Meta-Cognition about Biological Sex and Gender-Stereotypic Physical Appearance: Consequences for the Assessment of Leadership Competence

Sczesny, Sabine; Kühnen, Ulrich

doi:10.1177/0146167203258831

Cited by 75 publications

(63 citation statements)

References 39 publications

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“…Two studies were conducted in the Netherlands 25,26 and 2 in Germany. 27,28 Participants in all studies were categorized by gender; 11 had descriptors of age (means or ranges), 13,14,17,19,21,23,27–31 and 2 provided some description of race and ethnicity. 21,23 Whites made up 72% to 90% of participants in these two studies.…”

Section: Resultsmentioning

confidence: 99%

“…21,23 Whites made up 72% to 90% of participants in these two studies. Studies established applicant gender visually by photograph 19,28,29,32–36 or video, 13,21,37 designation of sex on the application, 18,24 in-person interview, 27,37 and/or the use of gendered names and pronouns (modifications of the Goldberg paradigm 38 ). 11,12,14–18,22–32,34 Twenty-four studies 11–13,15,16,18–30,32,34–37,39 examined gender bias in decision making with regard to applicants for “male sex-typed jobs,” the term applied in much of this research to positions historically or predominantly occupied by men and/or assumed to require stereotypically male traits.…”

Section: Resultsmentioning

confidence: 99%

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Interventions That Affect Gender Bias in Hiring: A Systematic Review

2009

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Purpose To systematically review experimental evidence for interventions mitigating gender bias in employment. Unconscious endorsement of gender stereotypes can undermine academic medicine's commitment to gender equity. Method The authors performed electronic and hand searches for randomized controlled studies since 1973 of interventions that affect gender differences in evaluation of job applicants. Twenty-seven studies met all inclusion criteria. Interventions fell into three categories: application information, applicant features, and rating conditions. Results The studies identified gender bias as the difference in ratings or perceptions of men and women with identical qualifications. Studies reaffirmed negative bias against women being evaluated for positions traditionally or predominantly held by men (male sex-typed jobs). The assessments of male and female raters rarely differed. Interventions that provided raters with clear evidence of job-relevant competencies were effective. However, clearly competent women were rated lower than equivalent men for male sex-typed jobs unless evidence of communal qualities was also provided. A commitment to the value of credentials before review of applicants and women's presence at above 25% of the applicant pool eliminated bias against women. Two studies found unconscious resistance to “antibias” training, which could be overcome with distraction or an intervening task. Explicit employment equity policies and an attractive appearance benefited men more than women, whereas repeated employment gaps were more detrimental to men. Masculine-scented perfume favored the hiring of both sexes. Negative bias occurred against women who expressed anger or who were perceived as self-promoting. Conclusions High-level evidence exists for strategies to mitigate gender bias in hiring.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Interventions That Affect Gender Bias in Hiring: A Systematic Review

2009

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“…More specifically, people quickly derive impressions and infer personal attributes from sensory cues in the face (such as facial symmetry, size and placement of the eyes; Zebrowitz, 1996; Bodenhausen and Macrae, 2006; Freeman and Ambady, 2011). These impressions, in turn, may guide their behaviors (e.g., voting decisions, Olivola and Todorov, 2010; hiring decisions, Sczesny and Kühnen, 2004; avoidance of sick individuals or approaching competent people; Zebrowitz, 2011). …”

Section: Mechanisms Underlying Effects Of Facial Age Appearancementioning

confidence: 99%

Age Bias in Selection Decisions: The Role of Facial Appearance and Fitness Impressions

et al. 2017

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This research examined the impact of facial age appearance on hiring, and impressions of fitness as the underlying mechanism. In two experimental hiring simulations, one with lay persons and one with Human Resource professionals, participants evaluated a chronologically older or younger candidate (as indicated by date of birth and age label) with either younger or older facial age appearance (as indicated by a photograph). In both studies, older-looking candidates received lower hireability ratings, due to less favorable fitness impressions. In addition, Study 1 showed that this age bias was reduced when the candidates provided counter-stereotypic information about their fitness. Study 2 showed that facial age-based discrimination is less prevalent in jobs with less costumer contact (e.g., back office).

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“…Instead, merely classifying a person as male or female automatically evokes associations of masculine and feminine qualities with them (e.g., Banaji & Hardin, 1996;Ito & Urland, 2003). These mental associations, or stereotypes, can be influential even when people are unaware of their presence (e.g., Sczesny & Kühnen, 2004). Stereotyping can make individual men and women appear to be more similar to their respective societal stereotypes than they actually are.…”

Section: Gender and Leader Stereotypesmentioning

confidence: 99%

Gender and Leadership: Negotiating the Labyrinth

Kark

Eagly

2009

Handbook of Gender Research in Psychology

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There is no topic with more profound implications for gender equality than leadership. Gender equality cannot be attained until women and men share leadership equally. With unfettered access of women to leadership, the policies of organizations and governments would balance the concerns of women and men more equitably. Yet, women and men are not equally represented as leaders in any contemporary nation. Therefore, it is essential that people committed to furthering gender equality understand what enhances the access of women and men to leadership and their ability to perform well in leader roles. To foster this understanding, we focus this chapter on explaining why women have less access to leadership than men do, especially to roles that confer high levels of power and authority. We also explore women's considerable progress in attaining such roles in many nations. An understanding of both women's advancement and their continuing lack of equality with men illuminates the changes needed to produce gender equality.The first issue we address is whether the typically greater family responsibilities of mothers than fathers are the main deterrent to women's rise as leaders. The second issue is whether people are prejudiced against women as leaders and, therefore, discriminate against them as candidates for leadership roles and resist their authority once they occupy these roles. Such prejudicial pressures can affect women's leadership behavior. The third issue is whether challenges to women as leaders reside at least in part in the structure and culture of organizations. As we argue in this chapter, the conjunction of these several considerations produces paths to leadership that are decidedly more challenging for women than for men-challenges that can be metaphorically described by a labyrinth that women traverse to attain power and authority and exercise it effectively (Eagly & Carli, 2007).Given that all individuals possess identities in addition to their gender, the multifaceted challenges to leadership that individuals face can differ depending on attributes such as sexual orientation, race, and ethnicity. Throughout the chapter, we remain cognizant of the different contours that these intersectionalities impose on men's and women's leadership (Shields, 2008).

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Meta-Cognition about Biological Sex and Gender-Stereotypic Physical Appearance: Consequences for the Assessment of Leadership Competence

Cited by 75 publications

References 39 publications

Interventions That Affect Gender Bias in Hiring: A Systematic Review

Interventions That Affect Gender Bias in Hiring: A Systematic Review

Age Bias in Selection Decisions: The Role of Facial Appearance and Fitness Impressions

Gender and Leadership: Negotiating the Labyrinth

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