Gender-Based Biases in Occupational Hiring Decisions1

Two studies which investigated gender-based decision making in an occupational setting are reported. Participants judged the suitability of a male or a female applicant with identical résumés for a male-dominated or a female-dominated position. In Study 1. where participants gave their own judgments of the suitability of the applicants for the positions, there was no evidence of gender-based biases. In Study 2. participants were required to take the perspective of the applicant in providing their judgments of suitability. In this experiment, gender-based biases were apparent, with a positive bias toward the male applicant. Results are discussed in terms of occupational stereotyping and subtle sexism.     

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions1

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.     

Mind-reading in strategic interaction: The impact of perceived similarity on projection and stereotyping

In social dilemmas, negotiations, and other forms of strategic interaction, mind-reading—intuiting another party’s preferences and intentions—has an important impact on an actor’s own behavior. In this paper, we present a model of how perceivers shift between social projection (using one’s own mental states to intuit a counterpart’s mental states) and stereotyping (using general assumptions about a group to intuit a counterpart’s mental states). Study 1 extends prior work on perceptual dilemmas in arms races, examining Americans’ perceptions of Chinese attitudes toward military escalation. Study 2 adapts a prisoner’s dilemma, pairing participants with outgroup targets. Study 3 employs an ultimatum game, asking male and female participants to make judgments about opposite sex partners. Study 4 manipulates perceived similarity as well as counterpart stereotype in a principal–agent context. Across the studies, we find evidence for our central prediction: higher levels of perceived similarity are associated with increased projection and reduced stereotyping.     

On the bounded rationality of gender stereotyping in fame judgments

The false‐fame effect is the phenomenon that familiar names are falsely judged famous more often than unfamiliar names. M.R. Banaji and A.G. Greenwald ( 1995 ) demonstrated a gender bias in the false‐fame effect: In line with existing gender stereotypes, the false‐fame effect was larger for male than for female names. A more general explanation for gender biasing in fame judgments is based on cognitive availability. Name gender could be used as an ecologically valid cue when making fame judgments. If the relevant universe of famous names contained more male than female names, a gender bias in fame judgments should be observed, if it contained more female names, the gender bias should be reversed. Indeed, this pattern could be demonstrated experimentally, and we argue that it is not compatible with an account that draws on gender stereotyping but with one based on cognitive availability. Copyright © 2004 John Wiley & Sons, Ltd.     

Gender bias in fame judgments: Implicit gender stereotyping or matching study phase fame?

Familiarized names are falsely judgedfamous more often than nonfamiliarized names. Banaji and Greenwald (1995) demonstrated a gender bias in thisfalse fame effect, with the effect being larger for male than for female names. This effect was interpreted as reflecting the operation of a gender stereotype. However, the famous male names were, in fact, better known than the famous female names. Thus, the presence of more famous male names during study may have contributed to the observed male-famous association. If so, there should be no gender bias if the studied famous male and female names are equally famous, and a reversed gender bias should emerge if the famous female names are more famous than the male names. In two experiments, these predictions were corroborated. A “classical” gender bias was found only when the famous males were more famous than the famous females. These findings are consistent with the hypothesis that the gender bias in fame judgments, rather than showing implicit gender stereotyping in the sense of a transsituational judgment bias, reflects the fact that, in test, participants select a proportion of fame judgments to male and female names so that it matches the relative degree of fame of male and female names encountered during study.     

When Male Norms Don��t Fit: Do Traditional Attitudes of Female Colleagues Challenge Men in Non-traditional Occupations?

Our study examined whether traditional attitudes of female colleagues toward the male role negatively impact the psychological health of German men in non-traditional occupations and whether these relationships are mediated by social stressors at work. Traditional attitudes are presented as a threefold concept: Attitudes of female colleagues toward male anti-femininity, status, and toughness were measured. One hundred and thirteen men and 174 of their female colleagues from eastern parts of Germany and working in the healthcare and educational sectors completed hard-copy questionnaires. We used bootstrapped regression models to test for direct effects, controlling for autonomy, working hours, professional tenure, and sector of work. Bootstrapping strategies were also used for the analysis of indirect effects, even considering controls. The attitudes of female colleagues toward male anti-femininity were directly related to heightened depressive moods and lowered job satisfaction. For the attitudes of female colleagues toward male status, or male toughness we found no such direct relationships. Only indirect effects of female colleagues?? attitudes toward male status, or male toughness on men??s job satisfaction through social stressors were found. The study provides theoretical reasoning and empirical evidence for the importance of female colleagues?? attitudes and interpersonal conflicts at work for German men in non-traditional occupations.     

JUDGMENTS OF SEXISM: A COMPARISON OF THE SUBTLETY OF SEXISM MEASURES AND SOURCES OF VARIABILITY IN JUDGMENTS OF SEXISM

We compared the subtlety of four measures of sexism and sources of variation in male and female psychology students' judgments that beliefs from these scales and everyday behaviors were sexist. Participants judged traditional gender role and hostile sexist beliefs as more sexist than benevolent and modern sexist beliefs, indicating the latter were more subtle measures of sexism. Participants also judged traditional gender role behaviors as more sexist than unwanted sexual attention, suggesting the latter may less readily be identified as sexist. Variation in judgments of beliefs as sexist was related to differences in likelihood of endorsing such beliefs. This relation fully accounted for the tendency for men to be less likely to judge beliefs as sexist in comparison to women. Endorsement of Modern and Hostile Sexist beliefs was related to judgments of behaviors as sexist. The implications of the results for scale usage and identifying sexist behavior are discussed.     

Intergenerational transmission of prejudice, sex role stereotyping, and intolerance

The attitudes of 111 ninth and eleventh graders and both of their biological parents were independently assessed for prejudice against people with HIV/ AIDS, homosexuals, Blacks, and fat people, as well as for male and female sex role stereotyping. This study corrected for two shortcomings in previous research: neglecting to assess both parents and assessing only a single domain of prejudice. We addressed the intergenerational transmission of prejudice and stereotyping using three competing models: same-sex, parent equivalent, and differential effects. Using multiple regressions in which parents' scores were entered separately, along with control variables, different maternal and paternal influences were detected. Mothers were the primary influence for prejudice regarding HIV/AIDS, fatness, and race, and fathers were the primary influence for male and female stereotyping and prejudice against homosexuals, supporting the differential effects model. We also established that prejudice and stereotyping in specific domains reflected a more general proclivity to be intolerant. In contrast to prejudice and stereotyping in specific domains, fathers and mothers about equally shaped the adolescents' intolerance, supporting the parent equivalent model.     

Familiarity and sex based stereotypes on instant impressions of male and female faculty

To address the stranger-to-stranger critique of stereotyping research, psychology students $(n= 139)$ and law students $(n = 58)$ rated photographs of familiar or unfamiliar male or female professors on competence. Results from Study 1 indicated that familiar male psychology faculty were rated as more competent than were familiar female faculty, whereas unfamiliar female faculty were rated as more competent than unfamiliar male faculty. By contrast, in Study 2, familiarity had a stronger positive effect on competence ratings of female faculty than it did for male faculty. Among psychology students, familiarity increased sex bias against female faculty, whereas among law students familiarity decreased sex bias. Together, these studies call into question the stranger-to-stranger critique of stereotyping research. Our findings have direct implications for the context of student evaluations. In male-dominated disciplines it is important for students to be exposed to female instructors in order to reduce pre-existing biases against such instructors.     

Having an open mind: the impact of openness to experience on interracial attitudes and impression formation

This article considers how Openness to Experience may mitigate the negative stereotyping of Black people by White perceivers. As expected, White individuals who scored relatively high on Openness to Experience exhibited less prejudice according to self-report measures of explicit racial attitudes. Further, White participants who rated themselves higher on Openness to Experience formed more favorable impressions of a fictitious Black individual. Finally, after observing informal interviews of White and Black targets, White participants who were more open formed more positive impressions of Black interviewees, particularly on dimensions that correspond to negative racial stereotypes. The effect of Openness to Experience was relatively stronger for judgments of Black interviewees than for judgments of White interviewees. Taken together these findings suggest that explicit racial attitudes and impression formation may depend on the individual characteristics of the perceiver, particularly whether she or he is predisposed to consider stereotype-disconfirming information.     

On the automatic evaluation of end-states

The author's research examined automatically activated attitudes toward desired end-states. Across 4 studies, participants' automatic attitudes toward goals (i.e., thinness, egalitarianism) significantly predicted their goal pursuit, including behaviors, intentions, and judgments. Such attitudes predicted behavior and judgments that are difficult to monitor and control (i.e., restrained eating, subtle prejudice), but not judgments that are easy to monitor and control (i.e., blatant prejudice). Automatic attitudes toward goals also possessed unique predictive validity compared with explicit measures of motivation and with automatic attitudes toward more physical, "graspable" objects. The findings are discussed with regard to the predictive validity of automatic attitudes, the use of automatic attitudes toward goals as an implicit measure of motivation, and the role of automatic evaluative processes in goal-pursuit and self-regulation.     

Understanding Male Bias Against Girls and Women in Science1

Boys consistently have expressed more negative attitudes toward women in science than have girls. The basis of these negative male attitudes was explored in a sample of 159 male and 158 female science‐oriented high school students. The students participated in a science enrichment program in which positive information about women in science was provided. Consistent with theories of prejudice and stereotyping: (a) at the beginning of the program, more negative attitudes toward women in science were linked to lower science self‐confidence among boys, but not among girls; and (b) following the program, analysis of residual post‐scores (with pre‐scores controlled) indicated that changes in self‐confidence over the course of the program were related significantly to changes in attitudes toward women in science among boys but not among girls. Implications for girls’ and women's participation in science are discussed.     

Descriptive analysis of the nature and extent of bullying behavior in a maximum‐security prison

This aim of this study was to investigate the nature and extent of direct and indirect bullying in a maximum‐security prison and to assess prisoners' attitudes toward victims of bullying. A total of 194 adult male prisoners completed the Direct and Indirect Prisoner Behavior Checklist (DIPC) [Ireland (1998): University of Central Lancashire; Ireland (1999a): Aggressive Behavior] and a modified version of the Rigby and Slee [1991: J Social Psychol 131:615–627] provictim scale. The results showed that more than half of the prisoners sampled had been bullied in the past week. Only a small number of prisoners could be classified as either a pure bully or a pure victim, with almost half classified as both a bully and a victim. The most frequent types of bullying used were psychological/verbal and indirect forms. No significant differences were found between pure bullies, bully/victims, pure victims, and the not involved groups' attitudes toward the victims of bullying. These findings hold implications for anti‐bullying programs that fail to fully consider the prevalence of indirect forms of bullying and that an individual can be both a bully and a victim. Aggr. Behav. 26:213–223, 2000. © 2000 Wiley‐Liss, Inc.     

Stereotypes of traditional and nontraditional childbearing roles

Childless college students (135 male, 135 female) evaluated one of three childbearing orientations by means of an adjective check list (ACL) and multiple-choice questions. Participants read one of three paragraphs describing a hypothetical woman who was either pregnant and happy with the pregnancy, pregnant and not happy with the pregnancy, or intentionally childfree. Results showed favorable stereotyping of pregnant-happy, strongly unfavorable stereotyping of pregnant-unhappy, and no stereotyping of childfree. Implications for research on childbearing orientations are discussed, as are participants' own plans regarding marriage, employment, and parenthood.     

GENDER COMPARISONS OF MATHEMATICS ATTITUDES AND AFFECT

This article reports the complex results of meta-analyses of gender differences in attitudes and affect specific to mathematics. Overall, effect sizes were small and were similar in size to gender differences in mathematics performance. When differences exist, the pattern is for females to hold more negative attitudes. Gender differences in self-confidence and general mathematics attitudes are larger among high school and college students than among younger students. Effect sizes for mathematics anxiety differ depending upon the sample (highly selected or general). One exception to the general pattern is in stereotyping mathematics as a male domain, where males hold much more stereotyped attitudes ( d = -.90). While affect and attitudes toward mathematics are not the only influences on the development of gender differences in mathematics performance, they are important, and both male and female affect and attitudes should be considered in conjunction with other social and political influences as explanations.     

A closer look at the complex structure of gender stereotypes

In the present paper an experimental design is introduced for the analysis of the conceptual categories used by subjects when stereotyping males and females. Subjects were asked to name as many familiar types of women and men as they could think of, and describe them in terms of various characteristic properties (e.g., traits, attitudes, interests, skills, and demographic features). The most frequently mentioned types were then sorted by a second sample according to their perceived similarity. Finally, a third group of subjects categorized the initial set of properties in terms of their relevance to either male or female types. Clustering and scaling analyses yielded a clear cut picture of the cognitive ordering principles underlying gender stereotypes. Distinct property clusters were found for the female and male types, underlining the important role of gender stereotypes in the knowledge base of the subjects.The authors would like to thank Kay Deaux for helpful comments on an earlier draft.     

Distinguishing among nondirect forms of aggression

This study explored the relationships and differences among two measures of indirect aggression [Bjorkqvist et al., 1994; Richardson and Green, 1997] and one of relational aggression [Crick and Grotpeter, 1995]. Over 300 students (mean age 22.8 years; 61.5% female) from two colleges in the Southeastern United States completed measures of indirect and relational aggression and related constructs (e.g., empathy, anger expression, direct aggression). Although there were subtle differences among the three measures with regard to their relationships with associated variables, overall the patterns of relationships were similar as well as distinct from the pattern for direct aggression. Factor analysis of scores for measures of aggression revealed that the indirect and relational measures composed a single factor of nondirect aggression, separate from direct aggression. Further factor analysis of all unique items from the nondirect scales found the overall construct of nondirect aggression to comprise six distinct factors. Implications for applications and further research are discussed.     

Development of an inventory of teachers' attitudes towards sex-role stereotyping and knowledge of sex differences

The Scott Sex-Role Inventory (SSRI) is a 37-item questionnaire of teachers' knowledge of sex differences and attitudes toward sex-role stereotyping. Norms, reliability, and validity were developed on a suburban southeastern school system. Responses of male and female teachers were comparable on both sections of the test. The SSRI offers an index of teachers' knowledge and attitudes toward sex roles which may help to assess (1) needs for attitude change and (2) the effectiveness of intervention programs.     

Development of a Measure of Stereotypical Attitudes towards Older Workers

Prolonging the working life of older adults has been suggested by various researchers and policymakers as a strategy to alleviate challenges posed by the inevitable ageing of the population. It is thus important to have measures with which to assess and monitor factors relevant to older adults' employment. Research indicates that negative attitudes towards older workers are at the heart of employment discrimination; hence, the current research developed and assessed a new measure of attitudes towards older workers. A questionnaire asking about older workers was prepared in three versions (male, female, and gender neutral). Each version of the Attitudes towards Older Workers Scale (AOWS) was pilot tested, refined, and field tested with random samples totalling 246 hiring decision‐makers and 219 undergraduate students. Internal consistency ranged between .89 and .95 across the samples and questionnaire versions. Test–retest reliability correlations for male, female, and gender‐neutral versions were .83, .78, and .90, respectively. The AOWS will be a valuable tool for research, development of interventions, and for informing policy formulation in the areas of ageing, retirement, and employment.