Role congruity theory of prejudice toward female leaders

Racial Disparities in Medical Crowdfunding: The Role of Sharing Disparity and Humanizing Narratives

Americans have increasingly turned to online crowdfunding to pay for healthcare costs, but our understanding of the inequalities in medical crowdfunding remains limited. This study investigates racial disparities in medical crowdfunding outcomes and examines the role of communication in amplifying, altering, or even reducing the disparities. Using data from 1,127 medical crowdfunding campaigns on GoFundMe, the study found that beneficiaries of color received significantly fewer donations than their White counterparts. The differences in donations between racial groups were partly attributable to sharing disparities. Campaigns for beneficiaries of color were shared less via e-mail or social media than campaigns for White beneficiaries. Campaign narratives with more humanizing details about beneficiaries were associated with more donations. However, humanizing details did not predict more shares, nor were they linked to smaller disparities in campaign outcomes between racial groups. Post-hoc analyses showed that more humanizing details were linked to fewer campaign donations for male beneficiaries of color. The findings contribute to the scholarship addressing the intersections of communication and health inequality on digital platforms.

Holding the Belief That Gender Roles Can Change Reduces Women's Work-Family Conflict

Across four studies (N = 1544), we examined the relationship between individuals' gender role mindsets, or beliefs about the malleability versus fixedness of traditional gender roles, and work-family conflict. We found that undergraduate women (but not men) business students holding a fixed, compared to growth, gender role mindset anticipated more work-family conflict. Next, we manipulated gender role mindset and demonstrated a causal link between women's growth mindsets (relative to fixed mindsets and control conditions) and reduced work-family conflict. We showed mechanistically that growth gender role mindsets unburden women from prescriptive gender roles, reducing work-family conflict. Finally, during COVID-19, we demonstrated a similar pattern among working women in high-achieving dual-career couples. We found an indirect effect of women's gender role mindset on job and relationship satisfaction, mediated through work-family conflict. Our preregistered studies suggest that holding the belief that gender roles can change mitigates women's work-family conflict.

Gender Differences in Climbing up the Ladder: Why Experience Closes the Ambition Gender Gap

Women are unequally represented in the highest positions in society. Beyond discrimination and bias, women are missing from the top because they are less likely to pursue high-ranking opportunities. We propose that experience is a critical moderator of gender differences in pursuing leadership opportunities, with low-experience women being particularly unlikely to seek higher level positions. We used field analyses of 96 years of U.S. senator and governor elections to examine male and female politicians' propensity to run for higher political offices. As predicted, among those with little political experience, women were less likely than men to run for higher office, but experience closed this gender gap. A preregistered experiment among U.S.-based adults replicated the field findings and revealed that it was the increased self-confidence of experienced women that reduced the gender gap. The findings suggest experience, and the self-confidence that comes with it, is one lever for closing the gender gap in seeking to climb professional hierarchies.

Unfit or disliked: How descriptive and prescriptive gender stereotypes lead to discrimination against women

Decades of research attest to the role of gender stereotypes in the emergence of gender-based discrimination. Placing a focus on recent studies, we provide evidence that gender stereotypes continue to negatively affect women's career outcomes in jobs and fields that are seen as male in gender-type. We identify two pathways through which gender stereotypes bring about discrimination: Whereas descriptive gender stereotypes lead to gender discrimination through negative performance expectations produced by lack-of-fit perceptions, prescriptive gender stereotypes lead to gender discrimination through social penalties elicited by perceived stereotype violation. We end by discussing how characteristics of women and those evaluating them may amplify or ameliorate discriminatory behavior, and by considering how organizations and policymakers can leverage research to promote gender equality.

The gendered effect of status-striving in sleep deprivation disclosure

OBJECTIVES

In this research, we conceptualize status-striving sleep deprivation disclosure as talking about one's lack of sleep with the intention of enhancing one's image. We propose that workers may disclose discretionary information about their sleep deprivation to highlight their potential contributions to the group because of the personal costs of sleep deprivation (e.g., physiological and psychological impediments), which in turn, predicts higher status conferral. We further propose that perceptions of status-striving sleep deprivation disclosure are influenced by gender stereotypes.

METHODS

To test our theory, we designed three studies: an experimental study (study 1), a two-wave panel multisource field study (study 2), and another experimental study (study 3).

RESULTS

The results showed that status-striving sleep deprivation disclosure predicted status conferral, and this indirect effect was explained by perceptions of strength for men. We also found support that when team performance ambiguity is lower, which meant that members' contributions are more well-known within the group, the indirect effect was explained by perceptions of self-sacrifice for women.

CONCLUSION

People talk about sleep deprivation in their workplaces and can gain status for having done so. For men, status-striving sleep deprivation disclosure enhances their status by enhancing others' perception of their strength. For women, status-striving sleep deprivation disclosure enhances their status by enhancing others' perception of their self-sacrifice, but only under conditions of low team performance ambiguity.

Gender and Professional Identities in Businesswomen's Negotiation

Gender roles and expectations for women have been shown to account for why women tend to negotiate ineffectively in business settings. Drawing from the psychological literature on multiple identities, this paper examines how individual differences in perceived compatibility between gender and professional identities-captured by the construct Gender-Professional Identity Integration (G-PII)-shape businesswomen's negotiation behaviors. Two studies examined how G-PII interacts with identity cues and cue valence to influence negotiation outcomes. We found that those who perceived their gender and professional identities as compatible (high G-PII) exhibited an "assimilation" effect-they negotiate more effectively when their professional identity was primed by professional identity cues and when prototypical female traits were positively linked to negotiation success, and negotiated less effectively when their gender identity was primed by gender identity cues and when prototypical female traits were negatively linked to negotiation success. However, businesswomen who perceived their gender and professional identities as incompatible (low G-PII) exhibited the opposite "contrast" effect. These findings suggest that the way women negotiate is influenced in part by individual differences in perceptions of compatibility between multiple identities.

Social media stethoscope: unraveling how doctors' social media behavior affects patient adherence and treatment outcome

Objective

The exposure of the content posted by doctors on social media has the potential to influence how patients perceive and judge doctors. It is necessary to further investigate whether and how the content posted by doctors affects patients' health behaviors and outcomes, as well as to identify the factors that may influence this mechanism.

Methods

Multi-respondent survey data was collected from 35 doctors and 322 patients in China, and structural equation modeling (SEM) was used to test the hypothesis model.

Results

The findings revealed that doctors posting professional knowledge content on social media positively impacted patient adherence and treatment effectiveness. Conversely, doctors sharing personal life-related content on social media were associated with lower patient adherence and poorer treatment outcome. Moreover, doctor gender and doctor humor moderate the relationship between social media behavior of doctors and patient adherence.

Conclusion

Doctors sharing professional knowledge on social media not only fosters trust in physicians but also closely correlates with patient adherence and treatment effectiveness.

Agency Penalties From Taking Parental Leave for Women in Men-Dominated Occupations: Archival and Experimental Evidence

Organizations have started more progressively using and offering family benefits including parental leaves to address the issues of balancing work and family life. Although such leaves are fundamental for supporting, attracting, and retaining women, we examine whether such leaves may also inadvertently affect women's careers in occupations that overly value masculine traits, unless managed carefully. Drawing on the literature on gender stereotypes (micro factors) and occupation gender type (macro factors), we argue that longer (vs. shorter) parental leaves negatively affect women's work outcomes (i.e., annual income, salary recommendation, hireability, and leadership effectiveness) in men-dominated but not in women-dominated occupations because it lowers perceptions of women's agency. We find support for our hypotheses across three studies in the Australian context with an archival data set and two experiments. Our work shows that men-dominated organizational structures reinforce traditional gender stereotypes, whereas such reinforcement does not happen in women-dominated organizational structures. Our research equips leaders and organizations with insights into the unintended negative consequences of parental leave for women. This understanding serves as a crucial first step in developing strategies and programs to mitigate these effects, thereby supporting women in men-dominated occupations and fostering more inclusive and healthy workplaces.

Analysis of Gender Discrepancies in Leadership Roles and Recognition Awards in the Child Neurology Society

BACKGROUND AND OBJECTIVES

Gender disparities have been demonstrated across several medical specialties, including neurology. Although women have comprised most of the child neurology trainees since 2007, it is not apparent whether this demographic shift is reflected in the Child Neurology Society (CNS) awards and leadership. This study aimed to evaluate the differences in gender representation among leadership positions and award recipients within the CNS. The primary outcome measure was the total number of board of director (BOD) positions or awards given by gender each year.

METHODS

A retrospective review of publicly available data was conducted on CNS members, post-training award recipients, and BOD positions, including nomination records, from 1972 to 2023. Data abstracted were restricted to gender to preserve member and nominee anonymity. Gender identification and consensus were determined through a combination of strategies and study members. Data analysis included descriptive statistics, Pearson χ2 test, and the exact binomial test to compare gender proportions and the probability of being underrepresented in awards, leadership, and nominations over time. Data are presented according to the Strengthening the Reporting of Observational Studies in Epidemiology guidelines.

RESULTS

From 1972 to 2023, women represented 29% (44/152) of the BOD positions and 26% (61/236) of post-training award recipients presented by the CNS. Despite the increase in the proportion of women in child neurology, the overall gap in gender representation in leadership positions remains broadly stable. Only 13% (4/32) of CNS presidents have been women, a significant underrepresentation (95% CI 2.3%-52%, p < 0.004), although the representation of women in nonpresidential positions increased from 2003 to 2023. Women are also underrepresented as overall awardees (95% CI 12%-38%, p < 0.00001) except for the Philip R. Dodge Young Investigator Award, which is an investigator-initiated application.

DISCUSSION

Women remain underrepresented at the highest levels of recognition in child neurology despite representing most of the field. Reasons for disparities are known to be multifactorial and likely include gender bias and structural sexism. We present several discussion topics that seek to rationalize this disparity and provide suggestions for improving diversity, equity, and inclusion for leadership roles and awards.

The coping strategies of individuals in multiple jeopardy settings: the case of unemployed older women

This research investigates the harmful consequences of discrimination on self-esteem and examines the coping options of individuals belonging to several stigmatized groups (i.e., unemployed older women) within the multiple jeopardy perspective. Our sample comprised 420 individuals selected by age, gender and professional status. We tested whether the positive and negative links between discrimination and psychological distress induced by discrimination, would vary according to the number of disadvantaged categories individuals belong to. An analysis of the mediating role of some coping options was also conducted. Overall, the results support most of our hypotheses and suggest that the assumed impact of perceived discrimination on psychological outcome increase with the cumulation of discriminations. We also found that, among the various coping options used by individuals in our sample, commitment, but not age-group identification, mediated the links between the cumulated discrimination and self-esteem. The discussion addresses issues related to workplace discrimination in light of the multiple jeopardy perspective.

Empathy arousal and emotional reactions to victims of the gender pay gap

Men and women are well aware of the gender pay gap. The present study involved four experiments (N = 341, student sample, N = 203 general population sample) in which we indirectly measured empathy by asking participants to rate the non-complex and complex emotions they felt when reading a scenario in which a woman described her pay situation. Experiments 1 (equal pay vs. unequal pay) and 2, 3 & 4 (angry vs. depressed reaction to pay inequality) investigate differences in empathy arousal between men and women by assessing their emotions. Globally, both men and women identified correctly emotions expressed by the women victim of pay inequity. On complex emotions, women express more other suffering emotions than men, only in Experiment 4. Coupled with expression of guilt/shame for men only, these results are discussed in the perspective of future research.

Exploring athletes' gendered views of coaches and their impact of coach competency ratings

This study draws on social role theory, role congruity theory, and the black sheep effect to explore athletes' gendered perceptions of coach competence. The study relied on a sample of 308 New Zealand athletes across sports levels and modalities who completed an online survey. Participants were randomly assigned to one of four vignettes, in which coach gender (female vs. male) and coaching style (communal vs. agentic) were manipulated, and athlete gender was considered. The results show that male and female coaches did not receive significantly different coach competency scores (relational and strategic competencies), that a communal coaching style was linked to higher ratings in both relational and strategic competencies, and that the interplay of athlete gender, coach gender, and gender conforming/non-conforming coaching style did not significantly affect coach competence scores. However, participants' comments to the open-ended question presented at the end of the survey suggest that athletes still hold gendered views of coaching competence at the elite level. We discuss the research and practical implications of our findings.

Stereotypes as Bayesian prediction of social groups

A stereotype is a generalization about a class of people which is often used to make probabilistic predictions about individuals within that class. Can stereotypes can be understood as conditional probabilities that distinguish among groups in ways that follow Bayesian posterior prediction? For instance, the stereotype of Germans as industrious can be understood as the conditional probability of someone being industrious given that they are German. Whether such representations follow Bayes' rule was tested in a replication and extension of past work. Across three studies (N = 2,652), we found that people's judgments of different social categories were appropriately Bayesian, in that their direct posterior predictions were aligned with what Bayes' rule suggests they should be. Moreover, across social categories, traits with a high calculated diagnostic ratio generally distinguished stereotypic from non-stereotypic traits. The effects of cognitive ability, political orientation, and motivated stereotyping were also explored.

Gender effects in crowdfunded business loan campaigns

Crowdfunding is a growing source of finance for entrepreneurs. In this paper, we investigate the existence of a gender effect in the time needed to obtain a business loan through crowdfunding. Using data from three Dutch crowdfunding platforms, survival analysis of the time to completion for 934 business loan campaigns shows that female entrepreneurs have a 20% shorter campaign completion time compared to male entrepreneurs, whereas couples do not differ from males. This effect persists across the different platforms. Subsequent analysis shows that female entrepreneurs do not have the disadvantage they face in traditional lending channels when requesting funds through crowdfunding, and that herding behavior by investors benefits female entrepreneurs most.

What's the point in even trying? Women's perception of glass ceiling drains hope

In this study, we focus on glass ceiling perceptions, characterized by women's subjective feelings about their ability to move upward in their organization. Drawing on social information processing and hope theory, we propose that glass ceiling perceptions decrease women's citizenship behaviors and increase their turnover intentions by draining their hope in the workplace. Moreover, we suggest that the strength of the association between glass ceiling perceptions, drained hope in the workplace, and these two outcomes is conditional upon women's perceptions of their work-family conflict. Using a two-study design, we tested our hypothesized relationships. We found a mediating effect of drained hope in the workplace between glass ceiling perceptions and (a) turnover intention and (b) organizational citizenship behaviors. This effect is significant when work-family conflict is high. Finally, we discuss the implications of our findings regarding the tensions that women experience with simultaneously managing their careers and conflict in the family.

When High Subjective Social Status Becomes a Burden: A Japan-U.S. Comparison of Biological Health Markers

High subjective social status (SSS) is believed to protect health in the current literature. However, high SSS entails social responsibilities that can be stressful in collectivistic cultural contexts. Here, we tested the hypothesis that those socialized in collectivistic societies (e.g., Japan) recognize their high social status as entailing social duties difficult to ignore even when they are excessive. Using cross-cultural survey data (N = 1,289) and a measure of biological health risk (BHR) by biomarkers of inflammation and cardiovascular malfunction, we found that higher SSS predicted lower BHR for American males. In contrast, higher SSS predicted higher BHR for Japanese males, mediated by the perceived difficulty of disengaging from their current goals. In both cultural groups, females showed no association between SSS and BHR. These findings suggest that social status has differing health implications, depending on the relative salience of privileges and burden-producing responsibilities in different cultural contexts.

More Than a Joke: The Intersection of Gender-Based Humor and Gender Inequities Experienced by Women Department Chairs in Academic Medicine

Purpose: The purpose of this qualitative descriptive study is to describe how women academic department chairs in emergency medicine, surgery, and anesthesiology experience humor in the workplace. Method: Interviews were conducted with 35 women department chairs in academic medicine from 27 institutions that aimed to describe women's leadership emergence. The data from the primary study yielded rich and revealing themes involving participants' experiences with humor in the context of their leadership roles, justifying a secondary analysis focusing specifically on these experiences. Relevant remarks were extracted, coded, and summarized. Results: Participants discussed two broad types of humor-related experiences. First, they described how they responded to aggressive gender-based humor directed at themselves or their colleagues by tolerating it or expressing disapproval. This humor includes demeaning quips, insulting monikers, sexist jokes, and derogatory stories. Participants often did not confront this humor directly as they feared being rejected or ostracized by colleagues. Second, they described how they initiated humor to address gender-related workplace issues by highlighting gender inequalities, coping with sexual harassment and assault, and managing gender-based leadership challenges. Participants felt constrained in their own use of humor because of the need to be taken seriously as women leaders. Conclusion: Women leaders in academic medicine use humor to confront gender-related issues and experience aggressive gender-based humor in the workplace. The constraints placed on women leaders discourage them from effectively confronting this aggressive gender-based humor and perpetuating gender inequities. Eliminating aggressive gender-based humor is needed to create safe and equitable work environments in academic medicine.

Online Self-Disclosure and Self-Concept Clarity Among Chinese Middle School Students: A Longitudinal Study

The relationship between online self-disclosure and self-concept clarity has been previously examined through cross-sectional studies. This study examined causal connections between online self-disclosure and self-concept clarity among Chinese middle school students using longitudinal data collected over 18 months. Participants were 535 seventh-grade students aged 12-14 years (Mage = 12.93, SD = 0.54, 43.18% girls), assessed four times, six months apart. In a random intercept cross-lagged panel model, self-concept clarity significantly predicted online self-disclosure. Latent growth mixture modeling identified two distinct growth trajectories for both online self-disclosure (Rapid change, 7%; Slow change, 93%) and self-concept clarity (Rapid change, 8%; No change, 92%). Multiple logistic regression analysis suggested that changes in self-concept clarity influenced the developmental trajectory profile of online self-disclosure. Although male and female students differed in online self-disclosure and self-concept clarity, gender differences in the developmental trajectory profiles of online self-disclosure and self-concept clarity were not significant. Supporting adolescents in developing a clear self-concept to mitigate risks associated with excessive online self-disclosure is important.

Effects of Stereotype Threat on Women's Leadership Aspirations and Affective Responses: The Role of Stigma Consciousness

This paper aims to investigate the role of stereotype threat and the moderating role of gender stigma consciousness on women's leadership aspiration, leadership career goal, social self-esteem, and negative affect across two experimental studies in Türkiye. We expected the detrimental effects of streotype threat to be experienced by those with high gender stigma consciousness. The first study, involving 130 female undergraduates (Mage = 20.7, SD = 4.4), presented implicit stereotype threat and showed that the threat increased the interest of team membership and women low in stigma consciousness reported higher leadership career goals than those high in stigma consciousness. The second study, conducted with 90 female undergraduates (Mage = 20.6, SD = 1.6), presented explicit stereotype threat and showed that the explicit threat had negative effect on leadership aspiration, and women high in stigma consciousness felt more negative affect and less social self-esteem due to threat than those who were low. The present research contributes to the women's leadership literature by identifying for the first time the role of stigma consciousness in the motivational and affective consequences of stereotype threat.

Differences between prescriptive and proscriptive gender stereotypes and gendered self-evaluations in Sweden

This study investigates prescriptive (how women and men should be) and proscriptive (how women and men should not be) gender stereotypes in Sweden and how these stereotypes relate to self-ascribed gendered traits. In an online survey with students at three major universities (N = 679) it was found that participants believed that the societal view was that women should be more communal than men, but less dominant and men should be more agentic than women, but less weak. In comparison, self-ratings only differed for communion, such that women rated themselves as more communal than men (there were no differences in self-ratings of agency, dominance, or weakness). Thus, prescriptive and proscriptive stereotypes and self-views differed. Women mainly perceived differences between self-ratings and prescriptions of communion, whereas men mainly perceived differences between self-ratings and prescriptions of agency. Moreover, women mainly perceived differences between self-ratings and proscriptions of dominance, and men mainly perceived differences between self-ratings and proscriptions of weakness. Hence, both women and men perceive larger gaps between self-evaluations and societally desired and undesired gender stereotypical traits. Future studies should investigate the consequences of such mismatches.

Current situation and barriers to women's leadership in health care education in Saudi Arabia: A cross-sectional study

Background

The aims of the current study were to explore the true representation of female academic staff who have advanced to leadership positions in Saudi health academic institutions and to determine the possible barriers to women's advancement to leadership positions in academia.

Methodology

This was a cross-sectional study conducted between August 2022 and August 2023 using an adapted self-reported online questionnaire via Google form. Data was analyzed descriptively and comparatively by presenting frequencies with percentages besides means with standard deviations across various background categories and comparing them using student t test.

Results

A total of 115 educators in health care professions participated in the study, three fifths of them were Saudi and female, with the majority being married and employed by government organizations. The most impactful structural challenges for female leadership included the centralization of decision-making within the institution, unclear organizational bylaws for leadership qualifications and appointment processes, and the existence of a wide range of administrative units. The prevailing belief that men possess superior capacity and management skills compared to women in leadership roles and the reluctance to accept women's authority by their subordinates were identified as the most influential culture challenges for female leadership. Most influential personality-related challenges included difficulty of balancing professional responsibilities with family obligations, stress and tension arising from reconciling the needs of subordinates with organizational goals and the complexity of traveling for work.

Conclusions

The study identified the most influential structural, culture, and personality-related barriers and other potential perceived challenges faced by female leadership. A collective effort involving academic institutions, leadership, and relevant stakeholders is critical to address these barriers. Academic institutions must eliminate these challenges to utilize female leaders' talent fully, as they contribute unique perspectives and skills to their institutions.

Reducing the gender gap on adolescents' interest in study fields: The impact of perceived changes in ingroup gender norms and gender prototypicality

Despite some progress towards gender equality in Western societies, traditional gender norms still shape career choices, perpetuating a gender gap where girls are more likely to pursue traditionally feminine fields like healthcare, elementary education, and domestic roles (HEED), while boys are drawn to masculine domains such as science, technology, engineering, and mathematics (STEM). This research investigates whether, and under which conditions, the perception that gender norms are progressively changing towards less gender dichotomy can reduce this gender gap in academic fields. We recruited a sample of 642 high-school students (394 women and 248 men), and experimentally manipulated both the salience of changes in gender norm (stability vs change) and participants' gender prototypicality. The main dependent variable was participants' interest in stereotypically feminine (HEED) and masculine (STEM) academic fields. The results indicated a slight decrease in the gender gap for stereotypically feminine fields (HEED) among participants who saw themselves as typical members of their gender group, but no significant change was observed for stereotypically masculine fields (STEM). These findings suggest that shifting perceptions of gender norms may have a limited effect on modifying traditional educational and career choices, underscoring the resilience of entrenched gender stereotypes.

Supplementary Information

The online version contains supplementary material available at 10.1007/s11218-024-09909-z.

The Impact of Motherhood on Women's Career Progression: A Scoping Review of Evidence-Based Interventions

(1) Background: Despite the progress made by women in the workplace, mothers still face systemic barriers that prevent them from advancing professionally. This "motherhood penalty" involves a variety of discriminatory practices and experiences that mothers can face at work, including being held to stricter standards regarding salary and recruitment. Despite ongoing research on the association between motherhood and career outcomes, few studies specifically explore how motherhood impacts career advancement and, consequently, access to leadership. This scoping review seeks to gain an understanding of how motherhood impacts women's career progression, and how interventions can address the underrepresentation of mothers in leadership. (2) Methods: Following the PRISMA-ScR framework, we analyzed 52 articles from 2010 to 2022, drawn from 10 databases. (3) Results: The results showed both negative and positive impacts of motherhood on career progression, affecting mothers' attitudes, feelings, and behaviors and yielding changes in interpersonal relationships and work conditions. Intersectionality is highlighted, urging a nuanced examination of challenges faced by mothers from a diversity of backgrounds. Recommendations for interventions include individual and institutional efforts, comprising societal support structures, organizational policy changes, and cultural shifts. (4) Conclusions: This scoping review offers an updated perspective on a classic challenge, providing practical insights for a more inclusive and structural understanding of the career trajectories of working mothers.

Can't Catch a Break: Intersectional Inequalities at Work

The labor market is the site of longstanding and persistent inequalities across race and gender groups in hiring, compensation, and advancement. In this paper, we draw on data from 13,574 hourly service-sector workers to extend the study of intersectional labor market inequalities to workers' experience on the job. In the service sector, where workers are regularly expected to be on their feet for long hours and to contend with workloads that are intense and unrelenting, regular break time is an essential component of job quality and general well-being. Yet, we find that Black women are less likely than their counterparts to get a break during their work shift. Although union membership and laws mandating work breaks are effective in increasing access to breaks for workers overall, they do not ameliorate the inequality Black women face in access to work breaks within the service sector. A sobering implication is that worker power and labor protections can raise the floor on working conditions but leave inequalities intact. Our findings also have implications for racial health inequalities, as the routine daily stress of service sector takes a disproportionate toll on the health of Black women.

Large language models know how the personality of public figures is perceived by the general public

We show that people's perceptions of public figures' personalities can be accurately predicted from their names' location in GPT-3's semantic space. We collected Big Five personality perceptions of 226 public figures from 600 human raters. Cross-validated linear regression was used to predict human perceptions from public figures' name embeddings extracted from GPT-3. The models' accuracy ranged from r = .78 to .88 without controls and from r = .53 to .70 when controlling for public figures' likability and demographics, after correcting for attenuation. Prediction models showed high face validity as revealed by the personality-descriptive adjectives occupying their extremes. Our findings reveal that GPT-3 word embeddings capture signals pertaining to individual differences and intimate traits.

"When" Versus "Whether" Gender/Sex Differences: Insights From Psychological Research on Negotiation, Risk-Taking, and Leadership

We present a conceptual framework of situational moderators of gender/sex effects in negotiation, risk-taking, and leadership-three masculine-stereotypic domains associated with gender/sex gaps in pay and authority. We propose that greater situational ambiguity and higher relevance and salience of gender/sex increase the likelihood of gender/sex-linked behaviors in these domains. We argue that greater ambiguity increases the extent to which actors and audiences must search inwardly (e.g., mental schema, past experience) or outwardly (e.g., social norms) for cues on how to behave or evaluate a situation and thereby widens the door for gender/sex-linked influences. Correspondingly, we propose that gender/sex effects on behavior and evaluations in these domains will be more likely when gender/sex is more relevant and salient to the setting or task. We propose further that these two situational moderators may work jointly or interactively to influence the likelihood of gender/sex effects in negotiation, risk-taking, and leadership. We conclude by discussing applications of our conceptual framework to psychological science and its translation to practice, including directions for future research.

Perceptions of narcissism in college professors

We conducted three studies to examine perceptions of grandiose narcissism in college professors. Narcissism might appear incompatible with the profession if professors are viewed fundamentally as helpers or as introverted bookworms. Then again, people might expect professors to display big egos congruent with the prestige of their profession and their privileged public platforms. Our research indicates that professors are generally not seen as highly narcissistic according to the criteria of the Narcissistic Personality Inventory and the Narcissistic Admiration and Rivalry Questionnaire, though they are viewed as more narcissistic than elementary school teachers. More professor narcissism was expected at colleges that prioritize scholarly productivity over teaching excellence. Male professors were viewed as more narcissistic, but only for narcissism dimensions associated with interpersonal hostility and for judgments of whether professors are "narcissistic." We discuss possible implications for narcissistic professors' ability to exploit the gap between academic ideals and reward system realities.

Closing-wedge Osteotomies: Can We Do and Teach Better?

BACKGROUND

Wedge osteotomies are ubiquitous in pediatric orthopaedics and limb deformity surgery; however, there is no universally preferred methodology for these procedures. This study aims to determine the relative accuracy and effectiveness of several measuring and marking methods to guide best practices for wedge-shaped osteotomies in long bones.

METHODS

An observational cohort study was completed. Orthopaedic residents (postgraduate years 1 to 5) completed 30-degree wedge osteotomies on a sawbone (Pacific Research Lab) femur utilizing a standard oscillating saw under 3 measuring conditions: (1) no measurement tool, (2) 30-degree triangle, and (3) goniometer, in combination with 2 different marking methods: (1) marking pen or (2) pin placement. Demographic characteristics and osteotomy performance (quality, completion time, and accuracy) were assessed. Quality was ranked as perfect (1), mild step-off (2), or gross surface irregularity (3). Multivariate regressions and analysis of variance were performed comparing demographics, osteotomy performance, and measuring methods.

RESULTS

Twenty-four residents were included for analysis; 6 were female (25%). Female sex was independently associated with longer completion time when evaluating all combined scenarios (138 vs. 99 s, P =0.003) without differences in surface quality or angle accuracy. There were no significant associations between measuring technique and accuracy or surface quality, but use of the goniometer and the triangle both were associated with significantly longer completion time compared with no visual aid ( P =0.002 and 0.007). When controlling for measuring technique, use of the pen as a marking technique had significantly shorter completion times ( P <0.001), higher surface quality ( P <0.001), and better accuracy ( P <0.001) than guide pins.

CONCLUSIONS

We recommend the use of a marking pen in combination with the surgeon's preferred measuring guide to optimize trainees' performance of closing wedge osteotomies. Future research is necessary to corroborate these findings in a higher fidelity setting, such as a cadaveric study. Further, while male residents complete wedge osteotomies quicker than female residents, quality and accuracy are comparable among trainees. Slower pace should not be conflated with poor performance but rather should inform effective intraoperative teaching for diverse trainees.

MANdatory - why men need (and are needed for) gender equality progress

While much progress has been made towards gender equality, diversity and inclusion in the workplace, education and society, recent years have also revealed continuing challenges that slow or halt this progress. To date, the majority of gender equality action has tended to approach gender equality from one side: being focused on the need to remove barriers for girls and women. We argue that this is only half the battle, and that a focus on men is MANdatory, highlighting three key areas: First, we review men's privileged status as being potentially threatened by progress in gender equality, and the effects of these threats for how men engage in gender-equality progress. Second, we highlight how men themselves are victims of restrictive gender roles, and the consequences of this for men's physical and mental health, and for their engagement at work and at home. Third, we review the role of men as allies in the fight for gender equality, and on the factors that impede and may aid in increasing men's involvement. We end with recommendations for work organizations, educational institutions and society at large to reach and involve men as positive agents of social change.

Transforming higher education institutions through EDI leadership: A bibliometric exploration

This comprehensive bibliometric study analyzes 1820 journal articles from the Web of Science database to explore Equity, Diversity, and Inclusion (EDI) leadership in higher education institutions (HEIs). Utilizing co-citation and co-word analysis, the study identifies distinct thematic clusters. The co-citation analysis reveals five key themes: Race, Diversity, and Inclusion (RDI), Diversity, Leadership, and Self-Efficacy (DLSE), Gender Dynamics and Leadership Challenges, Women's Representation in Academic Medicine Leadership, and Transformational Leadership in HEIs. Meanwhile, the co-word analysis highlights three critical areas: Transformative Collaborative Resilience in HEIs, Advancing Gender Equality in Academic Medicine and STEM, and Inclusive Educational Leadership in HEIs. These themes collectively provide a deep understanding of the EDI leadership field's intellectual structure, suggesting significant areas for future research and practical application. The study emphasizes the necessity for HEIs to engage comprehensively in EDI leadership research, shedding light on the importance of transformative collaborative resilience, gender equality in STEM, and inclusive leadership. This research offers valuable insights for developing effective EDI leadership policies and practices, highlighting the interconnectedness of these themes in fostering a more equitable, diverse, and inclusive environment in higher education and beyond.

Predictors of expectant fathers' parental leave-taking intentions before birth: masculinity, fatherhood beliefs, and social support

Despite continuing progress, men remain underrepresented in childcare, domestic labor, and other care work. Because parental leave is discussed as a gateway to increasing men's childcare engagement, we aimed to gain insights into predictors of men's parental leave-taking intentions during the transition to parenthood. Using outcomes on a continuum from behavioral preferences to more behavior-oriented measures, we examine how masculinity and fatherhood beliefs as well as social support become relevant during men's formation of their leave-taking intentions. Planned analyses of data collected from 143 expectant fathers in Belgium and Germany revealed that the support men perceive from their partners for taking leave predicts their parental leave-taking desire, intention, and planned length of leave. Moreover, men's conception of a prototypical man, especially in terms of agency, was linked to their desire to take leave. Against expectations, father role attitudes and workplace support did not emerge as relevant predictors of men's intended leave-taking. Results of exploratory analyses suggest that care engagement of peers, expected backlash, and self-efficacy beliefs additionally play a role in men's intended leave-taking. We discuss parental leave as a negotiation process within couples and review the role of men's normative environment for their intended leave-taking.

"Cat Ladies" and "Mama's Boys": A Mixed-Methods Analysis of the Gendered Discrimination and Stereotypes of Single Women and Single Men

Do single women and single men differ in their experiences of "singlism"? This mixed-methods research examined whether single women and single men report quantitative differences in amounts of singlehood-based discrimination and explored qualitative reports of stereotypic traits associated with single women and single men. We recruited Canadian and American single adults across two Prolific studies (total N = 286). The results demonstrated that single female and male participants did not differ in their personal discrimination, but female participants perceived single women to experience more discrimination than single men. Furthermore, qualitative analyses revealed four overlapping "archetypes" of single women and men including: Professional ("independent," "hard-working"), Carefree ("free," "fun"), Heartless ("selfish," "promiscuous"), and Loner ("lonely," "antisocial"). Overall, single women and men may experience similar stereotypes and discrimination, but there are also important nuances that highlight the need for more research at the intersection of gender and singlehood.

Understanding the role of gender in humor expression: Directions for future scholarship

Humor expression is a potent interpersonal and professional communication tool, conveying intelligence and competence. This review examines the role of gender in outcomes of humor expression, particularly in professional settings. Despite humor's association with masculinity and stereotypes that women are less funny than men, we highlight findings that suggest potentially nuanced benefits of humor for women, depending upon contextual moderators including humor type and status. However, we also highlight that extant findings are mixed, limited for methodological reasons, and in some cases, inconclusive, necessitating future scholarship. Given that humor can be a powerful tool, coupled with persistent gender gaps in leadership, we call for future research to better understand how, when, and why gender influences the effectiveness of humor expression.

Gender influences resident physicians' perception of an employee-to-employee recognition program: a mixed methods study

BACKGROUND

Burnout is prevalent in medical training. While some institutions have implemented employee-to-employee recognition programs to promote wellness, it is not known how such programs are perceived by resident physicians, or if the experience differs among residents of different genders.

METHODS

We used convergent mixed methods to characterize how residents in internal medicine (IM), pediatrics, and general surgery programs experience our employee-to-employee recognition ("Hi-5″) program. We collected Hi-5s received by residents in these programs from January 1, 2021-December 31, 2021 and coded them for recipient discipline, sex, and PGY level and sender discipline and professional role. We conducted virtual focus groups with residents in each training program.

MAIN MEASURES AND APPROACH

We compared Hi-5 receipt between male and female residents; overall and from individual professions. We submitted focus group transcripts to content analysis with codes generated iteratively and emergent themes identified through consensus coding.

RESULTS

Over a 12-month period, residents received 382 Hi-5s. There was no significant difference in receipt of Hi-5s by male and female residents. Five IM, 3 surgery, and 12 pediatric residents participated in focus groups. Residents felt Hi-5s were useful for interprofessional feedback and to mitigate burnout. Residents who identified as women shared concerns about differing expectations of professional behavior and communication based on gender, a fear of backlash when behavior does not align with gender stereotypes, and professional misidentification.

CONCLUSIONS

The "Hi-5" program is valuable for interprofessional feedback and promotion of well-being but is experienced differently by men and women residents. This limitation of employee-to-employee recognition should be considered when designing equitable programming to promote well-being and recognition.

Women's and men's experiences with participative decision-making at workplace and organizational levels

Introduction

The concept of participative decision-making (PDM) has been well established as a positive organizational factor, and has recently gained attention as a measure of gender inclusivity in the workplace. However, findings regarding gender differences in the experiences of PDM are inconclusive. This study hypothesized that women perceive themselves as less influential than men at the organizational level rather than at the workplace level. Furthermore, the study explored whether these assumed gender differences depend on the gender typicality of occupational positions and professions. We expected gender differences to be more pronounced for male-typed positions and professions (e.g., leadership, engineer) compared to non-male-typed occupational positions and professions (e.g., non-leadership, nurse).

Methods

Data on experiences with participative decision-making at the workplace and organizational levels were drawn from a large representative Swedish survey (N = 10,500; 60% women).

Results

Results showed that women experienced being less influential than men at the organizational level, whereas the experiences of women and men did not differ at the workplace level. The gender difference at the organizational level was not related to the gender typicality of position and profession.

Discussion

The findings highlight the importance of the inclusion of both women and men in strategic, large-scale decisions for achieving gender equality at work.

Basic or Adaptation: The Assessment and Heritability of a Brief Measure of Agency

The interpersonal circumplex describes two major axes of personality that guide much of social behavior. Agency, one half of the interpersonal circumplex, refers to relatively stable behavioral patterns that center on self-focused dominance and assertiveness. Past empirical work on agency tends to treat the dimension as a characteristic adaptation, rather than a basic component of personality, in part due to the relatively large gender difference in agency with masculine individuals tending to behave more agentic. However, the psychometric overlap between agency and the most closely linked big five dimension, extraversion, is not well-established, and no behavior genetic work has documented evidence concerning the role of genetic and environmental influences. It is unclear whether agency is more similar to a personality trait, with no evidence of shared environmental influence and moderate heritability, or a characteristic adaptation, with some evidence for shared environmental influence and possibly lower heritability. We used the Midlife Development in the United States study to examine agency, big five, and generativity with replication and robustness check (Nnon-twins = 5,194; Ntwins = 1,914; NMilwaukee = 592). Results indicated that agency was higher in men (d = -.24), moderately heritable (44.4%), strongly correlated with extraversion (r = .51), moderately correlated with generativity (r = .36), and that approximately 40% of the variance in agency was shared with the big five. Agency also changed strongly with extraversion and openness, but less so generativity. Altogether, these results indicate that agency functions similar to other basic personality dimensions but is not clearly a dispositional trait.

How harassment is depriving universities of talent: a national survey of STEM academics in the UK

Introduction

Despite efforts to increase girls' interest in subjects related to science, technology, engineering, and mathematics (STEM) careers, there remains a large gender gap in STEM academic faculty.

Methods

We conducted a national survey comprising 732 early career and senior academics from 40 universities in the UK to investigate the role of pull (receiving career advancement opportunities) and push (experiencing harassment) factors in shaping people's intentions to stay in STEM academia, and the mediating role of perceived workplace climate, academic identification, and beliefs about the ability to succeed (job-related self-efficacy).

Results

Our findings show the differential effect of harassment experiences for women, relative to men. Women experienced more harassment than men, which contributes to their higher intentions to leave academia through enhancing perceptions of a negative workplace climate (i.e., a less collaborative, fair, and inclusive climate) and lower job-related identification (i.e., believing in their ability to succeed as researchers). While receiving opportunities also related to intentions of leaving academia, we did not observe a gender difference in this factor.

Discussion

The result of our analysis underlines the critical importance of preventing and addressing harassment in academic institutions for the retention of female academic talent.

Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories

In this review we examine two classes of interventions designed to achieve workplace gender equality: (a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and (b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to "fix" women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain (a) women's motivations and ambitions, and (b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded.

Motivation to Avoid Uncertainty, Implicit Person Theories about the Malleability of Human Attributes and Attitudes toward Women as Leaders vs. Followers: A Mediational Analysis

This research investigated the relation between motivation to avoid uncertainty, as reflected in the need for cognitive closure, implicit theories about the malleability of human attributes, and attitudes toward women as leaders vs. followers. In a cross-sectional study (N = 470) conducted in Italy, we hypothesized and found that the need for cognitive closure directly enhanced the belief that women are compatible with followership roles rather than leadership roles. Furthermore, the results from a mediational analysis revealed that the relation between the need for cognitive closure and the belief that women are compatible with followership roles rather than leadership was mediated by implicit person theories (i.e., the conviction that people features are malleable vs. unchangeable). Notably, we obtained these results while controlling for participants' gender, educational level, and age. The theoretical and practical implications are discussed.

How followers' perception of followership prototype-traits fit impacts their job performance: a moderated polynomial regression analysis

Introduction

Previous studies about the drivers of follower performance focused on leadership, and most followership studies have used a single perspective to investigate this topic from the followers' lens. Therefore, the purpose of this study is to explore whether, how, and when followers' perception of followership prototype-traits fit influences their job performance.

Methods

The study adopted a questionnaire survey (Study 1) and a scenario experiment (Study 2). First, in the questionnaire survey, we collected 72 leaders and 262 followers from 72 teams of 14 companies in China using a two-wave research design. Second, in the scenario experiment, we invited 160 undergraduates from a university in southwest China to participate in the experiment after verifying the effectiveness of the manipulated materials.

Results

(1) compared with the misfit, followership prototype-traits fit is more likely to stimulate followers' taking charge; (2) compared with low levels of fit, high-level followership prototype-traits fit is more likely to stimulate followers' taking charge; (3) compared with high followership prototype and low followership traits condition, low followership prototype and high followership traits condition is more likely to stimulate followers' taking charge; (4) followers' taking charge mediates the impact of the followership prototype-traits fit on followers' job performance; and (5) the impact of followership prototype-traits fit on followers' taking charge is more salient for male followers than for female followers.

Discussion

This study not only helps capture the bidirectional and complex process of the interaction between leaders and followers during the followership, but also obtains a more comprehensive understanding of how this interaction affects followers' behaviors and performance. The results have practical implications for improving followers' job performance by highlighting the effects of followership prototype-traits fit on followers' behaviors and performance.

The influence of supervisor supportive behaviors on subordinate job satisfaction: the moderating effect of gender similarity

This paper analyses the influence that different supervisor supportive behaviors have on subordinate job satisfaction, while considering the gender of individuals involved (supervisor and subordinate). The empirical evidence provided by a sample of 29,833 subordinates from 35 European countries collected by Eurofound through the European Working Condition Survey allows us to assert the following. First, subordinate job satisfaction depends on their perceptions about the supportive behaviors provided by their supervisors in terms of respect, giving recognition for a job well done, coordinating work, helping get the job done, and encouraging the professional development of the subordinate. Second, job satisfaction is affected by supervisor gender, although in the opposite direction as hypothesized, such that when the supervisor is a woman, subordinates report lower job satisfaction. Third, also contrary to our expectations, supervisor-subordinate gender similarity reduces, rather than increases, subordinate job satisfaction. Fourth, gender similarity, as expected, weakens the impact of several supervisor supportive behaviors on this job satisfaction (i.e., giving recognition, coordinating work, helping get the job done, and encouraging development). In terms of practical implications, this work suggests that it is advisable for supervisors to show supportive behaviors toward subordinates. In addition, because demonstrating respect at work is not moderated by gender similarity and seems to be the most impactful supportive behavior for enhancing job satisfaction, supervisors should pay particular attention to the respect of subordinates.

Racialized Sexism: Nonverbal Displays of Power in Workplace Settings are Evaluated as More Masculine When Displayed by White (vs. Black) Women With Implications for the Expression of Ambivalent Sexism

We hypothesized that White (vs. Black) women in high- (vs. low-) power poses would be evaluated as particularly masculine and unfeminine due to greater perceived violations of gendered racial stereotypes. As predicted, White (vs. Black) women in high- (but not low-) power poses were evaluated as more masculine and less feminine (Studies 1-3). Moreover, greater perceived masculinity of White (vs. Black) women in high-power poses predicted more hostile sexism; and, lesser perceived femininity of White (vs. Black) women predicted less benevolent sexism. Finally, these associations between masculinity/hostile sexism and femininity/benevolent sexism serially mediated reduced hiring desirability of White (vs. Black) women (Study 2). Study 3 replicated these serial indirect effects and found that these effects emerged regardless of job status and even when controlling for socially desirable responding. We conclude that gendered racism leads sexism to be expressed toward White and Black women embodying power in distinct ways.

Servant versus directive leadership and promotability: does leader gender matter?

Are leaders more promotable when they show servant or directive leadership - and does this hold for women and men alike? Servant leaders are likely seen as more effective, likable, and thus promotable but less prototypical than directive leaders. We argue that differing degrees of communion (i.e., warmth, morality) and agency (i.e., competence, dominance) underlie the relationship of servant and directive leadership with leaders' promotability. Based on expectancy-violation theory, we assume that men benefit more from servant leadership and women benefit more from directive leadership. Servant leadership aligns more with communion and stereotypes about women. In contrast, directive leadership aligns more with agency and stereotypes about men. These differences may result in gender-biased evaluations threatening fairness in leadership promotions. In a pre-study, servant leadership was more expected of women leaders than of men leaders. However, directive leadership was equally expected of women leaders and men leaders. An experimental vignette study (N = 454) revealed that servant leaders were seen as more effective, likable, and promotable than directive leaders, regardless of gender. Perceived leader warmth, morality, and competence were positively, and dominance was negatively, related to leader effectiveness and leader liking, which were positively related to leader promotability. We also investigated whether raters' gender role beliefs influenced the evaluations, which they did not (as reported in the Supplementary material). Concluding, women and men profit equally from exhibiting servant compared to directive leadership.

Gender and humor

This article reviews the literature on gender and humor, including differences in humor production and outcomes. Differences in the quantity and type of humor generally correspond with gender stereotypes, and these stereotypes significantly moderate the outcomes of humor use. Regarding humor production, consistent with cultural expectations, men tend to use all types of humor styles more than women, with a greater tendency towards aggressive humor. Regarding humor outcomes, rewards and punishments are not universally given to one gender. Rewards are more likely to be given to those who adhere to stereotypes or subvert expectations in a positive manner, whereas humor that violates expectations in a negative manner is punished.

Sense of purpose among transgender adults in the United States: comparisons of levels and health correlates

Given the increased threats to health and well-being faced by transgender individuals, research is needed to understand potential protective factors. Recent work has suggested that a sense of purpose may be one of the health-promoting resources available to marginalized groups, and levels of purpose are often similar or even higher among these groups. However, research is limited regarding whether this factor manifests differently among transgender adults. The current study (n = 1968 U.S. adults; 4.3% identified as transgender) asked participants to complete surveys for sense of purpose, self-rated health, life satisfaction and the type of purposes they deemed important. The findings suggest no difference in levels of sense of purpose between transgender and non-transgender adults. Transgender adults reported slightly lower levels of importance across multiple purposes, which merits further investigation into whether they perceive greater obstacles toward those goals. Of central importance, sense of purpose positively correlated with self-rated health (r = .50) and life satisfaction for transgender adults (r = .77), at similar or even greater magnitudes than for the non-transgender adults. These results point to the potential of exploring sense of purpose as an intervention target for promoting transgender health and well-being, and future directions should focus on the multiple pathways by which transgender identity may influence purpose development.

The perceived role fit of women and men academics: evidence from the social sports sciences

Introduction

The underrepresentation of women in academia is often explained by the presence of gender stereotypes and the perception that women fit the role of an academic to a lesser extent. Based on social role theory and role congruity theory, this study investigates and estimates the perceived role fit of women and men academics in the social sports sciences.

Methods

Data were collected with a quantitative online survey. The sample (n = 792) includes individuals who study or work in sports economics, sport management, or sport sociology (referred to as social sports sciences). The questionnaire included items that reflect attributes of an ideal-typical academic as well as women and men academics in four dimensions, i.e., leadership, research methods, media visibility, and research topics. In the first step, these items were used to estimate a total role fit index for both women and men academics, as well as indices for all dimensions. In a second step, regression analyses were used to examine how respondents' individual characteristics (e.g., discipline, career stage, gender, presence of role models) are related to their perceived role fit indices and the differences in the perceived role fit.

Results and discussion

The role fit index ranges from 0 to 1, and women have a higher total role fit than men (0.77 vs. 0.75). The results suggest that women in the social sports sciences are perceived as a better fit for the role of an academic. In contrast to role congruity theory, women's leadership fit is higher than men's fit in this dimension (0.79 vs. 0.72). Regarding the associations of individual characteristics, professors seem to perceive a lower role fit for both genders than students. Furthermore, the difference between the perceived role fit of men and women is smaller for women respondents. Having a woman role model leads to a higher fit of women academics in the leadership dimension.

Diversifying faculty recruitment in biomedical sciences

A wealth of data has consistently demonstrated that a diverse faculty maximizes productivity and innovation in the research enterprise and increases the persistence and success of groups that are underrepresented in STEM. While the diversity of students in graduate programs has steadily increased, faculty diversity, particularly in the biomedical sciences, continues to remain relatively flat. Several issues contribute to this mismatch between the pipeline and the professoriate including biases in search and hiring practices, lack of equity and equal opportunities for individuals from underrepresented backgrounds, and unwelcoming campus climates that lead to marginalization and isolation in academic life. A comprehensive approach that addresses these challenges is necessary for institutions of higher education to achieve their faculty diversity goals and create a climate where individuals from all groups feel welcomed and succeed. This article focuses on the first step in this approach-diversifying faculty recruitment through adopting search practices that generate an applicant pool that matches national availability, ensures equity in evaluation and hiring practices, and promotes inclusion and belonging in the hiring experience. These strategies have been recently used at the University of California, Irvine's School of Biological Sciences and while the long-term impact remains unknown, short-term outcomes in recruitment and hiring have demonstrated significant improvement over previous years.

The effect of group status on children's hierarchy-reinforcing beliefs

Members of advantaged groups are more likely than members of disadvantaged groups to think, feel, and behave in ways that reinforce their group's position within the hierarchy. This study examined how children's status within a group-based hierarchy shapes their beliefs about the hierarchy and the groups that comprise it in ways that reinforce the hierarchy. To do this, we randomly assigned children (4-8 years; N = 123; 75 female, 48 male; 21 Asian, 9 Black, 21 Latino/a, 1 Middle-Eastern/North-African, 14 multiracial, 41 White, 16 not-specified) to novel groups that differed in social status (advantaged, disadvantaged, neutral third-party) and assessed their beliefs about the hierarchy. Across five separate assessments, advantaged-group children were more likely to judge the hierarchy to be fair, generalizable, and wrong to challenge and were more likely to hold biased intergroup attitudes and exclude disadvantaged group members. In addition, with age, children in both the advantaged- and disadvantaged-groups became more likely to see membership in their own group as inherited, while at the same time expecting group-relevant behaviors to be determined more by the environment. With age, children also judged the hierarchy to be more unfair and expected the hierarchy to generalize across contexts. These findings provide novel insights into how children's position within hierarchies can contribute to the formation of hierarchy-reinforcing beliefs. RESEARCH HIGHLIGHTS: A total of 123 4-8-year-olds were assigned to advantaged, disadvantaged, and third-party groups within a hierarchy and were assessed on seven hierarchy-reinforcing beliefs about the hierarchy. Advantaged children were more likely to say the hierarchy was fair, generalizable, and wrong to challenge and to hold intergroup biases favoring advantaged group members. With age, advantaged- and disadvantaged-group children held more essentialist beliefs about membership in their own group, but not the behaviors associated with their group. Results suggest that advantaged group status can shape how children perceive and respond to the hierarchies they are embedded within.

Gender and retention patterns among U.S. faculty

Women remain underrepresented among faculty in nearly all academic fields. Using a census of 245,270 tenure-track and tenured professors at United States-based PhD-granting departments, we show that women leave academia overall at higher rates than men at every career age, in large part because of strongly gendered attrition at lower-prestige institutions, in non-STEM fields, and among tenured faculty. A large-scale survey of the same faculty indicates that the reasons faculty leave are gendered, even for institutions, fields, and career ages in which retention rates are not. Women are more likely than men to feel pushed from their jobs and less likely to feel pulled toward better opportunities, and women leave or consider leaving because of workplace climate more often than work-life balance. These results quantify the systemic nature of gendered faculty retention; contextualize its relationship with career age, institutional prestige, and field; and highlight the importance of understanding the gendered reasons for attrition rather than focusing on rates alone.

Examination of residency program websites for the use of gendered language and imagery

BACKGROUND

Significant disparity in gender distribution exists among medical specialties. Residency program websites are a main source of preliminary program information for candidates, and website content may influence a prospective applicant's sense of belongingness within a particular program. Given the importance of the residency program website as a recruiting tool, this study sought to examine and compare the presence of gendered language and imagery on residency program websites across various specialties.

METHODS

A list of words considered masculine or feminine was used to evaluate residency program websites of the two most male-dominated specialties (orthopedic and thoracic surgery), female-dominated specialties (pediatrics and obstetrics and gynecology), and gender-balanced specialties (dermatology and family medicine) in the United States in 2022. Forty-five residency programs were randomly selected from each specialty across different regions of the US, with the exception of thoracic surgery of which there are only 33 programs. Masculine and feminine words were evaluated using a parsing and scraping program. Representation of female and male-presenting team members in photos on program websites was also evaluated.

RESULTS

Masculine wording occurred more frequently in male-dominated specialties compared to gender-balanced (p = 0.0030), but not female-dominated specialties (p = 0.2199). Feminine language was used more frequently in female-dominated compared to male dominated fields (p = 0.0022), but not gender balanced (p = 0.0909). The ratio of masculine-to-feminine words used was significantly higher in male-dominated specialties compared to both gender-balanced (p < 0.0001) and female-dominated specialties. (p < 0.0001). There was an average of 1, 7, and 10 female-presenting residency team members pictured on each male-dominated, gender balanced, and female-dominated specialty RPW respectively, with significantly more female-presenting team members pictured in the photographs on female-dominated specialty websites when compared to male-dominated and gender-balanced specialty websites (p < 0.0001, p = 0.014).

CONCLUSIONS

The use of gendered language and female representation in photographs varies significantly across specialties and is directly correlated with gender representation within the specialty. Given that students' perceptions of specialty programs may be affected by the use of language and photos on residency program websites, programs should carefully consider the language and pictures depicted on their program websites.