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The social construction of pregnancy emphasizes the mother's responsibility for the developing fetus. Hence, certain activities, such as participation in competitive sport, are often constructed as inappropriate during pregnancy. While expert opinion tends to stress caution, the diversity of athlete mothers' experiences challenge these dominant discourses. Less is known about how peers and other stakeholders in sport view the participation of pregnant athletes. Knowledge of such attitudes is essential to understanding the position of women in a specific society and the barriers to their autonomy. Hence, we examined survey responses from different sport stakeholders (N = 540) in Finland. Drawing on relational dialectics theory (Baxter, L. A. (2011). Voicing relationships. Sage.), we used contrapuntal analysis to identify different discourses on the compatibility of pregnancy and sport, and their interplay. Three discourses were identified: an equality discourse, which emphasizes that sport belongs to everyone, and that pregnant people should be accepted and supported in sporting environments; a responsibility discourse, which constructs pregnancy as fragility and sport as potentially dangerous for the athlete and the fetus; and an incompatibility discourse, which constructs pregnancy as a disease and unacceptable in sporting environments. Our analysis shows that medicalized, authoritative knowledge is the master strategy used to keep women out of male social spaces during pregnancy. The findings of our study highlight the ongoing struggle for reproductive justice in a patriarchal world order. To advance women's position in society and support the autonomy of all individuals, viable professional guidelines and organizational policies must be formulated and applied. [ABSTRACT FROM AUTHOR]

Previous evidence suggests that interventions that raise awareness of gender inequality might have the potential to challenge and undo well-anchored biases but, at the same time, might be threatening and provoke reactance against them. The effects of such interventions might also have a differential impact on women and men and vary depending on their level of neosexism and feminist identification. Extending previous research, two pre-registered studies (N = 1,895) were conducted to explore the differential effects of interventions that raise awareness of gender (in)equality with two frames (i.e., gender equality achievement vs. gender inequality persistence) on women's and men's attitudes toward women and gender equality. We also examined whether participants' gender ideology moderates these effects via different psychological mechanisms (identity threat and cognitive unfreezing). Results indicated that for women, the gender inequality persistence framing is more effective (increases cognitive unfreezing) but potentially riskier (enhances identity threat) than the gender equality achievement framing. For men, the gender equality achievement framing seems especially effective as it reduced identity threat, although such effect is contingent on their gender ideology (feminist identification or/and neosexism). These findings have implications for the discourse of practitioners, politicians, and activists who might capitalize on the power of combining gender equality with gender inequality frames to improve attitudes toward women and gender equality depending on the specific goals, the context, and the target of the interventions. [ABSTRACT FROM AUTHOR]

In this paper, we draw on qualitative data from 21 women working in diverse Science, Technology, Engineering and Math (STEM) fields in Lebanon to explore how they experienced gendered microaggressions at work and how they navigated them. We use the subcategories of gendered microaggressions developed by Nadal (2010) to highlight the various micro aggressive behaviors the women faced including aspects of micro-assaults, microinsults, and microinvalidations. We then provide four navigation tactics the women adopted to address these microaggressions. This research on women in STEM careers in Lebanon extends and contributes to the gender and organization literature in multiple ways, and highlights implications for human resource management professionals and career counselors. [ABSTRACT FROM AUTHOR]

Drawing on social role theory (Eagly & Wood, 2016), this paper seeks to understand the nature and causes of gender bias in student evaluations of teaching (SETs) by looking at student evaluations of faculty at two time periods: on the second day of class and on the day after the first exam grade is returned. We seek to understand whether bias exists at the onset of the semester and whether backlash after grading exacerbates any differences. We hypothesized that students would perceive grade feedback more harshly from a female faculty member than a male faculty member due to role congruency expectations of communality in women. The results indicate limited evidence for gender bias at the onset of the semester (the second day of class) and strong evidence for bias against female faculty after the first exam grade is received. This work advances our understanding of when bias develops within the semester and why it may occur. The findings of this study should be of interest to administrators and human resource personnel by ultimately aiding their ability to better manage gender bias in performance evaluations. [ABSTRACT FROM AUTHOR]

To avoid social disapproval in studies on prejudice against women leaders, participants might provide socially desirable rather than truthful responses. Using the Crosswise Model, an indirect questioning technique that can be applied to control for socially desirable responding, we investigated the prevalence of prejudice against women leaders in a German university community sample of 1529 participants. Prevalence estimates that were based on an indirect question that guaranteed confidentiality of responses were higher than estimates that were based on a direct question. Prejudice against women leaders was thus shown to be more widespread than previously indicated by self-reports that were potentially biased by social desirability. Whereas women showed less prejudice against women leaders, their responses were actually found to be more biased by social desirability, as indicated by a significant interaction between questioning technique and participants' gender. For men, prejudice estimates increased only slightly from 36% to 45% when an indirect question was used, whereas for women, prejudice estimates almost tripled from 10% to 28%. Whereas women were particularly hesitant to provide negative judgments regarding the qualities of women leaders, prejudice against women leaders was more prevalent among men even when gender differences in social desirability were controlled. Taken together, the results highlight the importance of controlling for socially desirable responding when using self-reports to investigate the prevalence of gender prejudice. [ABSTRACT FROM AUTHOR]

Women leaders in the workforce are adversely affected by two sets of stereotypes: women are warm and communal but leaders are assertive and competent. This mismatch of stereotypes can lead to negative attitudes toward women leaders, however, not all individuals will be equally sensitive to these stereotypes. Men and women characterized by a need for cognitive closure (the desire for stable and certain knowledge) should be particularly sensitive to these stereotypes because they can be stable knowledge sources. We hypothesized that (a) negative attitudes toward women leaders in the workforce would vary with individuals' need for closure, independent of their gender, and that (b) binding moral foundations (a concern for the larger group and its norms and standards) would mediate this association. In two studies, MTurk workers completed measures of negative attitudes toward women managers (Study 1, n = 149), stereotyped beliefs of women as not wanting or deserving high status positions in the workforce (Study 2, n = 207), as well as need for cognitive closure, moral foundations, social desirability, gender, and political orientation. Our results were consistent with our hypotheses and suggest that attitudes toward woman managers can reflect acceptance of pre-existent norms. If these norms can be changed, then changes in attitudes could follow. [ABSTRACT FROM AUTHOR]

The purpose of the present research was to examine the perceptions of women who drink in social contexts through the lens of dehumanization (Haslam 2006). Across three experiments, we manipulated the presence of alcohol by depicting a woman at a bar with a bottle of beer or a bottle of water and measured dehumanization. As hypothesized, women were dehumanized more in the alcohol condition than in the water condition by men (Experiments 1–3) and women (Experiments 2 and 3). Notably, the presence of alcohol compared to water had no impact on dehumanization of men (Experiment 2). Also, as hypothesized, perceived intoxication emerged as a significant mediator of the link between alcohol condition and dehumanization in Experiments 1 and 2, and alcohol quantity predicted greater dehumanization in Experiment 3. Extending the present work to prior work in this area, Experiment 3 also examined the links among alcohol, perceived sexual availability, and dehumanization, revealing that perceived sexual availability mediated the link between alcohol and dehumanization. Implications for theories of dehumanization, alcohol, and social perception as well as practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Validated interventions that increase bias literacy (i.e., knowledge of gender bias) and decrease sexism are critical to addressing pervasive gender biases in science, technology, engineering, and mathematics (STEM). However, interventions that highlight existing gender inequities may inadvertently act as a social identity threat cue for women. Including identity-safe cues in diversity interventions (i.e., suggesting that women are valued in STEM) may lessen these problematic outcomes. To explore this possibility, we conducted three experiments utilizing Video Interventions for Diversity in STEM (VIDS), a validated diversity intervention relying on high quality videos to convey the existence of gender bias in STEM. Consistent with prior research, relative to control conditions, VIDS led to greater bias literacy and lower gender bias among both men and women (Experiments 1 and 2) and encouraged women's intentions to take collective action (Experiment 2). At the same time, compared to control conditions, VIDS resulted in lower sense of belonging in the sciences, greater negative affect, and greater self-reported social identity threat, both among women from the general U.S. population (Experiments 1 and 2) and female scientists (Experiment 3). Including identity-safe cues, which present a positive female scientist role model (Experiment 2) or suggest that gender bias can be overcome (Experiments 2 and 3), helped alleviate VIDS' harmful effects on women's belonging and trust in the sciences, but had limited impact on stereotype threat. These findings highlight the need for researchers and practitioners to examine potential unintended negative consequences of diversity interventions and investigate techniques to buffer such outcomes. [ABSTRACT FROM AUTHOR]

Believing that reduced discrimination against women directly corresponds to increased discrimination against men, referred to as a zero-sum perspective (ZSP), may inhibit further attempts toward gender equality. Based on a sample of 313 men and women, we developed and tested both a general measure and a domain-specific measure of the ZSP of gender status then examined sociodemographics (age, education, political orientation, religious beliefs, and past experience with discrimination) and social dominance orientation as predictors of the ZSP of shifts in gender status. Hostile and modern sexism were examined as potential mediators of this relationship. Structural equation models were computed to examine predictive paths separately for men and women. Although some similarities were found, results showed important differences in predictive paths for women and men, and supported the expected mediating role of sexism in the relationships between sociodemographic predictors and the ZSP. Findings have implications for targeting intervention efforts to enhance a win-win or non-zero-sum perspective that may facilitate efforts toward reducing gender discrimination. [ABSTRACT FROM AUTHOR]

Cultures of honor, such as Turkey, prioritize defending individual and family reputations, but in gender-specific ways (Nisbett and Cohen 1996). Men maintain honor via reputations for toughness, aggression, control over women, and avenging insults. Women maintain honor through obedience to men, sexual modesty, and religious piety. Honor beliefs support women's subordination, justifying violence against them (Sev'er and Yurdakul, Violence against Women, 7, 964-998, 2001) and therefore should be challenged. Understanding honor beliefs' ideological correlates may inform such efforts. We hypothesized that benevolent sexism, a subjectively favorable system-justifying ideology, would more strongly, positively predict Turkish women's (versus men's) honor beliefs; whereas hostile sexism, which is openly antagonistic toward women, would more strongly, positively predict Turkish men's (versus women's) honor beliefs. Additionally, due to justifications for gender inequality embedded in Islamic religious teachings, we expected Islamic religiosity to positively predict honor beliefs for both genders. A convenience sample of Turkish undergraduates (313 women and 122 men) in Ankara completed the Ambivalent Sexism Inventory, Religious Orientation Scale, and Honor Endorsement Index. Regression analyses revealed that benevolent (but not hostile) sexism positively predicted women's honor beliefs, whereas hostile (but not benevolent) sexism positively predicted men's honor beliefs. Islamic religiosity positively predicted honor beliefs for both genders, but (unexpectedly) did so more strongly for men than women. We suggest that combating benevolent sexism and promoting feminist interpretations of Islamic religiosity may help to empower Turkish women to challenge honor beliefs. [ABSTRACT FROM AUTHOR]

This commentary offers additional considerations for better understanding and studying how women of color detect and respond to prejudice in the United States. Building on the thoughts raised by Remedios and Snyder (), we highlight the importance of considering the socio-cultural and historic factors that differentially impact how sub-groups of women of color are perceived. Rather than generalizing work on stigma and discrimination across the diverse group of women of color, we discuss the importance and benefits of examining subgroups individually. In this commentary therefore, we pose research questions about three additional bodies of literature that add to Remedios and Snyder's () ideas regarding experiencing stigma. First, we examine how stereotypes of subgroups of women of color differ. Next, we introduce other work in the field of intersectionality, e.g. gendered race, to argue that differences in the ways women of color are perceived may affect how they experience identity centrality, discrimination, and other identity-related processes. Finally, we provide empirical evidence highlighting the concept of intersectional invisibility as an additional form of felt discrimination. [ABSTRACT FROM AUTHOR]

In the present response to commentaries on Remedios and Snyder (), we consider how to develop more inclusive intersectional theories of how women of color experience race and gender stigmatization. As the commentaries highlight, an intersectional literature of multiple stigmatization will benefit from inclusive approaches that consider multiple identity dimensions (beyond race and gender; Carter-Sowell and Zimmerman ; Williams and Fredrick ), and diversity within social groups (such as diversity within women of color; Mohr and Purdie-Vaughns ). We reiterate these assertions by highlighting the limitations of relying on non-stigmatized or prototypical samples (Henrich et al. ; Purdie-Vaughns and Eibach ), noting that such samples are intersectional, and suggesting that greater inclusivity and use of intersectional approaches will promote the development of more robust and replicable theories. We also caution, however, that incremental advances in this field are necessary, and that research focusing on non-prototypical samples should not be held to a higher standard than research focusing on prototypical samples. In other words, the realization that we cannot do everything−we cannot consider all identity dimensions and all diversity within identity dimensions−in one series of studies should not undermine the value of what we can do as a collective field to move toward a literature of multiple stigmatization. In our response we focus on a U. S. cultural context. [ABSTRACT FROM AUTHOR]

Prior research demonstrates detrimental effects of sexism on female targets' well-being and career outcomes. Extending research on those targeted by sexism, the current study explored the collateral damage of ambient sexism on bystanders observing sexism directed at others. An experiment with 218 U.S. undergraduates at a large West-coast public university assessed how ambient sexism directed at a female job applicant impacted male and female bystanders' self-esteem and career aspirations. Results generally supported theoretical predictions regarding the moderating impact of bystander gender on the relationship between ambient sexism and bystander well-being. As hypothesized, ambient hostile sexism more negatively impacted female bystanders than male bystanders with regard to performance-based state self-esteem. Performance-based self-esteem in turn predicted career aspirations such that lower performance-based state self-esteem predicted lower career aspirations: gender moderated this mediated relationship such that the indirect effect was more negative for female bystanders than male bystanders. Gender also moderated the relationship between ambient benevolent sexism and appearance-based state self-esteem. Women observing benevolent sexism tended to report enhanced appearance-based esteem relative to women in the hostile sexism and control conditions, whereas men observing benevolent sexism reported significantly lower appearance esteem than men in the hostile sexism and control conditions. In sum, the current study suggests that women and men bystanders are impacted differently by ambient benevolent and hostile sexism. [ABSTRACT FROM AUTHOR]

This study examined the nonverbal and verbal expressions of hostile and benevolent sexism. Hostile sexism is sexist antipathy and benevolent sexism is a chivalrous belief that women are warm yet incompetent. We predicted that hostile sexist men would display less affiliative expressions but benevolent sexist men would display more affiliative expressions during mixed-gender interactions. Twenty-seven pairs of U.S. male and female undergraduates from a private university in New England participated in this study. These mixed-gender dyads participated in two social interactions: a structured trivia game followed by an unstructured conversation period. During the trivia game, men with more benevolent sexism were perceived to be more patient overall when waiting for the woman to answer the trivia questions. Furthermore, we examined the men's nonverbal and verbal expressions during the unstructured interaction-naïve raters made impression ratings of the men's nonverbal and verbal behavior, and trained coders counted the frequency of specific nonverbal cues (e.g., smiles). A word count software was used for verbal content analysis. As predicted, more hostile sexism was associated with less affiliative nonverbal and verbal expressions (e.g., less approachable, less friendly, and less smiling), but more benevolent sexism was associated with more affiliative nonverbal and verbal expressions (e.g., more approachable, more likely to smile, and more positive word usage). The effects held after controlling for men's personality traits and partners' nonverbal behavior. Differential behavioral expressions of benevolent and hostile sexism have theoretical importance as we can examine how sexism maintains the status quo at the interpersonal level. [ABSTRACT FROM AUTHOR]

This research investigates whether ambivalent sexism impacts individuals' perceptions of what is appropriate and valued dating behavior, as these perceptions may contribute to the perpetuation of traditional dating scripts. Two hundred seventeen undergraduate students from the Midwestern United States read a gender-stereotypic, gender-counter stereotypic, or egalitarian heterosexual dating vignette. Participants made judgments of appropriateness, warmth, and competence separately for the man and woman on the date. Overall, gender stereotypic dates were evaluated most positively, consistent with previous work suggesting that dating behaviors remain gendered. Evidence of the restrictive nature of the masculine gender role was obtained. Men in egalitarian and counter-stereotypic dating scenarios were evaluated negatively in terms of warmth, competence, and appropriateness, thus potentially experiencing backlash effects. Indeed, the man in the gender counter-stereotypic condition was rated as less competent, warm, and appropriate than the women, but the man in the gender stereotypic condition was rated as more competent, warm, and appropriate than the woman. Consistent with predictions, those high in ambivalent sexism had more negative reactions to gender counter-stereotypic dating scenarios than those low in ambivalent sexism. However, ambivalent sexism did not predict different reactions towards gender stereotypic and egalitarian dating scenarios, and egalitarian dates were rated as most typical regardless of participants' ambivalent sexism. Thus, greater acceptance of gender counter-stereotypic dates was observed among those low in ambivalent sexism, and even those high in ambivalent sexism were accepting of egalitarian dating practices. [ABSTRACT FROM AUTHOR]

Gender-biased standards in United Kingdom (UK) workplaces continue to exist. Women experience gender discrimination in judgements of competence, even by other women. Clothing cues can subtly influence professional perceptions of women. The aim of this study was to investigate how minor manipulations to female office clothing affect the judgements of competence of them by other UK females and to examine whether such effects differ with occupational status. One group of female university students ( n = 54) and one group of employed females ( n = 90), all from London and the East of England, rated images of faceless female targets, on a global competence measure derived from six competence ratings (of intelligence, confidence, trustworthiness, responsibility, authority, and organisation). The dress style was conservative but varied slightly by skirt length and the number of buttons unfastened on a blouse. The female targets were ascribed different occupational roles, varying by status (high - senior manager, or low - receptionist). Participants viewed the images for a maximum of 5 s before rating them. Overall participants rated the senior manager less favourably when her clothing was more provocative, but more favourably when dressed more conservatively (longer skirt, buttoned up blouse). This interaction between clothing and status was not present for the receptionist. Employed participants also rated females lower than did student participants. We conclude that even subtle changes to clothing style can contribute towards negative impressions of the competence of women who hold higher status positions in a UK cultural context. [ABSTRACT FROM AUTHOR]

In a survey study of 458 U.S. women and men, we examined experiences of incivility at an academic conference, a context that represents an important extension of the academic/professional workplace. We hypothesized and found that women reported more incivility, perceived the climate to be more sexist, and reported more conference exclusion than men. Counter to our prediction, men and women did not differ in how negatively they viewed the climate or their conference satisfaction. Since incivility may be a subtle form of bias that targets women more than men, women's experiences of incivility may lead them to view the environment as more sexist. We found support for this, such that the relationship between incivility and sexist climate perceptions were stronger for women than men. Finally, we proposed that incivility would be related to negative conference outcomes through more negative perceptions of the conference climate for both genders, and through sexist climate perceptions only for women. Results of our path analyses indicated that positive, but not sexist, climate perceptions mediated the relationship between incivility and conference satisfaction for both genders. Further, both sexist and positive climate perceptions mediated the relationship between incivility and conference exclusion for both genders. We discuss incivility as a gendered phenomenon related to sexist contexts, as well as reasons for the observed mediated relationships. Additionally, we discuss the significant role that conference experiences may play for women and men in academia and professional settings, and implications for conference organizers. [ABSTRACT FROM AUTHOR]

In an effort to explore the shortage of female sport officials, the authors examined the experience of eight former female basketball officials from five geographically diverse states in the U.S. who voluntarily left the role. Specifically, the authors asked former female basketball officials to describe their workplace experiences. Utilizing a phenomenological approach and workplace incivility framework, the results indicated that the felt social inequity for female officials detracted from the participants experiencing a sense of community in the workplace, which ultimately led to their discontinuation in the role. Results indicate four key factors that created this uncivil work environment. An examination of the data revealed four major themes. Specifically the female basketball officials reported experiencing a Lack of Mutual Respect from male counterparts; Perceived Inequity of Policies; a Lack of Role Modeling and Mentoring for and from female officials; and experiencing more Gendered Abuse than did their male counterparts. The combination of these four factors exacerbated the female officials' inability to connect to the officiating community and led to their withdrawal from the role. The results further indicate that women officials likely threatened the hegemonic characteristics of a sport setting. Although females have made great strides in terms of sport participation, the practical implications of this research suggest that understanding females in workplace roles, such as officiating, is vital if social equity is to be achieved in the sporting community. [ABSTRACT FROM AUTHOR]

The current study conceptualized observer reactions to uncivil behavior towards women as an ethical behavior and examined three factors (target reaction, actor motive, and actor-target relationship) that influence these reactions. Two vignette studies with women and men undergraduate and graduate students in western Switzerland were conducted. Study 1 ( N = 148) was a written vignette study that assessed how the reaction of female targets to incivility and the motives of actors influenced observer reactions. Results showed that a female target's reaction influenced observers' evaluations of the harm caused by an uncivil incident, and that an actor's motive affected observers' assessments of the necessity to intervene. Study 2 ( N = 81) was a video vignette study that assessed the effects of the reactions by female targets to incivility and the relationship between the target and the actor on observer reactions. We found that female targets' reactions influenced observers' evaluations of harm and the perceived necessity to intervene. Furthermore, the effect of a female target's reaction on observers' evaluations of harm was moderated by the relationship between the actor and the target: a female target who laughed at the uncivil behavior was perceived as less harmed, when she and the actor had a personal relationship than when they had a professional relationship. When the female target reacted hurt or neutrally, actor-target relationship did not affect observers' evaluations of harm. We conclude by discussing the implications of our findings for theory and practice. [ABSTRACT FROM AUTHOR]

When experiencing gender prejudice, college women engage in a dynamic decision making process about whether and how to respond. We examined the discrepancy between how college women wanted to respond and how they actually responded to gender prejudice events and explored their reasons for not using a desired response. In this study, 81 college women from the Western United States responded to a qualitative online daily diary about gender prejudice. In 34% ( N = 265) of the events, the women reported there was a discrepancy between what they wanted to do and how they actually reacted, with the most common discrepancy being a desire to utilize a confrontational response (91%, N = 242). Over the two week period, women reported significantly more events during which they considered the use of a confrontational response ( N = 242) than they actually used one ( N = 199). Women's reported reasons for not using their desired response included: not being cost effective (25%), concern about social norms (37%), setting limitations (19%), personality characteristics (9%) and not being bothered enough by the event (10%). We also found that when women considered using a confrontational response but decided not to, they reported using all other response types instead. In these cases, women who did nothing during the event reported lower levels of distress during the event than women who used a psychological response or a different confrontational response. Implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

This study examined components of women's feminist identity and possible relations to their reported coping responses to sexism. A sample of 169 undergraduate women ( M = 19.4 y, SD = 1.2) from diverse ethnic backgrounds completed surveys assessing their experiences and gender-related views. The first set of analyses revealed that women's social gender identity, exposure to feminism, and gender-egalitarian attitudes independently contributed to feminist identification; moreover, non-stereotyping of feminists further predicted feminist self-identification. A second set of analyses tested the relative contribution of feminist identity components to women's cognitive appraisals of coping responses to sexual harassment. Seeking social support was predicted by self-identification as a feminist (for White European American women only). Confronting was predicted by social gender identity, non-stereotyping of feminists, and public identification as a feminist. Findings highlight possible components of women's feminist identity and their possible impact on coping responses to sexism. [ABSTRACT FROM AUTHOR]

The study investigated Latina and European American adolescent girls' ( N = 345, M = 15.2 years, range = 13 to 18) experiences with academic sexism in mathematics and science (M/S) and their M/S perceived competence and M/S value (liking and importance). M/S academic sexism was based on girls' reported experiences hearing sexist comments about girls' abilities in math and science. Older European American adolescents, and both younger and older Latina adolescents, who experienced several instances of academic sexism felt less competent in M/S than girls who experienced less sexism (controlling for M/S grades). In addition, among older girls (regardless of ethnicity), those who experienced several instances of academic sexism valued M/S less than girls who experienced less sexism. [ABSTRACT FROM AUTHOR]

American undergraduate participants ( N = 205) read an interview transcript and then evaluated male interviewers and a female job applicant to investigate perceptions of women who receive benevolent or hostile sexism (relative to non-sexist controls). As predicted, positive evaluations of the male interviewer in the benevolent and hostile sexist conditions negatively predicted participants’ hiring decisions—an effect that was fully mediated by low ratings of applicant competence. In accord with ambivalent sexism theory’s claim that women who challenge male dominance are not eligible for protective paternalism, participants’ hostile sexism scores predicted lower ratings of applicant competence and hireability, but only when the interviewer was a benevolent sexist. Implications for workplace discrimination are discussed. [ABSTRACT FROM AUTHOR]

This paper draws on a sample of 48,444 scientists and engineers in the United States to analyze nonstandard work arrangements among women and men, 8,773 of whom worked in such arrangements. With few exceptions, women were overrepresented in these arrangements and particularly in those characterized by lower wages and benefits, but their overrepresentation in the worst arrangements failed to explain the gender pay gap. Unlike in the general labor force where “equality at the bottom” tends to prevail, the gender pay gap in science and engineering is greater in the worst nonstandard work arrangements than in the best, and gender equality is greater in the best arrangements than in the worst, possibly because of a selection effect. [ABSTRACT FROM AUTHOR]

The gender pay gap most seriously affects women with children—a situation labeled the motherhood penalty. One common explanation is that mothers value family more than employment, leading to reduced work commitment and hence to lower pay. Using a questionnaire, we examined the relationship between endorsement of two work-related values (family and power), anticipated work commitment, and expected peak pay among 229 undergraduates at a southeastern U.S. university. Men expected higher peak salaries, valued power more and family less than women. For both genders, valuing power predicted higher expected peak salary and valuing family predicted lower anticipated work commitment. For women, reduced work commitment, in turn, predicted lower anticipated peak pay. For men, valuing family predicted higher peak pay expectations. [ABSTRACT FROM AUTHOR]

Two experiments examined the effects of discrimination source on men’s and women’s willingness to make attributions to a sexist experimenter or sexist rules. Students (161 male; 171 females) at a US university were exposed to a discriminatory person, discriminatory rule, or no discrimination. “Experiment 1” demonstrated individuals were less likely to make attributions to a sexist person than an unfair rule, and women were especially reluctant to indicate a person was responsible for their discrimination even when a person was the source. “Experiment 2” showed participants were less likely to indicate an experimenter, and even a rule, was sexist when there was a cost to the perpetrator (i.e., advisor would be notified of the perpetrator’s actions) for making such attributions. [ABSTRACT FROM AUTHOR]

Factors related to young women’s reported likelihood of confronting sexism were investigated. Participants were 338 U.S. female undergraduates ( M = 19 years) attending a California university. They were asked to complete questionnaire measures and to write a personal narrative about an experience with sexism. Approximately half (46%) the women reported confronting the perpetrator. Individual factors (prior experience with sexism, feminist identification, collective action) and situational factors (familiarity and status of perpetrator, type of sexism) were tested as predictors in a logistic regression. Women were less likely to report confronting sexism if (1) they did not identify as feminists, (2) the perpetrator was unfamiliar or high-status/familiar (vs. familiar/equal-status), or (3) the type of sexism involved unwanted sexual attention (vs. sexist comments). [ABSTRACT FROM AUTHOR]

This study examined the reactions of 207 undergraduate women (mean age = 20.6, 91.3% White) from a Northeastern U.S. university to a scenario in which a feminist or non-feminist woman did or did not indicate that gender discrimination was the reason that she was passed over for a leadership role. Participants rated the feminist woman as less a victim of discrimination and as more of a complainer than the non-feminist woman. Participants also had a more positive impression of the woman and rated her as less of a complainer when discrimination was certain or ambiguous than when there was little evidence of discrimination. Discussion considers how a feminist label may lead to discounting the possibility of gender discrimination. [ABSTRACT FROM AUTHOR]

The lack of consistent evidence for the sexual double standard may be related to the rather benign nature of the heterosexual behaviors often studied (e.g., casual sex, premarital sex). College students from the southwestern U.S. evaluated targets who engaged in mixed-gender threesomes (where three people engage in simultaneous sexual acts; Study 1: N = 120) and targets in a monogamous sexual relationship (Study 2: N = 105). Evidence for the sexual double standard was found via effects of targets’ gender among those who engaged in threesomes. Targets who had monogamous sex were evaluated more favorably than the targets who engaged in threesomes. We suggest that the sexual double standard may still exist for uncommon sexual behaviors. [ABSTRACT FROM AUTHOR]

The effects of gender, marital, and parental status on judgments of applicants for a blue-collar job were examined. One hundred eighteen undergraduates (72 males, 46 females) at University of Kansas, USA first rated a standard “ideal worker” applicant (single male with no child), followed by a target applicant (who varied on gender, martial and parental status) for a factory worker position. Overall findings demonstrated straightforward gender bias: Female applicants were perceived as warmer, less self-confident, less committed, and most importantly, were less likely than men to be hired. Results suggest the possibility that blue-collar jobs trigger gender bias rather than the more nuanced bias against caregivers or a motherhood penalty. [ABSTRACT FROM AUTHOR]

This study investigated how societal conditions have influenced Japanese gender egalitarianism by analyzing sex and age group differences in attitudes towards sex roles and “gender equality judgment criteria,” the theoretical framework used to capture the diversity of gender egalitarianism. Questionnaire surveys were mailed to 1,000 randomly sampled Japanese adults in their 30s to 60s (501 valid responses). The results show that the most egalitarian sex role attitudes and greatest consideration given to gender equality judgment criteria were seen in women and in the 40s age group. This age group difference could be attributed to societal conditions during adolescence and young adulthood, including the questioning of the homemaker role during the women’s movement in Japan and the passage of laws concerning equal employment opportunities for both sexes in 1985. [ABSTRACT FROM AUTHOR]

This study was conducted to compare women’s and men’s retrospective perceptions of the mentoring they received during their training and career development in chemistry. Participants were 455 graduates (135 women) who received doctoral degrees from 11 top US chemistry programs over a 5-year period (1988–1992). In 2003, graduates completed surveys of undergraduate, graduate, post-doctoral, and initial employment experiences. In line with Social Cognitive Career Theory (Lent et al., Journal of Vocational Behavior 45:79–122, 1994), which posits that perceptions of barriers can affect career decisions, results suggest that women perceived that they received less mentoring than men at the undergraduate, graduate, and post-doctoral levels of training, likely related to gender differences in eventual career success. Possible interventions at the individual and institutional levels are discussed. [ABSTRACT FROM AUTHOR]

Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Presents a study which examined the relationship between sexual discrimination and identity development in a sample of adult women. Role of sexist discrimination in the identity development of adult women and in terms of the additional psychometric data that support the validity of the measure of sexist discrimination; Definition of identity; Development of identity in adulthood.

Presents a study which examined the influence of the perceptions of both personal and group discrimination on the construal of the term discrimination. Perceptions on prejudice and sexual harassment; How women regard the severity of discrimination; Methodology and results; Conclusions.

The integration of women into the military, mandated by legislation in 1976, was problematic at first; several studies suggested that women were not welcomed by their colleagues. Peer acceptance is an important issue for the Coast Guard, since female officers are not officially discriminated against in duty assignments. Results of this current study, which assessed whether or not male Coast Guard cadets' attitudes have changed over time, suggest that males have become more tolerant of the idea of women in the military, and especially, that male cadets' perception of their female peers becomes more positive over time. The results are discussed in terms of Festinger's cognitive dissonance theory. [ABSTRACT FROM AUTHOR]

The attitudes of adolescents toward sex role stereotyping in 1956 were compared with the attitudes of youth in 1982. Contrary to our prediction, sex role stereotyping was not significantly less in 1982 than in 1956. Boys emphasized both sex role differentiation, and the symbols of male dominance and female subordination, more than girls did. However, girls showed significantly less dissatisfaction with being a girl in 1982 than girls did in 1956. It may be that the basic power relationships of gender had not altered by 1982 but that the self-image of girls had improved. [ABSTRACT FROM AUTHOR]

This exploratory study examines the career development process of Black women in the legal field. The purpose of the study was to gain an understanding of the factors that enable minority women to enter atypical professions and overcome the dual discriminatory obstacles of race and sex. The specific objectives of the study were to determine the impact of sociocultural variables on the career choice process of minority women during the career entry and establishment stages (Super, 1957). The study was focused on the influence of educational values in the home; economic resources of the family, significant role models, legislated educational parity policies such as Brown vs. Board of Education, university affirmative action, and minority recruitment programs. [ABSTRACT FROM AUTHOR]

An analytical review of the literature revealed four basic hypotheses that have been adopted by researchers investigating Black women and their relationships. The hypotheses have been identified by the author as follows: The ‘weakening’ hypothesis, the ‘double whammy’ hypothesis, the ‘Black matriarchy’ hypothesis, and tile ‘Black racism’ hypothesis. In addition, a discussion of tile implication that the hypotheses have for Black and White researchers was given. Finally, suggestions for new approaches and directions that future research should take were included. [ABSTRACT FROM AUTHOR]

An experiment was conducted to investigate the effects of sexist labeling. Sixty males and 60 females were asked to evaluate an artist and a series of paintings on a variety of cognitive and affective measures. For half the subjects, the artist was identified as a male with either a high status label (‘man’), a low status label (‘guy’), or a neutral label (‘person’); for the other half of the subjects, the artist was identified as a female with either a high status label (‘woman’), a low status label (‘girl’), or a neutral label (‘person’). The findings indicated that for the female artist, the low and high status labels had an equally negative effect on subjects' judgments; for the male artist, the low and high status labels had an equally positive effect on subjects' judgments. There were no significant differences between male and female subjects. The social and psychological implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

This article provides a comprehensive review of the literature pertaining to sex-related access discrimination problems. The results indicate that positive and negative access discrimination occurs for both males and females. The major variables that appear to account for sex-related access discrimination are the sex role of the position, the amount of job-related information regarding the applicant, and the characteristics of the evaluator population. In general, it appears that the effects of access discrimination can be obfuscated if sufficient information is available regarding job-related variables other than sex. In selected instances, it also appears that populations which have been sensitized to female access discrimination problems may demonstrate reverse discrimination towards women applying for ‘out-of-role’ positions. The article ends with a set of specific hypotheses designed to further investigate and clarify the process of sex-related discrimination in employment situations. [ABSTRACT FROM AUTHOR]

A sample of 128 college males and females rated a typical and desirable man or woman on 54 items taken from the Personal Attributes Questionnaire (PAQ). Comparisons of the ratings of a typical man versus a typical woman yielded significant differences (p < .01) on 53 of the 54 items. Thus, stereotypes of the sexes apparently remained strong during the 1970s. Comparisons of the ratings of a desirable man versus desirable woman yielded significant differences on only 12 of the 54 items. These results are interpreted as reflecting a difference between stereotypes (of the typical person) and attitudes (about desirable characteristics). While attitudes may have changed in the 1970s, stereotypes remained remarkably stable. [ABSTRACT FROM AUTHOR]

The present research was a replication and extension of Goldberg's 1968 study of performance evaluation. 360 college students (180 male; 180 female) were asked to evaluate an academic article in the fields of politics, psychology of women or education (judged masculine, feminine, and neutral, respectively) that was written either by a male, female, or an author whose name was initialized. Results indicated that the articles were differentially perceived and evaluated according to the name of the author. An article written by a male was evaluated more favorably than if the author was not male. Subjects' bias against women was stronger when they believed the-author with the initialized name was female. [ABSTRACT FROM AUTHOR]

Managers in a large corporation evaluated application materials representing one of eight hypothetical/ob candidates. In order to examine the effects of two types of information on sex bias, three factors were manipulated in a factorial design: (1) Applicants were either male or female engineers, (2) they appeared highly competent or moderately competent based on academic performance; (3) they were applying for an engineering fob that entailed either technical engineering tasks or managerial tasks in addition to the technical tasks. Greater discrimination against women occurred in evaluations for the technical-managerial job, even with highly competent applicants. These results are explained in terms of ambiguity: Because it was not obvious that applicants would succeed on the additional managerial tasks, the evaluators resorted to stereotypes in order to make their predictions. [ABSTRACT FROM AUTHOR]

The degree of difference between men and women in occupational expectations and attitude toward careers for married women are related to the degree of discrimination against women in religious denominations. Occupational expectations are scored along the dimension of masculinity. Discrimination against women is indicated by extent and timing of the ordination of women within the denominations for which subjects indicated a preference. Data are a subselection of 12,018 cases from a national sample of 189,733 first-time full-time entering college freshmen. The difference between women and men in masculinity of occupational choice and agreement with the attitude ‘Activities of married women are best confined to the home and family’ are positively related to denominational discrimination against women. [ABSTRACT FROM AUTHOR]

The object of this study was to examine the extent of sex discrimination in the job market for accountants. The research design involved sending application letters to job advertisements appearing in the press. These letters came from males and females of varying race and marital backgrounds, although all had identical qualifications and work experience. The responses to these applications were then analyzed and formed the basis of the tests for discrimination. The results showed a significant level of discrimination against women and this was enhanced for those who were Colored, and/or those who were married and had children. [ABSTRACT FROM AUTHOR]

Thirty-eight women, members of a local parents' group, role-played personnel managers, assessing prospective employees in 12 occupations, defined a priori as masculine or feminine, and ranking the occupations in terms of a prestige hierarchy. Candidates described as female were somewhat devalued in high status masculine careers, but this trend was not consistent. Highly qualified applicants were preferred overall, but level of competence did not induce differential appraisals by sex of applicant. Failure to discover a more pervasive prejudice against women was postulated as reliant on subject sample, and exploitative advantage to the assessor was suggested as the strongest predictor of a promale bias. [ABSTRACT FROM AUTHOR]

A review of women in management research indicates that most studies are concerned with theoretical issues and their implications. This article asserts that the current position of women in management is unstable and might be greatly assisted by an increase in action-oriented research. Such second generation studies can build on the theoretical work, but focus most importantly on the needs of present and potential women managers, investigating the means by which their success may be brought about. Specific research suggestions are offered concerning investigation of the relative task effectiveness of women and men, the career strategies most useful for women managers, the validation of specialized training programs for women, and the institutional qualities most favorable to women. [ABSTRACT FROM AUTHOR]

A decision-making simulation concerning a hypothetical subordinate was used to investigate the effects of subordinate sex, pay equity, and strength of demand on compensation decisions in an organizational setting. Results indicated that subjects recommended higher raises for underpaid subordinates than for equitably paid subordinates. A triple interaction of all three variables was also found. When subordinates were equitably paid, sex and strength of demand had no effect on the compensation decision. However, when subordinates were underpaid, strong-demand females received the largest raise and females making no demand received the smallest. Underpaid males in both demand conditions received a raise less than that of the strong-demand female but greater than that of the no- demand female. [ABSTRACT FROM AUTHOR]

One of the popular reasons given for differential treatment of women in management stems from stereotyping females as ineffective leaders. Thirty-two female leadership studies were reviewed. Trait, style, and contingency leadership theories were used as a framework to analyze the studies. The trait studies consistently supported the traditional attitude that women lack adequate leadership characteristics. Both stile and contingency studies were split as to whether women were effective or ineffective leaders. Most student studies supported the commonly held beliefs about women's leadership style and effectiveness. On the other hand, managerial studies did not support the typical female stereotyping; this suggests the possibility of a socializing process modifying practicing managers' attitudes towards women, and it also raises a question about the validity of stereotyping as a discriminatory causal factor in managerial environments. Before more conclusive statements can be made, further sex-related leadership research controlling for subjects and methodology is suggested. [ABSTRACT FROM AUTHOR]