Gender Stereotypes

My problem or yours? Interpersonal problems and marital quality

OBJECTIVE

Research has consistently illustrated the impact of personality on marital quality. Given the inherent dyadic nature of relationships, recent investigations have integrated spouse-rated personality to account for both spouses' perspectives. Grounded in Contemporary Integrative Interpersonal Theory, we viewed personality through an interpersonal lens and conceptualized maladaptive interpersonal functioning as interpersonal problems. The present study examined the incremental validity of spouse-rated interpersonal problems beyond self-reported interpersonal problems to predict marital quality within an expanded actor-partner interdependence model (APIM).

METHOD

Within a community sample of heterosexual, married couples (N = 110), we used expanded APIMs, integrating both self-report and spouse-rating, to test the incremental validity of spouse-perceived interpersonal problems over self-perceived interpersonal problems on marital quality through a model comparison approach. We tested for possible gender differences in effects.

RESULTS

Spouse perception, notably spouse-rated partner effects, appears to be the most frequent predictor of marital quality, and self-perception had less impact.

CONCLUSION

Given the implications marital quality has on health and well-being, intervention efforts capitalizing on acceptance of spouses' perspectives are likely to lead to greater improvements in quality and overall health.

Latent Profile Analysis of Perceptions and Attitudes Towards COVID-19 in a Sample of Chinese People

Background: The novel coronavirus-2019 (COVID-19) disease has spread quickly throughout China and around the world, endangering human health and life. Individuals' perceptions and attitudes as well as related health education measures may affect disease progression and prognosis during the COVID-19 outbreak. To promote and implement health education, research must focus on the perceptions and attitudes towards COVID-19 among Chinese people. The present study aimed to examine the profiles and predictive factors of the perceptions and attitudes towards COVID-19 in a sample of Chinese people.

Methods: A sample of 2,663 Chinese people comprising medical staff and members of the general public completed an online survey on Wenjuanxing. The survey measured demographic variables (e.g., gender, age, education level, and place of residence) and perceptions and attitudes towards COVID-19.

Results: Two profiles of perceptions and attitudes towards COVID-19 (positive and negative perceptions and attitudes) were identified in the sample. Place of residence during the COVID-19 pandemic and first response to COVID-19 were found to be independent predictive factors for COVID-19 related perceptions and attitudes.

Conclusion: In addition to drug therapy and mental health services, the perceptions and attitudes of Chinese people towards COVID-19 should be considered when promoting health education during the COVID-19 pandemic.

[Entorno social y obesidad infantil: implicaciones para la investigación y la práctica en Estados Unidos y en los países latinoamericanos]

The environments of children influence their risk for childhood obesity through, among other factors, a child's weight-related behaviors (i.e., diet and physical activity). In this article, we present evidence on social environmental factors associated with a child's diet and physical activity, and more generally, the prevention and control of childhood obesity among Hispanic/Latinx children in the United States and children from countries in Latin America. Using a socio-ecologic lens, we present evidence from cross-sectional and longitudinal studies conducted in the United States involving Hispanic/Latinx children, and evidence from studies involving children in Latin America. Studies examining parenting factors in the home environment (e.g., parenting strategies) are especially emphasized, with more limited evidence on social environmental factors in other lived contexts (e.g., school). The influence of acculturation on social relationships cuts across levels of the socio-ecological framework. Intervention research identified strategies and research gaps for intervening on social factors to promote healthy behaviors and reduce risk for childhood obesity. Community health workers and others forms of peer support were identified as relevant approaches at multiple levels of the socio-ecological framework. This article concludes with directions for future research to further understand the environment using newer information and communication technologies.

No room at the top? A system dynamics view of the recursive consequences of women's underrepresentation in international assignments

Purpose

The expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, the authors know very little about the systemic and recursive consequences of women's underrepresentation in international assignments (IAs), which are examined in this conceptual paper.

Design/methodology/approach

Drawing upon expatriation research and a system dynamics perspective, the authors propose a conceptual model to explain both women's underrepresentation in IAs and its recursive consequences.

Findings

The authors highlight how women's underrepresentation in IAs results from a complex system of recursive effects that jeopardizes women's professional development and undermines both their own career progression to top management and firms' competitive advantage and international growth. The authors argue that organizations make decisions that contravene their own interest in a competitive global context. First is that they are limiting their talent pool by not considering female candidates. Second is that they are missing the opportunity to use IAs to advance women's careers.

Research limitations/implications

The model provides a solid grounding for future research on selecting the most effective organizational actions and designing supportive measures to disrupt the persistent dynamics contributing to women's underrepresentation in IAs. Future research could also expand our study by incorporating individual differences and the proactive role that women may take.

Practical implications

The model points to specific managerial interventions (e.g. increased access to job training and specific training ahead of the assignment, dual-career support, women's mentoring and affirmative action) which have the potential to reduce women's underrepresentation in IAs and in top management.

Originality/value

The system dynamics approach enables a broader understanding of why women are underrepresented in IAs, how this underrepresentation further exacerbates gender segregation in international business, and how these recursive outcomes can be averted to the advantage of firms' sustainable growth.

"Where will I belong more?": The role of belonging comparisons between STEM fields in high school girls' STEM interest

In trying to understand women’s underrepresentation in STEM (Science, Technology, Engineering, Mathematics), most existing research focuses on one STEM-field or collapses across all STEM-fields. However, these fields differ vastly in female representation: women tend to be most strongly underrepresented in technological and computer science university majors and to a lesser extent in mathematics and chemistry, while they are less underrepresented in biological sciences. To understand this variability, we examine how girls in the process of making higher education choices compare different STEM-fields to each other. We draw upon dimensional comparison theory, which argues that educational motivation involves intra-individual comparisons of achievement across school subjects. However, previous research has shown that a focus on achievement in STEM is not enough, anticipated belonging in a STEM-field plays a pivotal role in interest in pursuing that field. Consistent with this, we examined participants’ comparisons of anticipated belonging across STEM-fields. A sample of 343 high school girls in STEM-focused university tracks completed a survey on their anticipated belonging and interest in pursuing different STEM majors. Latent Profile Analysis resulted in 3 profiles, showing different belonging comparison patterns across STEM-fields. Examining these comparisons—both within and across profiles—showed how girls felt pushed away from certain STEM-fields and pulled toward others. The findings suggest that for interest in pursuing specific STEM-fields it is not just about the level of anticipated belonging within that STEM-field, but just as much about the level of anticipated belonging in comparison to another STEM-field.

Gender Differences in Fear and Risk Perception During the COVID-19 Pandemic

The COVID-19 pandemic has led many people to suffer from emotional distress. Previous studies suggest that women process and express affective experiences, such as fear, with a greater intensity compared to men. We administered an online survey to a sample of participants in the United States that measures fear of COVID-19, perceptions about health and financial risks, and preventative measures taken. Despite the empirical fact that men are more likely to experience adverse health consequences from COVID-19, women report greater fear and more negative expectations about health-related consequences of COVID-19 than men. However, women are more optimistic than men regarding the financial consequences of the pandemic. Women also report more negative emotional experiences generally during the pandemic, particularly in situations where other people or the government take actions that make matters worse. Though women report taking more preventative measures than men in response to the pandemic, gender differences in behavior are reduced after controlling for fear. These results shed light on how differences in emotional experiences of the pandemic may inform policy interventions.

Bigger isn't always better: an exploration of social perception bias against high levels of muscularity in women

Bodybuilding is often considered more appropriate for men than for women. Previous research has shown that knowledge of a target's involvement in bodybuilding influences interpersonal judgments. The present study examined whether this is also the case for women with competitive-type bodybuilder physiques. Participants (N = 263) were shown photographs of women who competed professionally in different categories of bodybuilding (i.e., bikini, figure, and bodybuilding/physique). Participants were then asked to make a series of judgments on the basis of the photos alone. It was found that the degree of muscularity of the targets shaped participants' estimates of perceived outcomes and of the targets' traits in non-bodybuilding domains (e.g., expected positive life outcomes, gender role traits, and sexual orientation). Both men and women apparently considered moderate to high levels of muscularity in women targets as violations of gender norms.

Motivated to express: Salience of oppression toward other women encourages women’s self-expression

Women’s oppression undermines and inhibits women but may also prompt an enterprising reaction. In this paper, three studies explored the extent to which women respond to awareness of the oppression of other women with an increased desire for self-expression, a reactive but constructive response. Study 1 explored reactions to two forms of other women’s oppression: restricted self-expression and restricted economic opportunities. Women reported an increased desire to self-express after exposure to either form of oppression, as compared to a control group. Study 2 compared British women’s reactions to stories of a woman versus a man being oppressed, finding the former group wrote more words about an unrelated, but timely and consequential topic (Brexit). Finally, Study 3 replicated the effect of greater self-expression after being exposed to women’s oppression, and furthermore identified an indirect effect through reactance. Findings are discussed in relation to identity, constructive forms of reactance, and implications for current women’s rights movements.

Stereotype Content at the Intersection of Gender and Sexual Orientation

According to the Stereotype Content Model (SCM), the content of stereotypes differs on two dimensions: communion and agency. Research shows that for stereotypes about the general gender categories of “women” and “men,” there is an ambivalent pattern of communion and agency, where high levels on one dimension are associated with low levels on the other. For sexual minority stereotypes, a gender inversion has been found, whereas homosexual women are seen as more similar to men in general than to women in general, whereas homosexual men are seen as more similar to women in general than to men in general. However, there is limited research on how stereotype content for general groups relate to stereotype content for subgroups with intersecting category memberships. This research addresses this gap by investigating stereotype content at the intersection of gender and sexual orientation, including stereotype content for general gender groups, heterosexual groups, homosexual groups, and bisexual groups. In Study 1, a community sample from Sweden (N = 824) rated perceived communion and agency for women and men in general, as well as hetero-, homo-, and bisexual women and men. In Study 2, a nationally representative Swedish sample (N = 424) performed the same rating task, and in addition completed Single-Category IATs (SC-IATs) for warmth and competence. Results from both studies show that the stereotype content for the general categories “women” and “men” overlap with the stereotype content for heterosexual same-gender targets. Homosexual and bisexual groups were rated as more similar to their non-congruent gender category than same gender heterosexual categories were, but stereotype content for sexual minority groups did not overlap with either general gender categories, thus showing only incomplete gender inversion of stereotype content. Implicit associations between “women” and “warmth” were significantly stronger than associations between “men” and “warmth.” There were no other significant relations between implicit associations to warmth/competence and gender or sexual orientation. Theoretical and methodological implications for future research into intersectional stereotype content are presented, including how the findings inform the co-dependent relationship between a binary gender structure and a heteronormative ideology.

Gender identification and attitudes toward gay people: Gender and sexuality differences and similarities

Previous research has demonstrated the existence of gender and sexuality differences in attitudes toward gay people (which in this paper includes both lesbian women and gay men unless specified). However, these studies did not account for people with diverse genders and sexual orientations ascribing different meanings to their gender identification and its potential role in attitudes towards gay people. This study aimed to analyze the relationship between gender identification and attitudes toward gay people among individuals of different genders and sexual orientations. Based on data obtained from 851 Russian respondents, the study reports the exploration of the direct link between two components of gender identification and four components of attitudes toward gay men and lesbians. Results indicated that stronger gender identification, in general, was related to more negative attitudes toward both gay men and lesbians. At the same time, compared to women and bisexual respondents, this link was stronger among men and straight participants respectively. A possible explanation via traditional gender ideologies is discussed.

Gender bias in academia: A lifetime problem that needs solutions

Despite increased awareness of the lack of gender equity in academia and a growing number of initiatives to address issues of diversity, change is slow, and inequalities remain. A major source of inequity is gender bias, which has a substantial negative impact on the careers, work-life balance, and mental health of underrepresented groups in science. Here, we argue that gender bias is not a single problem but manifests as a collection of distinct issues that impact researchers' lives. We disentangle these facets and propose concrete solutions that can be adopted by individuals, academic institutions, and society.

Social-rank cues: Decoding rank from physical characteristics, behaviors, and possessions

Inferring individuals' social rank-their position within a hierarchy-is central to many interactions. However, how do observers assess actors' social rank? The current article reviews three broad sources of social-rank cues: physical characteristics, behaviors, and possessions. First, observers infer an actor's social rank from ancestral stereotypes tethered to physical characteristics. Second, observers ascribe social rank to an actor from behaviors that range from nonverbal communication to explicit acts.Finally, observers assume social rank from actors' possessions. The present review emphasizes recent developments in these areas and poses question for future research.

La estructura informal organizacional: los límites de la meritocracia en la carrera académica

Introducción. La universidad se presenta como un espacio caracterizado por la meritocracia y objetividad, tanto en el acceso como en la promoción laboral. Sin embargo, las mujeres continúan estando infrarrepresentadas en los espacios de poder y decisión. La literatura señala la existencia de múltiples factores que impiden la igualdad de oportunidades. Objetivo. En el presente trabajo, se pretende profundizar en la influencia de los condicionantes de índole organizacional en las trayectorias profesionales del profesorado. Se analiza la influencia de las redes informales en las carreras académicas en dos universidades, una italiana y otra española. Metodología. Para ello, se realizaron 48 entrevistas al cuerpo docente (24 de cada contexto, con igual distribución por sexos). Resultados. Los resultados muestran que elementos informales tienen influencia en los procesos de acceso y promoción de ambos sexos. Se constata también una tendencia hacia la homosociabilidad, de modo que la tradicional masculinización de las redes de poder favorece las trayectorias de los varones, afectando de un modo negativo a las carreras de las mujeres. Conclusiones y discusión. La imagen de la academia como un sistema neutral al género sigue vigente en el imaginario colectivo. La escasa concienciación acerca de la realidad se sitúa como una de las causas por las que continúa habiendo tan pocas mujeres en las principales posiciones. Este estudio contribuye a visibilizar las prácticas que dificultan o evitan que el mérito prevalezca y que la universidad se acerque a la ansiada excelencia académica.

Acceptable Behavior or Workplace Bullying?—How Perpetrator Gender and Hierarchical Status Affect Third Parties’ Attributions and Moral Judgments of Negative Behaviors

Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behaviors elicit distinct causal attributions and moral judgments. In particular, we examine how a perpetrator’s hierarchical position and gender shape the third parties’ evaluations. A qualitative content analysis reveals the behaviors vary in their perceived acceptability and associations with workplace bullying. Ambiguous behaviors require specific cues such a perpetrator’s malicious intent to be labeled workplace bullying. Overall, third parties judge behaviors by supervisors more harshly, particularly when managerial role expectations are violated. The majority of informants reject the notion that their perceptions are affected by perpetrator gender. Still, women who engage in behaviors associated with anger or a lack of empathy are often perceived as acting with intent. The findings suggest that the violation of social role expectations amplifies the attribution of dispositional causes (e.g., malicious intent). We discuss the relevance of perpetrator intent for research and practice.

The social environment and childhood obesity: Implications for research and practice in the United States and countries in Latin America

The environments of children influence their risk for childhood obesity through, among other factors, a child's weight-related behaviors (i.e., diet and physical activity). In this article, we present evidence on social environmental factors associated with a child's diet and physical activity, and more generally, the prevention and control of childhood obesity among Hispanic/Latinx children in the United States and children from countries in Latin America. Using a socio-ecologic lens, we present evidence from cross-sectional and longitudinal studies conducted in the United States involving Hispanic/Latinx children, and evidence from studies involving children in Latin America. Studies examining parenting factors in the home environment (e.g., parenting strategies) are especially emphasized, with more limited evidence on social environmental factors in other lived contexts (e.g., school). The influence of acculturation on social relationships cuts across levels of the socio-ecological framework. Intervention research identified strategies and research gaps for intervening on social factors to promote healthy behaviors and reduce risk for childhood obesity. Community health workers and others forms of peer support were identified as relevant approaches at multiple levels of the socio-ecological framework. This article concludes with directions for future research to further understand the environment using newer information and communication technologies.

The Ginevra de' Benci Effect: Competence, Morality, and Attractiveness Inferred From Faces Predict Hiring Decisions for Women

The present study examined the role of morality, competence, and attractiveness as perceived from faces in predicting hiring decisions for men and women. Results showed that for both female and male applicants, facial competence significantly predicted the hiring decision directly and indirectly, through the mediation of the overall impression. Decisions concerning female applicants were, however, significantly predicted by multiple dimensions-that is, facial morality, facial competence, and attractiveness-with the mediation of the overall impression. Facial competence was the only significant predictor of impression and, in turn, hiring decision about men. These findings resonate the motto Virtutem forma decorat, "Beauty adorns virtue," painted by Leonardo da Vinci on the reverse side of the portrait of Ginevra de' Benci, and suggest that women's chances of getting a job are less than those of men whenever they do not show a moral and competent and attractive face.

The Influence of Applicant's and Rater’s Sex on Decision Making in Hiring Simulation

Gender stereotypes have determined that the concepts of management and leadership are more associated with men than women. There are more men working in management positions than women in various countries, including Lithuania. The most widely discussed cause for that is discrimination against women in the labor market. The aim of the study was to examine evaluation differences between personnel specialists and comparison group, depending on their own and candidate‘s gender. Study was based on quasi-experimental strategy which included a hiring simulation. Participants had to evaluate potential candidates, a man and a woman, seeking for a job in management position. Data was collected from 128 people (age range - 19 to 56 years): 48 personnel specialists (M=29,38; SD=7,48), 49 women, who represented other specialties (M=26,29; SD=7,36) and 31 men, who represented other specialties (M=25,39; SD=5,05). Both personnel specialists and comparison group evaluated man and woman-candidate as similar. There were no significant differences between the two candidates on their hireability, reliability, competence, potential salary and promotability. However, results also indicate that personnel specialists and women, representing other specialties, suggested that man was more capable to work in teams than woman. The study gives an insight about the possibility of gender stereotype change.

Videoconferencing Etiquette: Promoting Gender Equity During Virtual Meetings

Considerable evidence has demonstrated that gender influences interactions during in-person meetings, most commonly, negatively impacting women and persons of color. Pervasive gender stereotypes about roles that were (and are) occupied by men and women lead to implicit assumptions about competency in said roles. For example, women may receive more negative verbal interruptions or nonverbal cues that undermine their authority as a leader, a stereotypically male-typed role. The coronavirus pandemic has led to the rapid rise in videoconferencing in professional interactions; however, little is known about videoconferencing etiquette and how gender bias permeates to this new setting. Although there are many benefits to the use of this technology, it has the potential to reinforce gender bias rooted in cultural and societal norms, gender stereotypes, and traditional gender roles. The well-documented implicit biases that have been shown to favor men over women during in-person meetings may translate to further gender gaps in leadership during virtual meetings. It is also possible that videoconferencing could be used to reduce gender bias, but until we have research to shine a light on this topic, this article provides 10 tips for promoting gender equity during virtual meetings.

Implicit gender-career bias in postgraduate medical training still exists, mainly in residents and in females

BACKGROUND

More and more female residents enter postgraduate medical training (PGMT). Meanwhile, women are still underrepresented in academic medicine, in leadership positions and in most surgical specialties. This suggests that female residents' career development may still be negatively impacted by subtle, often unconscious stereotype associations regarding gender and career-ambition, called implicit gender-career bias. This study explored the existence and strength of implicit gender-career bias in doctors who currently work in PGMT, i.e. in attending physicians who act as clinical trainers and in their residents.

METHODS

We tested implicit gender-career bias in doctors working in PGMT by means of an online questionnaire and an online Implicit Association Test (IAT). We used standard IAT analysis to calculate participants' IAT D scores, which indicate the direction and strength of bias. Linear regression analyses were used to test whether the strength of bias was related to gender, position (resident or clinical trainer) or specialty (non-surgical or surgical specialty).

RESULTS

The mean IAT D score among 403 participants significantly differed from zero (D-score = 0.36 (SD = 0.39), indicating bias associating male with career and female with family. Stronger gender-career bias was found in women (β_female =0 .11; CI 0.02; 0.19; p = 0.01) and in residents (β_resident 0.12; CI 0.01; 0.23; p = 0.03).

CONCLUSIONS

This study may provide a solid basis for explicitly addressing implicit gender-career bias in PGMT. The general understanding in the medical field is that gender bias is strongest among male doctors' in male-dominated surgical specialties. Contrary to this view, this study demonstrated that the strongest bias is held by females themselves and by residents, independently of their specialty. Apparently, the influx of female doctors in the medical field has not yet reduced implicit gender-career bias in the next generation of doctors, i.e. in today's residents, and in females.

The gender-binary cycle: the perpetual relations between a biological-essentialist view of gender, gender ideology, and gender-labelling and sorting

Gender inequality is one of the most pressing issues of our time. A core factor that feeds gender inequality is people's gender ideology-a set of beliefs about the proper order of society in terms of the roles women and men should fill. We argue that gender ideology is shaped, in large parts, by the way people make sense of gender differences. Specifically, people often think of gender differences as expressions of a predetermined biology, and of men and women as different 'kinds'. We describe work suggesting that thinking of gender differences in this biological-essentialist way perpetuates a non-egalitarian gender ideology. We then review research that refutes the hypothesis that men and women are different 'kinds' in terms of brain function, hormone levels and personality characteristics. Next, we describe how the organization of the environment in a gender-binary manner, together with cognitive processes of categorization drive a biological-essentialist view of gender differences. We then describe the self-perpetuating relations, which we term the gender-binary cycle, between a biological-essentialist view of gender differences, a non-egalitarian gender ideology and a binary organization of the environment along gender lines. Finally, we consider means of intervention at different points in this cycle. This article is part of the theme issue 'The political brain: neurocognitive and computational mechanisms'.

Gender role stereotypes, patriarchal attitudes, and cognitive function in the elderly rural Korean population: a cross-sectional study

OBJECTIVES

We analyzed whether gender role stereotypes (GRS) and patriarchal attitudes are associated with cognitive function in an elderly community.

METHODS

We analyzed data from 580 people enrolled in the Korean Social Life, Health, and Aging Project. The degrees to which respondents held stereotypical beliefs about gender roles and had patriarchal mindsets were measured using a questionnaire. Based on participants' responses, we divided respondents into 2 groups-those with conservative mindsets and those with open mindsets-according to the median score for each of the 2 variables. Cognitive function was assessed using the Mini-Mental State Examination, Korean version (MMSE-K). Cognitive impairment was defined as an MMSE-K score ≤21 points. Multivariable logistic regression was performed, adjusting for gender, age, socio-demographic and lifestyle factors, and social network size. Age and lifestyle factors were stratified.

RESULTS

Compared to those with open mindsets, those with conservative mindsets regarding gender roles and patriarchal norms had adjusted odds ratios of 1.88 (95% confidence interval [CI], 1.11 to 3.19) and 1.67 (95% CI, 1.00 to 2.79) for cognitive impairment, respectively. In the stratified analysis, subgroups with younger age and a good lifestyle maintained a protective association with cognitive impairment.

CONCLUSIONS

GRS and a patriarchal mindset were marginally significantly associated with cognitive impairment among women later in life.

Perceptions of Barriers to Career Progression for Academic Women in STEM

Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there were core barriers to career progression, which spanned countries, disciplines and career stages. Entrenched biases, stereotypes, double standards, bullying and harassment all negatively impact women’s confidence and sense of belonging. Women also face an additional biological burden, often being pushed to choose between having children or a career. Participants felt that their experiences as STEM academics were noticeably different to those of their male colleagues, where many of the commonly occurring barriers for women were simply non-issues for men. The results of this study indicate that some of these barriers can be overcome through networks, mentoring and allies. Addressing these barriers requires a reshaping of the gendered norms that currently limit progress to equity and inclusion.

The "Big Two" in Hiring Discrimination: Evidence From a Cross-National Field Experiment

We tested whether signaling warmth and competence (“Big Two”) in job applications increases hiring chances. Drawing on a field experimental data from five European countries, we analyzed the responses of employers (N = 13,162) to applications from fictitious candidates of different origin: native candidates and candidates of European, Asian, or Middle-Eastern/African descent. We found that competence signals slightly increased invitation rates, while warmth signals had no effect. We also found ethnic discrimination, a female premium, and differences in callbacks depending on job characteristics. Importantly, however, providing stereotype signals did not reduce the level of ethnic discrimination or the female premium. Likewise, we found little evidence for interactions between stereotype signals and job demands. While speaking against the importance of “Big Two” signals in application documents, our results highlight the importance of group membership and hopefully stimulate further research on the role of in particular ethnic stereotypes for discrimination in hiring.

Discouraging gender-biased job seekers by adapting job advertisements

Purpose

Socially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.

Design/methodology/approach

A between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.

Findings

For male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.

Practical implications

Job advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.

Originality/value

This study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

Gender Stereotypes and Their Impact on Women’s Career Progressions from a Managerial Perspective

Gender stereotypes continue to exist and are transmitted through media, and through social, educational and recreational socialization, which promote gender prejudice and discrimination. This paper argues that contemporary management culture does not critically engage with the social theories of gender studies, which could help in developing gender-neutral affirmative action-oriented managerial perspectives. The paper outlines different aspects of gender stereotyping and their impact on women’s career progressions from a managerial perspective, which engages with the critical theories of gender studies. The paper contributes to existing literature by identifying the antecedents of gender stereotypes and their impacts on the career progressions of women in management. It advances theoretical understanding of three clear conceptual shifts, that is, (a) Women in Management, (b) Women and Management and (c) Gender and Management. The theoretical transition from Women in Management to Women and Management led to progressive conceptual shifts in management literature but gender stereotypes continue to exist in society.

Living Up to a Name: Gender Role Behavior Varies With Forename Gender Typicality

Forenames serve as proxies for gender labels that activate gender stereotypes and gender socialization. Unlike rigid binary gender categories, they differ in the degree to which they are perceived as "masculine" or "feminine." We examined the novel hypothesis that the ability of a forename to signal gender is associated with gender role behavior in women (n = 215) and men (n = 127; M = 19.32, SD = 2.11) as part of a larger study evaluating forenames used in resume research. Compared to individuals endorsing a "gender-strong" forename, those perceiving their forename as relatively "gender-weak" reported less gender-typical childhood social behavior and a weaker expression of gender-linked personality traits. Our findings suggest that forenames strengthen or weaken gender socialization, gender identification, and so contribute to the variable expression of gender role behavior within binary gender groups.

Patterns of Implicit and Explicit Stereotypes III: Long-Term Change in Gender Stereotypes

Gender stereotypes are widely shared “collective representations” that link gender groups (e.g., male/female) with roles or attributes (e.g., career/family, science/arts). Such collective stereotypes, especially implicit stereotypes, are assumed to be so deeply embedded in society that they are resistant to change. Yet over the past several decades, shifts in real-world gender roles suggest the possibility that gender stereotypes may also have changed alongside such shifts. The current project tests the patterns of recent gender stereotype change using a decade (2007–2018) of continuously collected data from 1.4 million implicit and explicit tests of gender stereotypes (male-science/female-arts, male-career/female-family). Time series analyses revealed that, over just 10 years, both implicit and explicit male-science/female-arts and male-career/female-family stereotypes have shifted toward neutrality, weakening by 13%–19%. Furthermore, these trends were observed across nearly all demographic groups and in all geographic regions of the United States and several other countries, indicating worldwide shifts in collective implicit and explicit gender stereotypes.

Men, women and STEM: Why the differences and what should be done?

It is a well-known and widely lamented fact that men outnumber women in a number of fields in STEM (science, technology, engineering and maths). The most commonly discussed explanations for the gender gaps are discrimination and socialization, and the most common policy prescriptions target those ostensible causes. However, a great deal of evidence in the behavioural sciences suggests that discrimination and socialization are only part of the story. The purpose of this paper is to highlight other aspects of the story: aspects that are commonly overlooked or downplayed. More precisely, the paper has two main aims. The first is to examine the evidence that factors other than workplace discrimination contribute to the gender gaps in STEM. These include relatively large average sex differences in career and lifestyle preferences, and relatively small average differences in cognitive aptitudes – some favouring males, others favouring females – which are associated with progressively larger differences the further above the average one looks. The second aim is to examine the evidence suggesting that these sex differences are not purely a product of social factors but also have a substantial biological (i.e. inherited) component. A more complete picture of the causes of the unequal sex ratios in STEM may productively inform policy discussions.

Gender Stereotypes in Natural Language: Word Embeddings Show Robust Consistency Across Child and Adult Language Corpora of More Than 65 Million Words

Stereotypes are associations between social groups and semantic attributes that are widely shared within societies. The spoken and written language of a society affords a unique way to measure the magnitude and prevalence of these widely shared collective representations. Here, we used word embeddings to systematically quantify gender stereotypes in language corpora that are unprecedented in size (65+ million words) and scope (child and adult conversations, books, movies, TV). Across corpora, gender stereotypes emerged consistently and robustly for both theoretically selected stereotypes (e.g., work-home) and comprehensive lists of more than 600 personality traits and more than 300 occupations. Despite underlying differences across language corpora (e.g., time periods, formats, age groups), results revealed the pervasiveness of gender stereotypes in every corpus. Using gender stereotypes as the focal issue, we unite 19th-century theories of collective representations and 21st-century evidence on implicit social cognition to understand the subtle yet persistent presence of collective representations in language.

Spanish Women Making Risky Decisions in the Social Domain: The Mediating Role of Femininity and Fear of Negative Evaluation

Authors have empirically evidenced that cultural stereotypes influence gender-typed behavior. With the present work, we have added to this literature by demonstrating that gender roles can explain sex differences in risk-taking, a stereotypically masculine domain. Our aim was to replicate previous findings and to analyze what variables affect women making risky decisions in the social domain. A sample composed of 417 Spanish participants (281 women and 136 men), between 17 and 30 years old (M = 22.34, SD = 3.01), answered a set of self-report measures referring to femininity, fear of negative evaluation, and social risk-taking. According to the main results, sex indirectly linked to risk-taking in the social domain, through femininity and fear of negative evaluation. Specifically, women (vs. men) self-reported higher feminine traits, which were associated with increased fear of negative evaluation, which in turn was associated with less risky decisions in the social domain. Thus, we have showed the relationship between gender roles and women's behaviors in a stereotypically masculine domain (risk-taking). Our findings highlight the necessity of considering a gender-based perspective in the field of risk-taking, showing that not all women make more risky decisions in the social domain.

Differences in Explicit Stereotype Activation among Social Groups Based on the Stereotype Content Model: Behavioral and Electrophysiological Evidence in Chinese Sample

The stereotype content model (SCM; Fiske, Cuddy, Glick and Xu, 2002) identifies four basic categories of stereotyped social groups: high warmth-high competence (HW-HC), high warmth-low competence (HW-LC), low warmth-high competence (LW-HC), and low warmth-low competence (LW-LC). However, many of these groups have not been directly examined in stereotype activation research. The purpose of the present research was to extend stereotype activation research to groups that more fully represent those identified under the SCM. Employing explicit sequential priming task, participants responded to prime-target stimulus pairs that were either congruent or incongruent with stereotypes of social groups from all four SCM quadrants in two studies in the current investigation. Study 1 was to determine the behavioral pattern of explicit stereotype activation among four quadrants (the sample included 60 Chinese undergraduate students, 51%-female). Study 2 further employed event-related brain potentials (ERPs) technique to track the time course and electrophysiological underpinnings of explicit stereotype activation (the sample included 22 right-handed Chinese undergraduate students, 76%-female). In Study 1, participants responded more quickly and accurately on stereotype congruent trials than incongruent trials for all social groups except LW-LC groups. This reverse priming effect on LW-LC social groups in RTs was also replicated in Study 2. ERPs findings further showed that incongruent targets elicited larger N400 amplitudes than congruent targets for all four SCM quadrants. Moreover, congruent targets elicited larger P2 than incongruent targets, but only found for the LW-LC social groups. In addition, congruent targets elicited larger amplitudes of late positive component than incongruent targets for the low warmth (LW-LC and LW-HC) groups. Together, these results highlight the unique processing that LW-LC groups receive throughout the cognitive stream, ultimately manifesting in distinctive behavioral responses. Unconscious activation of egalitarian goals, disgust, and distrust accounts are discussed.

Beyond Stereotypes: Analyzing Gender and Cultural Differences in Nonverbal Rapport

The current paper addresses two methodological problems pertinent to the analysis of observer studies in non-verbal rapport and beyond. These problems concern: (1) the production of standardized stimulus materials that allow for unbiased observer ratings and (2) the objective measurement of non-verbal behaviors to identify the dyadic patterns underlying the observer impressions. We suggest motion capture and character animation as possible solutions to these problems and exemplarily apply the novel methodology to the study of gender and cultural differences in non-verbal rapport. We compared a Western, individualistic culture with an egalitarian gender-role conception (Germany) and a collectivistic culture with a more traditional gender role conceptions (Middle East, Gulf States). Motion capture data were collected for five male and five female dyadic interactions in each culture. Character animations based on the motion capture data served as stimuli in the observation study. Female and male observers from both cultures rated the perceived rapport continuously while watching the 1 min sequences and guessed gender and cultural background of the dyads after each clip. Results show that masking of gender and culture in the stimuli was successful, as hit rates for both aspects remained at chance level. Further the results revealed high levels of agreement in the rapport ratings across gender and culture, pointing to universal judgment policies. A 2 × 2 × 2 × 2 ANOVA for gender and culture of stimuli and observers showed that female dyads were rated significantly higher on rapport across the board and that the contrast between female and male dyads was more pronounced in the Arab sample as compared to the German sample. Non-verbal parameters extracted from the motion capture protocols were submitted to a series of algorithms to identify dyadic activity levels and coordination patterns relevant to the perception of rapport. The results are critically discussed with regard to the role of non-verbal coordination as a constituent of rapport.

Theoretical and Methodological Considerations for Research on Eating Disorders and Gender

Gender is a relevant factor in the etiology of eating disorders (ED) as evidenced by gender-specific components of disordered eating and by the high risk of ED among transgender individuals, in addition to other factors. However, research on connections between ED and gender identity are limited. Researchers who produce explanatory models, content themselves with faulting the sociocultural ideal of slimness for women, but they fail to grasp the connection between culture, gender and the body and they fall short of integrating this perspective into existing psychological knowledge about ED. Psychological research informed by feminist theory has begun to bridge this gap, but this growing area of research needs to be further developed and should include an understanding of ED in persons with all gender identities. This article expands the discussion of gender and ED, by grounding ED in an understanding of gender itself and by discussing methodological implications of this understanding.

Three lessons for gender equity in biodiversity conservation

Amid a growing global agenda, biodiversity conservation has embraced gender equity as a pillar of equitable and effective practice. Gender equity has become enshrined in the global environment and development agenda through global commitments, policy and funding. However, for various reasons, conservation biodiversity often takes a simplistic view of gender as synonymous with women or as a dualism between women and men. This narrow view risks promoting inequitable processes and ineffective outcomes. Deeper engagement with feminist theory, and feminist political ecology in particular, could help advance biodiversity conservation's approach to how gender is understood, framed and integrated. Engaging with lessons from feminist political ecology can help advance gender equity in conservation through attention to power dynamics, intersectionality, and subjectivity.

Contextualizing the Impostor "Syndrome"

The impostor "syndrome" refers to the notion that some individuals feel as if they ended up in esteemed roles and positions not because of their competencies, but because of some oversight or stroke of luck. Such individuals therefore feel like frauds or "impostors." Despite the fact that impostor feelings are often linked to marginalized groups in society, to date, research predominantly approaches this phenomenon as an issue of the individual: pointing toward individuals for the roots and solutions of the "syndrome." Drawing from a rich body of social and organizational psychology research, in this perspectives piece, we propose a shift in how scholars conceptualize and empirically examine this phenomenon. Instead of framing the insecurities of individuals belonging to marginalized groups solely as a problem that arises within these individuals, we argue that it is critical for future research to consider the important role of the environment in eliciting their impostor feelings as well. By doing so, we can address the contextual roots of individuals' impostor feelings, and offer more structural and effective solutions.

The pandemic exposes human nature: 10 evolutionary insights

Humans and viruses have been coevolving for millennia. Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2, the virus that causes COVID-19) has been particularly successful in evading our evolved defenses. The outcome has been tragic-across the globe, millions have been sickened and hundreds of thousands have died. Moreover, the quarantine has radically changed the structure of our lives, with devastating social and economic consequences that are likely to unfold for years. An evolutionary perspective can help us understand the progression and consequences of the pandemic. Here, a diverse group of scientists, with expertise from evolutionary medicine to cultural evolution, provide insights about the pandemic and its aftermath. At the most granular level, we consider how viruses might affect social behavior, and how quarantine, ironically, could make us susceptible to other maladies, due to a lack of microbial exposure. At the psychological level, we describe the ways in which the pandemic can affect mating behavior, cooperation (or the lack thereof), and gender norms, and how we can use disgust to better activate native "behavioral immunity" to combat disease spread. At the cultural level, we describe shifting cultural norms and how we might harness them to better combat disease and the negative social consequences of the pandemic. These insights can be used to craft solutions to problems produced by the pandemic and to lay the groundwork for a scientific agenda to capture and understand what has become, in effect, a worldwide social experiment.