Forms of bias

  • Prove-it-again: women generally have to provide more evidence than men to be judged as equally competent.
  • Maternall wall: mmaternity has a negative impact on the assessment of women
  • Tightrope: assertive behaviour of women is often not appreciated
  • Tug-of-war: female evaluators do not always stand up for younger women

Breadwinner Bonus

In the absence of information, men are often seen as breadwinners and women as caregivers. These assumptions have an impact on the employment conditions that are offered and contribute to a pay gap between male and female candidates. However, as soon as explicit information is given about roles and tasks in the family, this difference disappears or even turns around. Read the full article here.

Bear, J. B., & Glick, P. (2017). Breadwinner bonus and caregiver penalty in workplace rewards for men and women. Social Psychological and Personality Science, 8, 780-788. https://doi-org.proxy.library.uu.nl/10.1177/1948550616683016

Phelan et al. Shifting Criteria

When female candidates present themselves as fit for a leadership role (e.g. by demonstrating their competence and ambition), they risk social and economic penalties. Evaluators disadvantage qualified female candidates by modifying the criteria used for judgment away from competence to overemphasize interpersonal skills. For the full article, click here.

Phelan, J. E., Moss-Racusin, C. A., & Rudman, L. A. (2008). Competent yet out in the cold: Shifting criteria for hiring reflect backlash toward agentic women. Psychology of Women Quarterly, 32, 406-413. https://doi-org.proxy.library.uu.nl/10.1111/j.1471-6402.2008.00454.x

Eagly Karau. Role Congruity TheorySeveral studies have shown that women have to meet more / higher criteria to be judged as very competent and possessing leadership ability than men. Once women have obtained a position of leadership, their qualifications are rated as less, even if they have performed the same as men. These two forms of prejudice stem from a perceived contradiction between typical female traits (e.g. caring and helpful) and leadership traits (e.g. assertive and independent). For more background information read the entire article here.

Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598. https://doi.org/10.1037/0033-295x.109.3.573

Creativiteit wordt met mannelijkheid geassocieerd

Creative thinking is one of the conditions that enables researchers to conduct innovative scientific research and is often seen as a criterium to evaluate the quality of researchers. Based on a serie of five studies, the ability to think creative (‘outside-the-box’) is found to be systematically more associated with men than with women.

Proudfoot, D., Kay, A. C., & Koval, C. Z. (2015). A gender bias in the attribution of creativity: Archival and experimental evidence for the perceived association between masculinity and creative thinking. Psychological Science.

research report
Leslie, S.-J., Cimpian, A., Meyer, M., & Freeland, E. (2015). Expectations of brilliance underlie gender distributions across academic disciplines. Science347, 262-265.

associaties
Greenwald, A. G., & Banaji, M. R. (1995). Implicit social cognition: attitudes, self-esteem, and stereotypes. Psychological Review102, 4-27.