Sex bias in judgements of occupational suitability.

Abstract

Two forms of sex bias are discussed, bias indicating denigration of women, and bias based on sex role congruence. Studies are reviewed documenting the existence of both, but the latter form seems to be prevalent when studies are properly designed. A few recent investigations, however, have failed to show sex bias. It is argued that the apparent absence of bias was due to the substantial amount of information available about stimulus persons. Investigations examining directly the effects of type and amount of information have shown that relevant information significantly reduces or even eliminates bias. A social cognition model of occupational suitability judgements is presented. According to this model, social category information (e.g. sex) is important when little relevant information for the judgement is available. Personal information takes precedence over and obviates the need for category information. The paper concludes by discussing implications for role theory and the division of labour in the work force.

A Prototype Matching Approach to Understanding the Role of Applicant Gender and Age in the Evaluation of Job Applicants1

“…Research that has focused on discrimination (e.g., gender and age) in selection decisions has taken a more cognitive approach than research that has focused on the interview or selection quality or validity. The applicant gender and age selection literatures have traditionally relied on the concepts of gender-and age-associated stereotypes to explain the role of applicant gender (Arvey, 1979;Cohen & Bunker, 1975;Dipboye & Wiley, 1977;Fidell, 1970;Gerdes & Garber, 1983; Kalin & Hodgins, 1984;Powell, 1987;Renwick & Tosi, 1987;Terborg & Ilgen, 1975) and age (Cleveland, Festa, & Montgomery, 1988;Cleveland & Landy, 1983;Gordon & Arvey, 1986; Gordon, Rozelle, & Baxter, 1988;Rosen & Jerdee, 1976;Singer & Sewell, 1989) in selection decisions. This research advocates a matching process, whereby applicant information or stereotypes are matched to raters' preexisting information, which includes job or incumbent stereotypes.…”

Social framework testimony in employment discrimination cases

“…In addition, an employer's beliefs about the occupation have to be considered. For instance, if stereotypically feminine traits are believed to be associated with nursing skills, the application of gender stereotypes to male nursing applicants will result in their being disadvantaged (Heilman, Martell, & Simon, 1988;Kalin & Hodgins, 1984). On the other hand, men are more likely to be considered for promotion to jobs that are believed to require "masculine" characteristics.…”

Sex‐role Attitudes, Values and Instrumental‐expressive Traits of Women Trainees in Traditional vs Non‐traditional Programmes

“…Gender stereotypic personality traits and behaviour-patterns have been intimately associated with occupational sex-stereotypes (Eagly & Steffen, 1984; Kalin & Hodgins, 1984;Shinar, 1975). According to Eagly and Steffen, beliefs in occupational stereotypes are caused by people's observation of the actual differential distribution of men and women into various social roles, considered to require different types of personality attributes.…”

“…On the other hand, the social cognition model of occupational suitability judgements (Kalin & Hodgins, 1984), suggests that when information regarding the personal characteristics of a stimulus person is minimal, the bias of sex-role congruency takes precedence. The authors report evidence that an occupation is judged suitable for a person only if the stimulus person's gender is sex-stereotypicaliy congruent with the perceived characteristics of that occupation.…”