Looking beyond gender: The effects of racial differences on tokenism perceptions of women

This study looks beyond gender to explore the impact of the social status of race and of token difference defined by race. In a 2 × 4 design, 53 African American women and 76 white women undergraduates rated a woman target, of the same race as themselves, who was described as being of the same race and gender as the dominant members of her work group or as a token defined by her gender alone, race alone, or both her race and gender. White women tokens were perceived to experience better social relations, more supportive colleagues, and lower stress than African American targets. Across African American and white raters/targets, token representation, defined by any ascribed status, was associated with expected negative tokenism outcomes relative to those projected for dominants. The omnirelevance of race toward understanding tokenism processes is discussed.We wish to thank Marchell Bass, Paulina Beres, Darya Burns, Roy Carrera, Nicole Cassie, Comilita Jackson, Susan Mathews, Pamela Ramsey, Catina Scott, and Aretha Strickland for their invaluable help with data collection and entry. These findings were presented at the meeting of the Midwestern Psychological Association in May 1995 in Chicago.     

IS IT ALL IN THE NUMBERS? A Case Study of Tokenism

The purpose of the present study is to explore whether the negative consequences of tokenism are the result of imbalanced proportions alone, or whether society-wide sex role stereotypes which affect male and female tokens differently are also a factor. Men working at concession stands at an amusement attraction were assigned by the experimenters to one of two work groups in which the numbers of women and men were either skewed or balanced. Unlike a token woman at the attraction, these token male workers did not experience the negative consequences of tokenism (visibility, contrast, and assimilation). In fact, token men identified with supervisors and advanced more quickly than their non-token counterparts of both sexes. The results are interpreted as indicating that underrepresentation alone cannot explain the negative effects of tokenism for women.     

Reactions to tokenism: The role of individual characteristics in shaping responses to token decisions

When only a handful of members from a disadvantaged group occupy positions of power, they are considered tokens. Previous research suggests that observers tend to consider tokenism as an egalitarian practice. Given its ambiguous nature, we hypothesized that reactions to tokenism would be shaped by individuals' sensitivity to inequality. In Study 1, we showed that women (vs. men) and individuals low (vs. high) on social dominance orientation differentiated more between a token and an egalitarian decision in the context of gender‐related practices. Similar findings were observed in Study 2, which involved gender and feminist identification as independent variables. Additional support, particularly for the role of social dominance orientation, was found in Study 3, which involved an ethnic token. Together, results demonstrate the role of individuals' chronic sensitivity to inequality in shaping their reactions to token practices. Theoretical and practical implications regarding the effect of tokenism on individuals' evaluations and responses to inequality are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

Token Majority: The Work Attitudes of Male Flight Attendants

This study examined the work experiences of men, a traditional workplace majority, as minority members of a female-dominated occupation. We used tokenism and social categorization theories to propose and test a set of hypotheses that link token status (a less than 15% minority) with male flight attendants' work attitudes through intervening psychological and job factors. Survey data from a sample of 236 male and female flight attendants supported a model in which a negative relationship between token status and the work attitudes of job satisfaction and organizational attachment was mediated by low self-esteem, increased role ambiguity, and poor job fit. The uncovering of these previously unmeasured intervening variables strengthens theoretical connections between demography and work outcomes and suggests leverage points for improving the work attitudes of individuals in the minority.     

Jeopardy Not Bonus Status for African American Women in the Work Force: Why Does the Myth of Advantage Persist?

African American women in the United States have a long history of employment outside of their homes. Their experiences are unique from other groups of majority and minority men and women due to the interaction of race, gender, and class. Despite long-standing and continuing struggles against discrimination, harassment, low pay, tokenism, and stereotypes, a myth that African American women enjoy a bonus or advantaged status in the work force has developed and persisted. In this article, Black women's work force experiences are examined from a social constructionist framework, misperceptions of Black women are critiqued, explanations are developed that explain the unique status of African American women and recommendations are proposed to eradicate the discrimination and marginal status that Black women have endured in the work force.     

Do women sometimes say no when they mean yes? The prevalence and correlates of women's token resistance to sex

We investigated whether women ever engage in token resistance to sex--saying no but meaning yes--and, if they do, what their reasons are for doing so. A questionnaire administered to 610 undergraduate women asked whether they had ever engaged in token resistance and, if so, asked them to rate the importance of 26 possible reasons. We found that 39.3% of the women had engaged in token resistance at least once. Their reasons fell into three categories: practical, inhibition-related, and manipulative reasons. Women's gender role attitudes, erotophobia-erotophilia, and other attitudes and beliefs varied as a function of their experience with token resistance and their sexual experience. We argue that, given society's sexual double standard, token resistance may be a rational behavior. It could, however, have negative consequences, including discouraging honest communication, perpetuating restrictive gender stereotypes, and--if men learn to disregard women's refusals--increasing the incidence of rape.     

The Influence of Social Status on Token Women Leaders' Expectations About Leading Male-Dominated Groups

Prior research has shown that women report mostly negative expectations about being a gender-token in male-dominated work groups. We speculate that this is partially caused by the socially ascribed status devaluation of women. In this study we investigated the degree to which elevated social status may lessen negative expectations of gender-token women assigned to leadership positions. Sixty-three undergraduate women participated in 1 of 3 tokenism conditions: (1) nontoken, (2) gender-token, and (3) high-status gender-token. In all conditions participants were led to believe that they would be leading a group of men in a decision-making exercise. Leader expectations were then assessed. The results suggest that increased social status may help prevent gender-token women from developing negative expectations about interactions with male-dominated work groups.     

Who attains social status? Effects of personality and physical attractiveness in social groups

One of the most important goals and outcomes of social life is to attain status in the groups to which we belong. Such face-to-face status is defined by the amount of respect, influence, and prominence each member enjoys in the eyes of the others. Three studies investigated personological determinants of status in social groups (fraternity, sorority, and dormitory), relating the Big Five personality traits and physical attractiveness to peer ratings of status. High Extraversion substantially predicted elevated status for both sexes. High Neuroticism, incompatible with male gender norms, predicted lower status in men. None of the other Big Five traits predicted status. These effects were independent of attractiveness, which predicted higher status only in men. Contrary to previous claims, women's status ordering was just as stable as men's but emerged later. Discussion focuses on personological pathways to attaining status and on potential mediators.     

Disassembling a Stereotype: Gender Differences in the Use of Token Resistance1

Traditionally, women have been perceived as using token resistance to avoid appearing desirous of sexual activity and to gain some degree of restrictive control in heterosexual dating interactions. In the current study, we examined both men's and women's use of token resistance and the reasons they attributed for their use of this dating behavior. A total of 108 male and 199 female heterosexual college students completed the Dating Behavior Questionnaire (DBQ) used to examine the use of token resistance, as well as a number of attitudinal and behavioral measures. An ANOVA revealed that a higher percentage of men than women reported the use of token resistance. The types of reasons men and women attributed to their behavior did not differ. Token resistance reportedly served a number of functions, including an expressive game-playing function. Most interactions were perceived by both men and women as being pleasant, despite concerns by researchers that token resistance may be associated with a partner's subsequent use of sexual coercion. Thus, token resistance does not appear to be indicative of adverserial relations. The findings are discussed in terms of the benefits for men and women of relaxing the constraints of traditional gender roles with regard to dating behavior.     

Gender moderates the impact of need for structure on social beliefs: implications for ethnocentrism and authoritarianism

The present research examines the interplay between individual differences in need for structure, social beliefs, and gender. It is well documented that need for structure, that is, a preference for structure and simplicity in one's thinking, predicts authoritarianism and ethnocentrism. Further, women tend to score lower in authoritarianism and ethnocentrism than men. Although there seem to be no gender differences in need for structure, the present research hypothesizes that the association between need for structure and social beliefs is stronger for men than for women. This hypothesis comes from the observation that, all else being equal, men tend to think more about the domain of beliefs such as authoritarianism and ethnocentrism, which should strengthen the relationship between men's cognitive needs and their social beliefs. The hypothesis is also motivated by the finding that, more than men, women often give priority to caring and compassion when forming beliefs about outgroups. This should weaken the link between women's cognitive needs and their social beliefs. Three studies conducted in the USA (n = 398) and one study conducted in Germany (n = 112) examined whether gender moderated the influence of need for structure on authoritarianism and racism. Using a variety of measures, need for structure predicted authoritarianism and racism for men, but not for women. The discussion focuses on the implications of the present findings for the relationship between cognitive orientations and social beliefs. It is argued that research on cognitive orientation and social beliefs needs to take gender into account to improve its accuracy of prediction.     

Gender Differences in Social Dominance Orientation: The Role of Cognitive Complexity

The present research examined the invariance hypothesis, which predicts lower levels of social dominance orientation (SDO) for women compared to men even when accounting for other factors. Previous research shows that gender linked variables mediate the gender difference in SDO. In two studies using undergraduates in the northeastern U.S., we tested mediation by cognitive complexity, a variable linked to social status but not to gender. Study 1 (n?=?117) found that women had higher levels of attributional complexity, but not need for cognition. Study 2 (n?=?206) further found that attributional complexity mediated the relationship between gender and SDO, suggesting that higher cognitive complexity due to low social status may be involved in gender differences in SDO.     

The impact of social roles on trait judgments: a critical reexamination

Consistent with social role theory's assumption that the role behavior of men and women shapes gender stereotypes, earlier experiments have found that men's and women's occupancy of the same role eliminated gender-stereotypical judgments of greater agency and lower communion in men than women. The shifting standards model raises the question of whether a shift to within-sex standards in judgments of men and women in roles could have masked underlying gender stereotypes. To examine this possibility, two experiments obtained judgments of men and women using measures that do or do not restrain shifts to within-sex standards. This measure variation did not affect the social role pattern of smaller perceived sex differences in the presence of role information. These findings thus support the social role theory claim that designations of identical roles for subgroups of men and women eliminate or reduce perceived sex differences.     

'That's OK. He's a guy': a mixed-methods study of gender double-standards for alcohol use

Although drinking and drunkenness have traditionally been considered masculine behaviours, young women's alcohol consumption has increased in recent years. This mixed methods study was conducted to examine the extent to which young people endorse gender double-standards for alcohol use--i.e., less acceptance of drinking and drunkenness in women than men--and how these influence men's and women's alcohol consumption. A sample of 731 English university students completed an online survey of gender role attitudes, beliefs about the gendered nature of alcohol use and recent alcohol consumption. Sixteen participants were then purposively selected for individual interviews: eight women and men with the most egalitarian gender role beliefs, and eight women and men with the least egalitarian beliefs. The two sets of data revealed that although there were few sex differences in actual levels of drinking or drunkenness, gender double-standards for alcohol use persist: beer drinking, binge drinking and public drunkenness tended to be perceived as masculine, and even the most egalitarian respondents were more judgemental of women's drinking. Participants modified their drinking style so as to maintain a desired gender identity. Although gender double-standards could be a focus of interventions to encourage moderate drinking, such approaches could reinforce gender inequalities.     

Gender at Work and at Home in Britain: Continuities and Changes

This paper discusses the views that British men and women hold about gender roles. Drawing on a survey with over 4,000 university students and interviews with professional men and women, it is suggested that, while the majority of both genders are moving toward an egalitarian model of gender roles, men's views are more likely than women's to be constrained by an essentialist mode] of gender. The data presented indicate that men were more likely than were women to endorse traditional gender roles, to regard women as better equipped for child care than men, to believe that women's advances necessarily disadvantage men, and to believe that men's work opportunities have worsened in comparison to women's. Drawing on both the interviews and the survey, it is also argued that beliefs about gender roles tend to be mediated by individualist discourses, which exempt exceptional individuals from normative gender roles.     

Gender Identification Moderates Stereotype Threat Effects on Women's Math Performance

This research applies a social identity perspective to situations of stereotype threat. It was hypothesized that individuals would be more susceptible to the performance-inhibiting effects of stereotype threat to the extent that they are highly identified with the group to which a negative stereotype applies. A quasi-experimental study with male and female college students revealed that individual differences in gender identification (i.e., importance placed on gender identity) moderated the effects of gender identity relevance on women's (but not men's) math performance. When their gender identity was linked to their performance on a math test, women with higher levels of gender identification performed worse than men, but women with lower levels of gender identification performed equally to men. When gender identity was not linked to test performance, women performed equally to men regardless of the importance they placed on gender identity.     

Minority representation,tokenism, and well-being in army units

Racial and ethnic diversity is increasing in the US Army and women are moving into more combat roles. This puts minority soldiers at risk for being underrepresented in their work units. Tokenism theory predicts that when a work group has less than 15% representation in a social group, the numerically underrepresented minority (i.e., token) members are subject to three disadvantages: higher visibility, informal isolation, and role encapsulation. In the Army, where many companies contain small numbers of women and racial minorities, some soldiers may face additional stressors and constraints. We explored psychosocial, organizational, and health outcomes of all identifiable token women (N = 4,425) and Black soldiers (N = 5,040). Tokens were remarkably similar to non-tokens and majority soldiers on outcomes such as coping skills, adaptability, organizational trust, sleep, substance use, and pain. The intersection of token status in terms of race and gender was not related to any appreciable differences. One potential explanation is the shared Army culture that emphasizes group unity and the importance of the mission above individual characteristics and goals. The Army depends on cohesion, organizational identification, and commitment to the group in order to reduce stress and anxiety, and to maximize combat performance. For soldiers who have internalized this culture, it could be easier to see past individual differences such as gender and race and identify others in the unit as fellow soldiers primarily.     

SEXIST DISCRIMINATION AS DISTANCING BEHAVIOR: I. A LABORATORY DEMONSTRATION

Attitudes toward and beliefs about women have been studied but investigations of behavior directed toward women in simple interpersonal situations have been relatively infrequent, in this study, ten previously unacquainted pairs of men, ten pairs of women, and twenty mixed–gender pairs were observed during a 10-minute task in which each pair constructed a domino structure for a contest. Under these laboratory conditions in which sexual arousal and nurturance cues were minimal it was predicted that men would behave differently toward women partners than toward men partners by manifesting avoidance or distancing behavior more frequently, but that women's responses to other–gender and same–gender partners would not be reliably different. Dependent measures were obtained by self–report and by ratings of observers who watched the dyadic interaction behind a one–way vision screen. As predicted, women in mixed–gender pairs did not differ significantly from those in same–gender pairs on any measure, but men were found to distance themselves from a woman partner (as compared to a man) by turning their faces or bodies away and making negative comments, by not following advice, and by placing dominoes closer to themselves.     

The Impact of Gender and Age on Attitudes and Reactions to Unemployment: The Israeli Case

The research examined the impact of gender and age on attitudes and reactions to joblessness among 613 unemployed individuals in Israel (aged 21–60 years). With regard to ethnicity, most of the participants were born in Israel and the remainder were evenly distributed between Europe–America and Asia–Africa. The majority of participants had at least secondary education. On the whole, results indicated that both gender and age had significant effects, but did not interact. Furthermore, there was little significant interaction between marital status and gender. Despite recent changes in women's orientations toward work, gender differences are still evident in relation to unemployment: (1) women tend to reject jobs more readily than men on the basis of job content, working conditions, conflicts between job requirements and family obligations, and masculine-typed work, and (2) men tend to devote more time per week to job hunting. As these differences are not age related and are partly independent of marital status, it can be argued that they stem from generalized social expectations regarding gender roles (men as breadwinners and women as responsible for the home) to which unemployed men and women adjust themselves even before they actually fill these roles. In addition, the following age differences were apparent: (1) middle-aged unemployed reported spending more time looking for work than did members of the younger groups, (2) the youngest group saw advantages in unemployment in that it left them time to devote to themselves and also reported the least deterioration in health as a result of unemployment, and (3) young people were more likely to believe that others have no respect for the unemployed, yet preferred to be out of work than to accept a low-paying job.     

The Role of Status in Producing Depressed Entitlement in Women's and Men's Pay Allocations

Extensive empirical evidence confirms a depressed entitlement effect wherein women pay themselves less than men for comparable work and believe the allocation fair. The present study tests the hypothesis that status subordination linked to being female underlies at least some of this effect. A 2 × 3 design crossed 180 undergraduates' gender with a control condition, which successfully established the depressed entitlement effect, and two experimental conditions. In one, women's status was enhanced through legitimation of women's task abilities; in the other, both women's and men's status was enhanced by adding educational credentials relevant to task ability. Follow-up analyses of the significant interaction revealed that the gap in self-pay demonstrated in the control condition disappeared when women's status was enhanced such that higher-status women's self-pay equaled that of men and exceeded that of control women. Although these findings confirm that status plays a role in producing depressed entitlement in self-pay, ancillary analyses of participants' perceptions point to the persistence of shifting standards and men's resistance to status threats.     

HYPERFEMININITY AND INFLUENCE

Murnen and Byrne (1991) have defined hyperfemininity as an exaggerated adherence to a feminine gender role as it relates to heterosexual relationships. Hyperfeminine women believe their success is determined by maintaining a romantic relationship with a man, and that their sexuality can be used to maintain this relationship. Extrapolating from theory concerning gender and status, including expectation states theory, it was hypothesized that a woman's expression of hyperfeminine attitudes would lead male college student participants to agree with her in response to a persuasive speech because it would indicate her compliance with women's subordinate status. It was found that men (but not women) who listened to a very hyperfeminine (high) speaker agreed with her more than did men who heard a mildly hyperfeminine (low) speaker, despite the fact that the high hyperfeminine speaker was judged less competent and knowledgeable. Implications of the results, including the idea that the sexual objectification of women perpetuates women's subordinate status, were discussed.