Separating Gender Biases in Screening and Selecting Candidates for Hiring and Firing

Levin, Irwin P.; Rouwenhorst, Robert; Trisko, Heather M.

doi:10.2224/sbp.2005.33.8.793

Cited by 17 publications

(9 citation statements)

References 16 publications

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“…Male business students showed a gender bias in their preference for hiring male applicants in the absence of information indicating female applicants' leadership competence. Moreover, consistent with previous research (Biernat and Fuegen 2001;Levin, et al 2005), the present study demonstrated that gender bias might only operate at a distinct stage of the decision-making process, that is, at the final-choice stage.…”

Section: Discussionsupporting

confidence: 92%

“…However, the personnel selection process usually includes at least two important steps (Levin et al 2005): (1) The preliminary decision which involves an initial screening of persons from the pool of applicants, where if successful, allows applicants to be placed on the short list and (2) the subsequent decision in which an applicant/ person will be hired from the shortlist. According to Biernat and Fuegen (2001) the process of short-listing requires matching the applicant against minimum requirements for the job and the process of hiring requires matching the applicants against confirmatory requirements.…”

Section: Introductionmentioning

confidence: 99%

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Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

Bosak

Sczesny

2011

Sex Roles

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The present research investigated factors that might affect gender discrimination in a hiring simulation context from the perspectives of social role theory and the shifting standards model. Specifically, the experimental study investigated whether gender biases are evident in the screening and hiring stage of the personnel selection process depending on the applicants' social role and evaluators' gender. A sample of German undergraduate business students (54 women, 53 men) was asked to make a personnel selection decision (short-listing or hiring) about a fictitious applicant (man or woman) in a specific role (leader or non-leader) for a managerial position. Consistent with social role theory's assumption that social role information is more influential than gender information, participants selected applicants described as leaders over applicants described as non-leaders, regardless of applicant gender. In addition, in the presence of role information, female applicants portrayed as leaders were similarly shortlisted and hired as male applicants with the same credentials. In the absence of role information, female applicants were similarly short-listed as male applicants; however, male applicants were hired over female applicants, albeit by male participants only. This is consistent with the shifting standards model's assumption that group members are held to a higher standard to confirm traits on which they are perceived to be deficient: Male participants hired female applicants portrayed as non-leaders with less certainty than their male counterparts possibly due to higher confirmatory standards for leadership ability in women than men. The research and practice implications of these results are discussed.

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Section: Discussionsupporting

confidence: 92%

Section: Introductionmentioning

confidence: 99%

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

Bosak

Sczesny

2011

Sex Roles

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“…According to the shifting standards model (Biernat, Kobrynowicz, & Weber, 2003; Biernat, Manis, & Nelson, 1991), in hiring decisions more evidence of competence is required from female than male candidates to achieve the same outcome (Biernat & Kobrynowicz, 1997). Similar gender bias disadvantageous to women have been demonstrated in firing versus retention decisions (e.g., Levin, Rouwenhorst, & Trisko, 2005).…”

Section: The Content Of Gender Bias In Performance Appraisals and Persupporting

confidence: 58%

Are Mixed-Gender Committees Less Biased Toward Female and Male Candidates? An Investigation of Competence-, Morality-, and Sociability-Related Terms in Performance Appraisal

Prati

Menegatti

Moscatelli

et al. 2019

Journal of Language and Social Psychology

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The present research investigated the spontaneous reference to the criteria of competence, morality, and sociability in descriptions made by professional committees evaluating female and male employees’ work performance. We examined whether professional committees used different criteria in their performance appraisal of male and female employees and how gender of committee members influences this outcome. The evidence showed that men were primarily evaluated on the basis of their competence, while women were evaluated on the basis of their performance in all the three (evaluative) criteria. Interestingly, using mixed compared with same gender committee members resulted in higher use of competence-related terms rather than sociability and morality ones, regardless of gender of employees. Overall, the evidence reveals that mixed-gender committees provide similar appraisals of male and female employees based on competence, suggesting that they might be an effective way to reduce gender bias in the performance appraisals.

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“…However, this does not imply that female dendrochronologists do not experience other types of gender bias and we do not intend to belittle the challenges that women dendrochronologists have overcome to gain the same level of recognition of their research as their male counterparts. If anything we laud the efforts of women researchers who overcome well-documented biases in hiring processes (Levin et al 2005;Schmader et al 2007), promotion decisions (Carr et al 2003;Heilman and Okimoto 2008), tenure decisions (Luzzadder-Beach and Macfarlane 2000), and grant awarding (Bornmann and Daniel 2005;Bornmann et al 2007) to achieve the same level of success as their male counterparts. …”

Section: Resultsmentioning

confidence: 99%

Lack of Gender Bias in Citation Rates of Publications by Dendrochronologists: What is Unique about this Discipline?

2010

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Most academic disciplines have a gender bias that exists in the recognition of research publications: women's publications are cited at lower rates than men's publications. In this paper, we examined whether a similar gender bias existed for publications by dendrochronologists. Tree-ring research is a fairly small field where males outnumber females, and therefore the sample size was limited to 20 female dendrochronologists and 20 male dendrochronologists. It was determined that native language (English or non-native English speaker), current employment (government or academic), and gender of the first-author do not significantly influence a paper's probability of being cited. However, years since dissertation completion was a good predictor of a paper's citation rate. We suggest that the high productivity of female dendrochronologists and a pattern of co-authoring with male colleagues bring the work of females to the attention of their male colleagues and thus eliminate the gender bias in citation of women's work common to other disciplines.

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Separating Gender Biases in Screening and Selecting Candidates for Hiring and Firing

Cited by 17 publications

References 16 publications

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

Are Mixed-Gender Committees Less Biased Toward Female and Male Candidates? An Investigation of Competence-, Morality-, and Sociability-Related Terms in Performance Appraisal

Lack of Gender Bias in Citation Rates of Publications by Dendrochronologists: What is Unique about this Discipline?

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