction that conservatives would show an anti-female candidate bias and liberals would show a pro-female bias when the traditional female gender role is salient was tested across three experimental studies. In Study 1, 126 participants evaluated a male or a female job applicant with thoughts of the traditional female gender role activated or not. Results showed that when the gender role is salient, political ideology moderates evaluations of the female candidates such that conservatives evaluate her negatively and liberals evaluate her positively. Study 2 (89 participants) replicated this effect and showed that this political ideology-based bias does not occur when the non-traditional female gender role is made salient. Study 2 also demonstrated that the observed effects are not driven by liberals' and conservatives' differing perceptions regarding the female applicant's qualifications for the job. Finally, Study 3 (159 participants) both replicated the political ideology-based evaluation bias for female candidates and demonstrated that this bias is mediated by conservatives' and liberals' attitudes toward the roles of women in society.     

Wanting to Be Boss and Wanting to Be Subordinate: Effects on Performance Motivation

Does dyad members' motivation to take on a high or low power position influence the dyad's performance motivation when assigned to hierarchical roles? Participants in 69 dyads (33 all‐women, 36 all‐men) indicated whether they preferred the high‐power role (owner of an art gallery) or the low power role (assistant to the owner). Power roles were then randomly assigned. The dyad's interaction during task solving was videotaped. Uninvolved coders rated performance motivation as the degree of quality of the superior's and the subordinate's task contributions and effort put into the task. Performance motivation was better if the boss preferred the high power to the low power role, irrespective of the subordinate's role preference. Leadership effectiveness is thus affected by the superior's power motivation.     

Females excel at basic face perception

Females are generally better than males at recognizing facial emotions. However, it is not entirely clear whether and in what way females may also excel at non-affective face recognition. Here, we tested males and females on two perceptual face recognition tasks that involved only neutral expressions: detection and identity discrimination. On face detection (Experiment 1), females were significantly more accurate than males in detecting upright faces. This gender difference was reduced during inverted face detection, and not present during tree detection, suggesting that the magnitude of the gender difference for performance co-varies with the extent to which face processing mechanisms are involved. On facial identity discrimination (Experiment 2), females again outperformed males, particularly when face images were masked by visual noise, or the delay between comparison face images was extended from 0.5 to 3 s. These results reveal a female advantage in processing face-specific information and underscore the role of perceptual factors in socially relevant gender differences.     

Does witnessing gender discrimination predict women's collective action intentions for gender justice? Examining the moderating role of perceived female support

Previous research has indicated that witnessing gender discrimination may instigate women's participation in collective action for gender justice. However, relatively little is known about the role of perceived female support in motivating collective action among women who witness gender discrimination in public life. This study aims to analyse whether and when perceived support from feminist-minded women moderates the association between women's witnessing gender discrimination and their willingness to engage in collective action for gender justice. We argue that the association between witnessing gender discrimination and willingness to engage in collective action depends on the support women perceive from their female friends and family members. In studies of women in the U.S. (Study 1; N = 271) and Ukraine (Study 2; N = 256), witnessing gender discrimination predicted greater willingness to participate in collective action for gender justice, and this association was stronger when female support was perceived to be lower. Study 3 (N = 1,304) replicated the findings of Studies 1 and 2 with self-identified feminist women in Turkey. Our research offers novel insights regarding why perceived lack of female support may encourage women to engage in collective action for gender justice.     

The effects of verbal reinforcement of intrinsic motivation for sex-linked tasks

Recent studies have demonstrated that positive verbal feedback enhances males' intrinsic motivation for a task, while decreasing that of females. This result has been attributed to differential socialization forces which make the controlling aspects of rewards more salient for females as opposed to males, for whom the informational aspects are prepotent. A weakness in this conclusion stems from the use of a masculine sex-linked task in prior experiments, producing a result which may be due to gender congruence/incongruence rather than to socialization differences. Two laboratory experiments were performed to examine the effects of verbal praise on intrinsic motivation, controlling for sex-typing of the experimental activity. Experiment I found that verbal praise increased females' and males' intrinsic motivation on both a feminine and masculine task, and intrinsic motivation was higher for sex-appropriate than sex-inappropriate tasks. The sexes did not show a differential pattern of response to praise. In Experiment 2, verbal praise also enhanced sex-role traditional females' intrinsic motivation on the same activity used in prior research. These results suggest that socialization content has changed sufficiently to make concerns about competence and self-determination equally salient for females and males.     

Phonemic identification in a phoneme monitoring experiment: The variable role of uncertainty about vowel contexts

Subjects monitored for the syllable-initial phonemes /b/ and /s/, as well as for the syllables containing those phonemes, in lists of nonsense syllables. Time to detect /b/ was a function of the amount of uncertainty as to the identity of the vowel following the target consonant; when uncertainty was low, no difference existed between phoneme and syllable monitoring latencies, but when uncertainty was high, syllables were detected faster than phonemes. Time to detect /s/ was independent of uncertainty concerning the accompanying vowel and was always slower than syllable detection. The role of knowledge of contexts in a phoneme-monitoring task as well as the relative availability of phonemic information to the listener in this task are discussed.     

“You throw like a girl:” The effect of stereotype threat on women's athletic performance and gender stereotypes

Objectives“Stereotype threat” occurs when people perform worse at a task due to the pressure of a negative stereotype of their group's performance. We examined whether female athletes may underperform at an athletic task if prompted to think about gender stereotypes of athleticism. We also explored whether gender stereotypes regarding general athletic ability would be affected by a standard stereotype threat induction.DesignWe used a 2 (participant gender) × 2 (stereotype threat manipulation) factorial design with task performance and gender stereotypes of athleticism as dependent measures.MethodFemale and male tennis and basketball college student athletes performed two athletic tasks relevant to their sport: a difficult concentration task and an easier speed task. Participants were told beforehand that (1) there was a gender difference on the tasks (to induce stereotype threat) or (2) there was no gender difference (to remove any preexisting stereotype threat).ResultsOn the difficult task, women performed worse than men only when stereotype threat was induced. Performance on the easier speed task was unaffected by the stereotype information. Interestingly, women's beliefs regarding women's and men's general athleticism were also affected by the manipulation.ConclusionsWe concluded that one minor comment regarding a very specific athletic task may sometimes impair task performance and alter gender stereotypes of athleticism among women. Some implications for preventing negative stereotype threat effects are discussed.     

Does IOR occur in discrimination tasks? Yes, it does, but later

When a stimulus appears in a previously cued location several hundred milliseconds after the cue, the time required to detect that stimulus is greater than when it appears in an uncued location. This increase in detection time is known as inhibition of return (IOR). It has been suggested that IOR reflects the action of a general attentional mechanism that prevents attention from returning to previously explored loci. At the same time, the robustness of IOR has been recently disputed, given several failures to obtain the effect in tasks requiring discrimination rather than detection. In a series of eight experiments, we evaluated the differences between detection and discrimination tasks with regard to IOR. We found that IOR was consistently obtained with both tasks, although the temporal parameters required to observe IOR were different in detection and discrimination tasks. In our detection task, the effect appeared after a 400-msec delay between cue and target, and was still present after 1,300 msec. In our discrimination task, the effect appeared later and disappeared sooner. The implications of these data for theoretical accounts of IOR are discussed.     

On the strategic modulation of the time course of facilitation and inhibition of return

In studies of exogenous attentional orienting, response times for targets at previously cued locations are often longer than those for targets at previously uncued locations. This effect is known widely as inhibition of return (IOR). There has been debate as to whether IOR can be observed in discrimination as well as detection tasks. The experiments reported here confirm that IOR can be observed when target discrimination is required and that the cue-target interval at which IOR is observed is often longer in discrimination than in detection tasks. The results also demonstrate that the later emergence of IOR is related to perceptual discrimination rather than to response selection differences between discrimination and detection tasks. More difficult discrimination tasks lengthen the SOA at which IOR emerges. In contrast, increasing task difficulty by adding a distractor to the location opposite the target shortens the SOA at which IOR emerges. Together, the results reveal an adaptive interaction between exogenous and endogenous attentional systems, in which the action of the orienting (exogenous) system is modulated endogenously in accord with task demands.