Confronting and Reducing Sexism: A Call for Research on Intervention

Abstract

This article presents the current state of research on confronting and reducing sexism. We first provide a systematic overview about prior work on confronting sexism. We identify gaps in the literature by outlining situational and contextual factors that are important in confronting sexism and introduce how these are addressed in the current volume. Second, we review prior work on reducing sexism. Compared to research on reducing other forms of prejudice, research on interventions to reduce sexism is rare. We explain why mechanisms that are successful in reducing other forms of prejudice cannot simply be adapted to reducing sexism. We then outline how the articles of this issue promote research, theory, and policy on reducing sexism. In conclusion, the aim of this issue is to bring together novel theoretical approaches as well as empirically tested methods that identify key antecedents and consequences of diverse ways of confronting and reducing sexism.

Flattering to deceive: Why people misunderstand benevolent sexism.

“…WARMTH AND BENEVOLENT SEXISM 8 Which of these perspectives is most accurate has important implications not only for theoretical conceptualizations of sexism but also for those who desire to challenge sexism and gender inequality. For example, if the false consciousness but not the knowing bargain hypothesis holds true, gender equality activists may find it useful to raise consciousness about BS (Becker, Zawadzki, & Shields, 2014). Arguably, it also has implications for the ultimate legitimacy of sexism and gender inequality; at least for those who believe that social arrangements should be characterized by some kind of informed consent (Kant, 1797(Kant, /1999Rawls, 1971Rawls, /1999.…”

Extending the Queen Bee Effect: How Hindustani Workers Cope with Disadvantage by Distancing the Self from the Group

“…However, a growing body of research shows that individually successful members of devalued groups are sometimes not willing to work for opportunities of their fellow ingroup members. In part, this is due to the fact that members of low status groups often do not see how group disadvantage also affects them personally, to realize that the lower outcomes of their group are illegitimate or that they could do something to change this (Becker, Zawadzki, & Shields, ; Ellemers & Barreto, ). Moreover, low status group members who are individually successful when this is not typical for their group may over time disidentify from their group, as they are increasingly seen, by themselves and others, as exceptional individuals who are nonprototypical for their group (Ellemers & Barreto, ).…”

Commentary: Encouraging Confrontation

“…In their introduction, Becker, Zawadzki, and Shields (2014) explain why one cannot simply transfer research on confronting other. Sexism is unique.…”