Don’t hate me because I’m beautiful: Acknowledging appearance mitigates the “beauty is beastly” effect

Johnson, Stefanie K.; Sitzmann, Traci; Nguyen, Anh T.

doi:10.1016/j.obhdp.2014.09.006

Cited by 23 publications

(34 citation statements)

References 43 publications

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“…These conclusions are consistent with earlier research which suggests that attractive women are discriminated against when they are not seen as fit for certain jobs, such as management positions , directors of security (Johnson, Podratz, Dipboye, & Gibbons, 2010), or construction workers (Johnson et al, 2014). In addition, both men and women are discriminated against when seen as a personal threat to decision makers' individual goals (e.g., Agthe et al, 2011;Buunk et al, 2016;Lee et al, 2015), and evaluators are weary of attractive individuals when they are evaluating candidates for less desirable jobs because of a concern that such individuals may aspire to more (Lee et al, 2018).…”

Section: A Comparison Of the Attractiveness Advantage Pre-and Post-2000supporting

confidence: 92%

The Attractiveness Advantage At Work: A Cross-Disciplinary Integrative Review

Nault

Pitesa

Thau

2020

ANNALS

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Compared with people of average attractiveness, the highly attractive earn roughly 20 percent more and are recommended for promotion more frequently. The dominant view of this "attractiveness advantage" is one of taste-based discrimination, whereby attractive individuals are preferred without justification in economic productivity. We conduct a comprehensive review of research on attractiveness discrimination, finding relatively more evidence that this phenomenon constitutes, to some extent, statistical (as opposed to solely taste-based) discrimination, in which decision makers assume that attractive people are more competent and discriminate based on instrumental motives. We then review research that speaks to whether decision makers might be correct in assuming that attractive workers are more productive, finding that the attractive possess a slight advantage in human and a notable advantage in social capital. We finally review studies evaluating whether an advantage exists beyond that explained by capital differences. We find that the current body of work provides inconclusive evidence of taste-based but relatively more conclusive evidence of statistical discrimination processes. Our integrative view suggests how attractiveness biases can be detected more effectively, and points to key directions for future research on the sources of the attractiveness advantage. We conclude by discussing the promise of an integrative approach to understanding other achievement gaps, such as those on the basis of gender, race, and social class.

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Section: A Comparison Of the Attractiveness Advantage Pre-and Post-2000supporting

confidence: 92%

The Attractiveness Advantage At Work: A Cross-Disciplinary Integrative Review

Nault

Pitesa

Thau

2020

ANNALS

View full text Add to dashboard Cite

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“…Finally, whilst in our study positive distinctiveness appeared to be most available to early career stage women, it could be that career stage is not the only relevant dimension from which to consider issues of accessibility. For example, based on the work of Johnson, Sitzmann and Nguyen (2014), it would be interesting to investigate whether people who are seen as 'attractive' have more symbolic power to use strategies of positive distinctiveness and/or if they feel a greater need to manage sexualised visibility through avoidance. We did not consider attractiveness as a dimension in our study and we are not in a position to judge our respondents' attractiveness.…”

Section: 4mentioning

confidence: 99%

Navigating sexualised visibility: A study of British women engineers

Fernando

Cohen

Duberley³

2019

Journal of Vocational Behavior

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In this article we use the term 'sexualised visibility' to describe how in male dominated work settings such as engineering, women are inscribed with sexual attributes that overshadow and obscure other attributes and values. From a career point of view, sexualised visibility is deeply problematic. However, as yet we have only limited understanding of how women in such settings navigate sexualised visibility and what this means for their careers. Drawing on social identity based impression management (SIM) to examine the career experiences of 50 women in petroleum, mechanical and automotive engineering in the UK, we develop new insights into the relationship between perception, power and relations of visibility. Specifically we identify the interplay between career stage and power and show how the strategies that women adopt to navigate sexualised visibility in their work settings vary by career stage. Furthermore we argue that women's collective efforts to ensure a favourable representation of their group leads to the reproduction of an implicit but powerful prescriptive gender stereotype which constrains their career progression.

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“…Acknowledgment can be effective at improving evaluations of individuals with stigmatized identities in interview settings (Hebl & Kleck, 2002;Johnson, Sitzmann, & Nguyen, 2014;Lyons et al, 2018). Past research has shown that interviewers (and perceivers of interactions) rate applicants with various stigmatized identities (e.g., people with disabilities, Hebl & Kleck, 2002;stutterers, Mills, Belgrave, & Boyer, 1984;obese individuals, Hebl & Kleck, 2002) who acknowledge versus those who do not acknowledge higher on measures of likeability, hireability, and other positive aspects.…”

Section: Acknowledgmentmentioning

confidence: 99%

“…Past research has shown that interviewers (and perceivers of interactions) rate applicants with various stigmatized identities (e.g., people with disabilities, Hebl & Kleck, 2002;stutterers, Mills, Belgrave, & Boyer, 1984;obese individuals, Hebl & Kleck, 2002) who acknowledge versus those who do not acknowledge higher on measures of likeability, hireability, and other positive aspects. Additionally, research shows that acknowledgment can help direct attention away from a stigma characteristic (Madera & Hebl, 2012), counteract negative stereotypes, lead to more positive evaluations (Johnson et al, 2014;Lyons et al, 2018), and decrease displays of interpersonal forms of discrimination toward applicants with a stigma characteristic (Singletary & Hebl, 2009). Despite these doc-umented benefits, acknowledgment is not a one-size-fits-all identity management strategy.…”

Section: Acknowledgmentmentioning

confidence: 99%

“Say it Loud, I’m Black and Proud:” The Effectiveness of Racial Acknowledgments at Work

Ruggs¹,

Walker²,

Corrington³

et al. 2019

PAD

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People with stigmatized identities may use identity management strategies to reduce and combat workplace discrimination (see Lyons et al., 2018; Singletary & Hebl, 2009). Goffman (1963) describes "stigma" as an attribute creating "undesired differentness" that is "discredited" (immediately evident) or "discreditable" (not immediately perceived) by society. Identity management strategies influence how others perceive this stigma and the stigma bearer. Such strategies involve various approaches such as calling attention to one's stigmatized identity, concealing one's stigmatized identity, or changing one's behavior when interacting with others. Although targets of workplace discrimination should not be held responsible as the sole or primary combatants of discrimination (Ruggs, Martinez, & Hebl, 2011), research shows that engaging in identity management strategies is an effective way to reduce workplace discrimination, particularly subtle forms of discrimination (Jones, Peddie, Gilrane, King, & Gray, 2016). In the current study, we examine acknowledgment (i.e., openly addressing one's marginalized stigma characteristic) as an identity management strategy for racial minorities, particularly Black people. Given the continued displays of discrimination against racial minorities in the U.S., it is clear that being Black in the U.S. still invokes a tremendous amount of negativity in certain contexts, including the workplace. Indeed, a recent meta-analysis examining hiring discrimination against racial minorities showed that although there appears to be some decline in hiring discrimination against Hispanic job applicants over the past 25 years, there has been no significant change in levels of hiring discrimination against Black job applicants during this time period (Quillian, Pager, Hexel, & Midtbøen, 2017). According to these meta-analytic findings, both Black and Hispanic job applicants experienced hiring discrimination over the past 25 years compared to White job applicants; however, the levels of discrimination are somewhat more ABSTRACT KEYWORDS Research underscores engagement in identity management strategies as an effective way to reduce workplace discrimination, particularly subtle forms of discrimination. The aim of the current study is to examine the use and effectiveness of different methods of the specific identity management strategy of acknowledging race as a way to reduce workplace discrimination and lead to other positive outcomes for Black individuals. A sample of Black and White individuals with professional work experience participated in an online vignettebased survey. Participants read four short vignettes involving race in the workplace and responded to a series of questions assessing usage of various acknowledgment strategies, affective outcomes, and perceptions of effectiveness. Results revealed that Black individuals reported acknowledging their race to a greater extent than did White individuals, and Black people reported positive benefits of affirming race and using humor to discuss their ra...

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Don’t hate me because I’m beautiful: Acknowledging appearance mitigates the “beauty is beastly” effect

Cited by 23 publications

References 43 publications

The Attractiveness Advantage At Work: A Cross-Disciplinary Integrative Review

The Attractiveness Advantage At Work: A Cross-Disciplinary Integrative Review

Navigating sexualised visibility: A study of British women engineers

“Say it Loud, I’m Black and Proud:” The Effectiveness of Racial Acknowledgments at Work

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