Gender stereotypes and workplace bias

Heilman, Madeline E.

doi:10.1016/j.riob.2012.11.003

Cited by 1,067 publications

(1,247 citation statements)

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“…Gender stereotypes have a significant impact on the evaluation of leaders as well as on promotion decisions (see, Eagly & Karau, 2002;Heilman, 2012). They represent people's overgeneralized perceptions about attributes of men and women (Heilman, 2012).…”

Section: Gender Stereotypes and Evaluations Of Leadersmentioning

confidence: 99%

“…These trainings need to be conducted on a voluntary basis to prevent reactance effects (Dobbin & Kalev, 2016). Structuring evaluation processes by defining specific criteria for advancement can help reduce the effects of stereotypes in organizations (Heilman, 2012). In line with this, some companies use sophisticated matching techniques to compare the fit of a large number of qualified employees with a given leadership position to achieve higher levels of diversity (Martin, 2013).…”

Section: Practical Implicationsmentioning

confidence: 99%

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The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

Hentschel

Braun

Peus

et al. 2017

European Journal of Work and Organizational Psychology

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2019) 'The communality-bonus eect for male transformational leaders leadership style, gender, and promotability.', European journal of work and organizational psychology., 27 (1). pp. 112-125.Further information on publisher's website: Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

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Section: Gender Stereotypes and Evaluations Of Leadersmentioning

confidence: 99%

Section: Practical Implicationsmentioning

confidence: 99%

The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

Hentschel

Braun

Peus

et al. 2017

European Journal of Work and Organizational Psychology

View full text Add to dashboard Cite

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“…Such forms of prejudice do not necessarily communicate negative views of these groups. In fact, individuals who belong to disadvantaged groups may also endorse stereotypes that pertain to their own group, and hence think unequal outcomes are fair [24]. We tend not to recognize these beliefs as being biased [25].…”

Section: Perceiving Discriminationmentioning

confidence: 98%

Modern discrimination: how perpetrators and targets interactively perpetuate social disadvantage

Ellemers

Barreto

2015

Current Opinion in Behavioral Sciences

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(word count: 120)Stereotypes and discriminatory behavior do not necessarily imply that people are explicitly devalued or actively excluded from attractive positions in society. Instead, these often implicitly communicate that any social disadvantages are due to individual shortcomings. Recent research has uncovered a number of mechanisms that explain how individuals may come to enact stereotypical expectations of others. Modern expressions of stereotypes are not easily recognized or perceived as discriminatory. Attempts to distance the self from the disadvantaged group to avoid discrimination are likely to backfire in different ways. Countering common beliefs, people are quite reluctant to confront discrimination or to claim unequal treatment. For all these reasons, modern discrimination tends to induce a cycle of self-fulfilling mechanisms that perpetuate group-based social disadvantage. Modern discrimination 3Highlights: 3-5 bullet points 85 characters per bullet point• Equal opportunity beliefs help maintain group-level outcome differences• Perceiving discrimination is impeded when stereotypes are communicated implicitly• Avoiding discrimination requires people to denounce part of their identity• Confronting discrimination often results in victim blame rather than system change Acknowledgments (funding bodies or individuals):

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“…Esto da lugar a lo que algunos autores han denominado como el efecto "las mujeres son maravillosas" (Eagly y Mladinic, 1994), una especie de sexismo benevolente que evalúa de forma muy favorable a las mujeres pero no evita su discriminación, ya que no son estos precisamente los rasgos más valorados en el mercado laboral. Lo que da lugar a la discriminación no es, por tanto, la actitud más o menos positiva hacia las mujeres, sino la falta de ajuste entre los rasgos propios del estereotipo femenino y los perfiles psicológi-cos que se valoran en el mercado laboral (Heilman, 2012;Heilman y Eagly, 2008), algo especialmente evidente en las ocupaciones consideradas tradicionalmente como masculinas, así como en los puestos de dirección y responsabilidad. Esta falta de ajuste no afecta únicamente a las mujeres; también los varones que intentan acceder a empleos típicamente femeninos se ven discriminados por la percepción estereotipada de los rasgos de la masculinidad.…”

Section: Estereotipos De Género Y División Del Trabajounclassified

Estereotipos de género, maternidad y empleo: un análisis psicosociológico

2018

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Introducción: en las últimas décadas se ha producido un cambio sustancial en la posición de las mujeres en el mercado laboral, aunque no puede hablarse todavía de un reparto equitativo del trabajo entre hombres y mujeres. Por una parte, existen aún claros indicios de discriminación laboral de las mujeres, y por otro, la participación de los varones en el trabajo doméstico no ha crecido al ritmo al que lo ha hecho la de la mujer en el trabajo remunerado.Objetivo: reflexionar sobre las bases ideológicas en las que se sustenta esta desigualdad mediante el análisis del peso que los estereotipos de género tradicionales, y específicamente aquellos que se construyen alrededor de la maternidad, tienen en la carrera laboral de las mujeres jóvenes.Metodología: los datos proceden de un estudio cualitativo en el que se entrevistó a una muestra de jóvenes con diferentes posiciones dentro del mercado de trabajo.Resultados: en general, los discursos sobre la maternidad y la crianza se caracterizan por un marcado esencialismo biológico y psicológico que atribuye a las mujeres una mayor capacidad natural para el cuidado de los hijos.Conclusiones: los estereotipos de género que se construyen alrededor de la maternidad son uno de los principales factores ideológicos que mantienen la discriminación de las mujeres dentro del mercado laboral.

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Gender stereotypes and workplace bias

Cited by 1,067 publications

References 125 publications

The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

Modern discrimination: how perpetrators and targets interactively perpetuate social disadvantage

Estereotipos de género, maternidad y empleo: un análisis psicosociológico

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