Powerless Men and Agentic Women: Gender Bias in Hiring Decisions

Sex Roles - We examined male power-roles as a potential moderator of gender bias in hiring decisions. Drawing from previous work on perceptions of agentic women and precarious manhood theory, we...     

Male Sex Bias against Men and Women in Various Professions

Abstract

It is suggested that the popularity of the Rokeach Value Survey is undeserved and that the apparent independence of each value being measured is a consequence of the fact that the survey measures each value quite badly. For each of the 18 terminal values on the Rokeach Value Survey, various interpretations were suggested to 71 subjects, who indicated which interpretations represented their thoughts when they were completing the survey. There were a variety of interpretations. When a factor analysis of the correlations among all the interpretations of each value was carried out, all but one value had more than one significant factor (dimension of meaning), and two major factors accounted for 41% of the variance of all the interpretations. These results indicate that the Rokeach Value Survey is not a good measure of the relative desirability of different values, and they support the view that people's evaluations of the world may be based on more fundamental values.     

Weapon Bias: Split-Second Decisions and Unintended Stereotyping

ABSTRACT— Race stereotypes can lead people to claim to see a weapon where there is none. Split-second decisions magnify the bias by limiting people's ability to control responses. Such a bias could have important consequences for decision making by police officers and other authorities interacting with racial minorities. The bias requires no intentional racial animus, occurring even for those who are actively trying to avoid it. This research thus raises difficult questions about intent and responsibility for racially biased errors.     

Doubly Bound: The Impact of Gender and Race on the Politics of Black Women

Gender has been thought to be less salient than race among black women. Data from two national surveys of black Americans, conducted in 1984 and 1996, show that black women identify as strongly on the basis of their gender as their race, and that these gender and racial identities are mutually reinforcing. Nevertheless, among black women, their identification with their race more powerfully affected their political attitudes than did their identification on the basis of gender, except in instances where the interests of blacks directly conflict with the interests of women. These empirically based findings speak to the issue of why the attitudes of black women toward contemporary gender issues can sharply diverge from those of white women.     

Race and Women's Identity Development: Distinguishing Between Feminism and Womanism Among Black and White Women

Black and White women may experience feminist identity development differently, and the womanist (Ossana, Helms, & Leonard, 1992) and feminist (Downing & Roush, 1985) identity development models may differ in their ability to capture those experiences. Black (n = 29) and White (n = 94) female college students completed a questionnaire that included feminist identity, womanist identity, and self-esteem scales. Results provided partial support for the hypothesis that Black women would agree more strongly with the womanist model, whereas White women would agree more strongly with the feminist model. In addition, the womanist model better differentiated between stages of identity development than did the feminist model for Black women. Results also partially supported the hypothesis that race would moderate the relationships between the womanist and feminist identity models and self-esteem.     

How Race Matters and Does Not Matter for White Women in Relationships with Black Men

SUMMARY

Drawing on a qualitative research study, this article provides a beginning exploration for how race both matters and does not matter in white women's relationships with black men. As a means of protecting themselves and their families from pathologizing stereotypes about interracial couples, women make claims that race does not matter. At the same time, they describe ways that stereotypes impact their self identities and their couple interactions. Different situations and relationships create shifts in racial interpretations, and contact with extended family members can change racial meanings. The article offers suggestions for how to create a therapeutic space for discussing race without over-determining its significance.     

Counselor Bias and Women

Counselors are biased against girls and women. Several recent studies examining counselor's sex biases are reviewed. Research indicates that attitudes of counselor trainees, school counselors at all levels, counselor educators and supervisors, and clinicians are sexist. The Attitude Toward Women Scale was administered to 80 employment counselors. Male counselor attitudes were more sexist than female counselor attitudes. Suggestions for dealing with counselor bias are reviewed. Counselors must first battle their own biases. They should also be sensitive to the developmental stages of a person's life, as well as to job requirements and employer attitudes. Occupational literature should be nonsexist and nontraditional.     

Sex Bias in Counseling: A Reply and Critique

The social importance of the gender-bias issue in counseling implores that our beliefs about the issue be predicated on evidence rather than on ideological considerations.     

Sex Bias in Research Design

Feminist criticisms of selected aspects of research methods in psychology are presented. Data relevant to sex bias in topic selection, subject selection and single-sex designs, operationalization of variables, testing for sex differences, and interpretation of results are reviewed. Suggestions for achieving more "sex fair" research methods are discussed in terms of a more meticulous application of scientific method and an awareness of the sometimes subtle ways in which a sexist culture influences the research process.     

Sex Bias in Educational-Vocational Counseling

Literature pertinent to sex discrimination in educational and vocational counseling is reviewed. Among the many factors that contribute to inequitable counseling are the sex role socialization that clients bring to the counseling interaction, the sex role attitudes and biases of counselors, deficiencies in counselor training, and shortcomings of tests and other source materials used in counseling practice. Recommendations are made toward more comprehensive counseling services for women and men.     

Sex Bias in Clinical Judgment: Later Empirical Returns

This paper updates an earlier review of research on sex bias in psychological evaluation and psychotherapy. The experimental analogue continues to dominate the literature and to return a resoundingly negative verdict. This evidence, however, is often discounted on the grounds of the analogue's transparency and clinical impoverishment. Naturalistic data have likewise failed to support claims of widespread sex bias, but have nonetheless whetted suspicions that gender and sex role attributes affect circumscribed clinical decisions. These correlational field studies are often dismissed, however, on the basis of their inadequate control for potential confounds. This empirical deadlock is discussed within the context of the sexual politics of research and of methodological preference in particular. The interpretive gerrymandering that has plagued this literature is linked to an unwillingness to be open about the sex role heritage of research strategies themselves and the deep personal and political investments at stake.     

Heterosexism in Employment Decisions: The Role of Job Misfit

We developed and tested a model of heterosexism in employment decisions based on the lack of fit model of discrimination and social psychological research on attitudes toward gay men and lesbians. Results were supportive of both perspectives in that job candidates' sexual orientation, gender, and job gender type interacted with raters' gender and exposure to diversity training to predict ratings of candidate hirability. Consistent with prior attitudinal research, male raters tended to perceive gay male applicants as least suitable for employment. Finally, raters' attitudes toward gay men and lesbians, beliefs about the employability of gay men and lesbians, and social dominance orientation were differentially related to suitability and hirability ratings. The theoretical and practical implications of these results are discussed.     

Sex Bias at Work: The Effects of Attentional and Memory Demands on Performance Ratings of Men and Women1

The present study examined the impact of attentional and memory demands on work performance ratings accorded men and women in traditionally male jobs. Of interest was whether sex discrimination would abate in the face of individuating and job-relevant work behavior even when the demands likely to be faced in actual work settings were taken into account. Two hundred and two subjects read a vignette depicting the work behavior of a male or female police officer and then rated the individual's work performance. The attentional demands imposed on subjects while reading the vignette and the amount of time elapsed prior to issuing the performance ratings were systematically varied. As predicted, men were evaluated more favorably than women when raters were faced with an additional task requiring attention and time pressures were made salient. Only when subjects were able to carefully allocate all of their attentional resources did sex bias in work performance ratings abate. Memory demands had no effects on work performance ratings. Gender-related work characterizations paralleled the performance ratings, providing support for the idea that sex stereotypes mediate discrimination in performance appraisal judgments. The theoretical and practical implications of these findings, as well as suggestions for future research, are discussed.     

Race,Gender, and Class Distinctions Among Aging Middle Class Black and White Women: Implications for Feminist Interventions

Although Black¹For the sake of simplicity, the generic terms Black and White are used to denote differences between the two groups of women. and White women’s relationships have received considerable attention, the important questions of how and if these relationships change with age and social class have received less attention. This article using the metaphor of intersectionality, and grounding women’s relationships in historically and contextually relevant frameworks, provides an understanding of the social and cultural tensions that continue to influence the standpoints of aging middle class Black and White women. The authors pose many probing questions about whether or not aging middle class Black and White women are capable of developing genuine friendships rather than superficial acquaintanceships. The article concludes with implications for Black and White feminist therapists, which highlight the necessity for personal reflections about issues of power and oppression and how they permeate interactions, depth of historical knowledge, and the promotion of positive aging techniques. Each of these and others help to forge a greater understanding of relationship building between these two groups of heterogeneouswomen.     

Women Employment Issues: Test Yourself

The author clarifies major issues of women employment by means of a self-administered true-false questionnaire. Answers may surprise and, perhaps, enlighten employment counseling professionals.