When information does not deter stereotyping: Prescriptive stereotyping can foster bias under conditions that deter descriptive stereotyping

Gill, Michael J.

doi:10.1016/j.jesp.2003.12.001

Cited by 91 publications

(89 citation statements)

References 27 publications

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“…Gill, 2004). For instance, an item measuring descriptive norms regarding men’s family investment was ‘The average man in Belgium spends little time on household chores’ (reversed) and an item measuring descriptive norms regarding women’s career investment was ‘The average woman in Belgium spends time on building a successful career.’ It was emphasized that we were interested in what participants believed the average man or woman in Belgium did, not what they thought about this personally.…”

Section: Methodsmentioning

confidence: 99%

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults’ Work and Family Aspirations

2016

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The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (in)compatible with gender identities limit or enhance young men and women’s family and career aspirations. Results show that young adults (N = 445) perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to ‘have it all’: mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men’s family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults’ gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way.

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Section: Methodsmentioning

confidence: 99%

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults’ Work and Family Aspirations

2016

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“…Such prescriptive beliefs might disadvantage female leaders even when leaders are accurately perceived (Gill, 2004), by fostering behavior consistent with gender roles and discouraging inconsistent behavior. Given prevalent gender stereotypes that men are agentic (e.g., assertive, directive) and women are communal (e.g., sensitive and caring; Newport, 2001;Williams & Best, 1990), women leaders can be evaluated unfavorably because their agentic behavior violates ideas about desirable femininity.…”

Section: Study 2: Prescriptive Stereotypes About the Importance Of Lementioning

confidence: 99%

An exploration of stereotypical beliefs about leadership styles: Is transformational leadership a route to women's promotion?

Vinkenburg¹,

Engen

Eagly

et al. 2011

The Leadership Quarterly

272

191

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An exploration of stereotypical beliefs about leadership stylesVinkenburg, C.J.; van Engen, Marloes; Eagly, A.H.; Johannesen-Schmidt, M.C. Published in:The Leadership Quarterly Document version:Publisher's PDF, also known as Version of record General rightsCopyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights.-Users may download and print one copy of any publication from the public portal for the purpose of private study or research -You may not further distribute the material or use it for any profit-making activity or commercial gain -You may freely distribute the URL identifying the publication in the public portal Take down policyIf you believe that this document breaches copyright, please contact us providing details, and we will remove access to the work immediately and investigate your claim. Two experimental studies examined whether gender stereotypes about the transformational, transactional, and laissez-faire leadership styles constitute an advantage or an impediment for women's access to leadership positions in organizations. The first study investigated the accuracy of descriptive gender stereotypes about leadership styles, showing that participants accurately believe that women display more transformational and contingent reward behaviors, and fewer management-by-exception and laissez-faire behaviors than men. The second study investigated prescriptive stereotypes about the importance of leadership styles for the promotion of women and men to different levels in organizations. Inspirational motivation was perceived as more important for men than women and especially important for promotion to CEO. In contrast, individualized consideration was perceived as more important for women than men and especially important for promotion to senior management. Consistent with these stereotypical beliefs about leadership, women interested in promotion may be well advised to blend individualized consideration and inspirational motivation behaviors.

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“…Par exemple, il a plusieurs fois été montré qu'une femme qui ne se conforme pas aux attentes traditionnelles (qui ne se montre pas sensible et maternelle par exemple) est la cible de comportements hostiles (voir Burgess & Borgida, 1999 ;Eagly & Karau, 2002 ;Gill, 2004 ;Rudman & Glick, 1999, 2001. Dans cette situation, la discrimination deviendrait donc un moyen de sanctionner la violation des prescriptions stéréotypiques.…”

Section: Violation Des Prescriptions Stéréotypiques Et Discriminationunclassified

“…Pour pouvoir établir l'existence d'un lien entre violation des prescriptions de genre et sanction, il paraît important de mesurer le niveau de volonté prescriptive afin de déterminer la force du lien qui les unit. À notre connaissance, Gill (2004) est le seul auteur qui ait étudié de manière directe et empirique ce lien entre prescription et discrimination. Pour ce faire, cet auteur a, dans un premier temps, mesuré l'adhésion de ses participants aux stéréotypes descriptif et prescriptif des femmes, en leur présentant une liste de traits de sociabilité et de compétence.…”

Section: Violation Des Prescriptions Stéréotypiques Et Discriminationunclassified

“…Puis nous leur avons demandé d'indiquer dans quelle mesure une série de traits liés à la sociabilité sont avantageux pour les hommes lorsqu'ils sont possédés par les femmes soit dans le cadre de leur travail (pour la moitié des participants) soit dans le cadre familial (pour le reste des participants). Ces traits avaient été identifiés par des études antérieures comme étant généralement prescrits aux femmes (Gill, 2004 ;Prentice & Carranza, 2002). Ensuite, les participants indiquaient dans quelle mesure une femme idéale devait posséder chacun de ces traits plus qu'un homme ou moins qu'un homme (à nouveau soit dans le cadre de son travail, soit dans le cadre familial).…”

Section: Prescription Et Maintien De L'avantage Des Dominantsunclassified

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Stéréotypes prescriptifs et avantages des groupes dominants

Delacollette¹,

Dardenne²,

Dumont³

2010

Année psy

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RÉSUMÉLa composante prescriptive des stéréotypes est définie comme un ensemble de croyances à propos des caractéristiques auxquelles les membres d'un groupe doivent se conformer. Elle a été principalement étudiée dans le cadre des stéréotypes sexuels. Nous pensons que la fonction principale de cette composante prescriptive est de permettre aux membres des groupes dominants de maintenir les membres des groupes subordonnés dans une position qui leur est avantageuse. Nous illustrons notre propos en présentant différents articles théoriques et empiriques qui montrent que le statut relatif de différents groupes sociaux détermine en grande partie les caractéristiques prescrites aux membres de ces groupes, que les subordonnés qui ne se conforment pas aux prescriptions dont ils font l'objet sont sanctionnés, et que les dominants prescrivent aux subordonnés des caractéristiques qu'ils jugent bénéfiques pour leur propre groupe. Prescriptive stereotypes and dominant groups' benefits ABSTRACTThe prescriptive component of stereotypes is defined as a set of beliefs about the characteristics group members should possess. It has mainly been studied regarding gender stereotypes. We believe that the main function of this prescriptive component is to allow dominant group members to maintain subordinate group members in an advantageous position for themselves. To illustrate our proposal, we present several theoretical and empirical papers, showing that the relative status of social groups is a determinant of which characteristics are prescribed to the members of these groups; that subordinates who fail to conform to the prescription are sanctioned; and that dominants prescribe to subordinates characteristics they see as beneficial to their own group.

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When information does not deter stereotyping: Prescriptive stereotyping can foster bias under conditions that deter descriptive stereotyping

Cited by 91 publications

References 27 publications

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults’ Work and Family Aspirations

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults’ Work and Family Aspirations

An exploration of stereotypical beliefs about leadership styles: Is transformational leadership a route to women's promotion?

Stéréotypes prescriptifs et avantages des groupes dominants

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