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This project has received funding from the European Union’s Horizon 2020 research and innovation programme under the Marie Skłodowska-Curie grant agreement No 953326.

Men are widely underrepresented in early childhood education and care worldwide. Professional childcare is often believed to require communal qualities typically associated with the female gender role, like being sensitive to others' needs. Men's underrepresentation in childcare work likely occurs as a result of the perceived incongruity between communal qualities required for childcare work and agentic qualities associated with men and the male gender role. Using a between- subjects design, this research examined how personality traits (communal vs. agentic) of people interested in early childcare and their gender (woman vs. man) affect evaluations of their suitability for childcare work. This online experiment further investigated the potential underlying mechanisms���ascribed childcare competence and perceived risk of perpetrating child abuse���and tested whether these explanations contribute to men's less favorable evaluations. Results showed that participants ( N = 242) evaluated the communal candidate as more suitable for childcare work than the agentic candidate, and the male candidate as less suitable than the female candidate. Structural equation modeling showed that lower ascribed childcare competence, but not greater perceived risk of perpetrating sexual or physical child abuse, contributed to men's lower perceived suitability. This research provides support for the reasoning that persisting gender stereotypes can hinder men's entry into childcare work, as people discount men's competence and ability to care for children. Moreover, this research suggests that incongruity theories are also valid in the context of men pursuing traditionally female-dominated communal roles. Practical implications are discussed in relation to strategies for increasing gender diversity in childcare work.

This pre-registered study examined the prevalence and correlates of sexual aggression in a sample of 530 Iranians (322 women, 208 men) with a behaviorally specific questionnaire distinguishing between different coercive strategies, victim-perpetrator relationships, and sexual acts. Significantly more women (63.0%) than men (51.0%) experienced at least one incident of sexual aggression victimization since the age of 15 years, and significantly more men (37.0%) than women (13.4%) reported at least one incident of sexual aggression perpetration. In women and men, the experience of child sexual abuse predicted sexual victimization and sexual aggression perpetration after the age of 15 years, both directly and indirectly through higher engagement in risky sexual behavior. Greater endorsement of hostile masculinity among men explained additional variance in the prediction of sexual aggression perpetration. This research is a first step towards documenting and explaining high rates of sexual aggression victimization and perpetration among Iranian women and men, providing important information for sex education as well for the prevention of sexual aggression. However, to achieve these goals, we highlight the need for systematic actions in all educational, social, and legal sectors of Iranian society.

Trans and gender non conforming (TGNC) people represent one of the most marginalized groups in society and their unemployment rates are three times higher than cisgender people’s average. Cisgender people tend to derive stereotypes and mental representations of TGNC individuals from the media since they lack direct contact with them. Media coverage can therefore work as parasocial contact and improve or worsen people’s attitudes towards minorities. This study analyzes the way TGNC people are represented in online news media across 3 countries that vary in their ranking on LGTBT rights: the UK (11/49 European states for achieved LGBTI rights, Sweden (9/49), and Italy (35/49).

We examined the prevalence and correlates of sexual aggression between men and women in Iran. A pre-registered survey (N=530) with behaviorally specific questions showed high prevalence of heterosexual aggression victimization and perpetration. Child sexual abuse, risky sexual behaviors, and hostile masculinity (among men) predicted higher sexual aggression among women and men.

Researchers at the Institute of Psychology show how news about immigrants and language describing immigrants shape prejudice against immigrants and other social minorities, as part of the project «Immigrants in the Media». For instance, nouns used for describing the ethnicity of immigrants enhance prejudice against immigrants more than adjectives.

Psychologische Forschung hat in den vergangenen Jahrzehnten intensiv untersucht, wie sich der Gebrauch von Sprache auf die Sichtbarkeit von Frauen und Männern auswirkt, mit Folgen für deren Selbstbeurteilung und Beurteilung durch andere. Seit vielen Jahrzehnten wird in Deutschland immer wieder, oft sehr unsachlich, über die Verwendung geschlechtergerechter Sprache diskutiert. Bedauerlicherweise finden die umfangreichen Forschungsergebnisse jedoch in den öffentlichen Diskussionen kaum Beachtung.

This research examined the impact of facial age appearance on hiring, and impressions of fitness as the underlying mechanism. In two experimental hiring simulations, one with lay persons and one with Human Resource professionals, participants evaluated a chronologically older or younger candidate (as indicated by date of birth and age label) with either younger or older facial age appearance (as indicated by a photograph). In both studies, older-looking candidates received lower hireability ratings, due to less favorable fitness impressions. In addition, Study 1 showed that this age bias was reduced when the candidates provided counter-stereotypic information about their fitness. Study 2 showed that facial age-based discrimination is less prevalent in jobs with less costumer contact (e.g., back office).

People represent social groups by their trajectories through time, producing dynamic stereotypes. To the extent that these stereotypes derive from observations of group members’ behaviors in their typical roles, change in the roles of women and men over time should fuel beliefs that the sexes adopt traits associated with their new roles. Thus, earlier studies have found that stereotypes about the past, present, and future traits of women and men are consistent with beliefs about changes in their social roles. To examine such dynamic stereotypes in an African context, 150 participants from Ghana rated the likelihood of gender-stereotypical personality, cognitive, and physical characteristics of women or men of the past, present, or future in their society. Among the major findings were perceptions of increases over time in women’s masculine characteristics and men’s feminine characteristics. Also, both sexes increased in masculine and feminine cognitive characteristics. Comparison of these Ghanaian findings with those obtained earlier from five other countries revealed both similarities and differences.

In many languages, masculine forms (e.g., German Lehrer, “teachers, masc.”) have traditionally been used to refer to both women and men, although feminine forms are available, too. Feminine-masculine word pairs (e.g., German Lehrerinnen und Lehrer, “teachers, fem. and teachers, masc.”) are recommended as gender-fair alternatives. A large body of empirical research documents that the use of gender-fair forms instead of masculine forms has a substantial impact on mental representations. Masculine forms activate more male representations even when used in a generic sense, whereas word pairs (e.g., German Lehrerinnen und Lehrer, “teachers, fem. and teachers, masc.”) lead to a higher cognitive inclusion of women (i.e., visibility of women). Some recent studies, however, have also shown that in a professional context word pairs may be associated with lesser status. The present research is the first to investigate both effects within a single paradigm. A cross-linguistic (Italian and German) study with 391 participants shows that word pairs help to avoid a male bias in the gender-typing of professions and increase women's visibility; at the same time, they decrease the estimated salaries of typically feminine professions (but do not affect perceived social status or competence). This potential payoff has implications for language policies aiming at gender-fairness.

OBJECTIVES: The present research examined motivational differences across adulthood that might contribute to age-related differences in the willingness to engage in collective action. Two experiments addressed the role of gain and loss orientation for age-related differences in the willingness to engage in collective action across adulthood. METHOD: In Experiment 1, N = 169 adults (20-85 years) were confronted with a hypothetical scenario that involved either an impending increase or decrease of health insurance costs for their respective age group. In Experiment 2, N = 231 adults (18-83 years) were asked to list an advantage or disadvantage they perceived in being a member of their age group. Subsequently, participants indicated their willingness to engage in collective action on behalf of their age group. RESULTS: Both experiments suggest that, with increasing age, people are more willing to engage in collective action when they are confronted with the prospect of loss or a disadvantage. DISCUSSION: The findings highlight the role of motivational processes for involvement in collective action across adulthood. With increasing age, (anticipated) loss or perceived disadvantages become more important for the willingness to participate in collective action.

Wie bisherige experimentelle Forschung gezeigt hat, beeinflusst die geschlechtergerechte Formulierung von Stellenausschreibungen die angesprochene Zielgruppe und damit die Personalauswahl. Wie verbreitet ist nun geschlechtergerechte Sprache in Stellenausschreibungen und mit welchen Faktoren hängt ihre Verwendung zusammen (z.B. Sprache, Kultur, Status und Geschlechtstypikalität des Berufes)? Wir untersuchten die Verwendung geschlechtergerechter Sprache in online publizierten Stellenausschreibungen in vier europäischen Ländern mit unterschiedlicher Geschlechtergleichstellung (World Economic Forum, 2011), nämlich die Schweiz, (10), Österreich (Rang 34), Polen (42) und Tschechien (75). Aus vier Branchen mit unterschiedlichen Anteilen weiblicher Angestellter – Stahl- und Metallbau, Forschung, Gastronomie und Gesundheitswesen – wurden jeweils 100 Stellenausschreibungen analysiert. Erste Analysen zeigen, dass die Formulierung der Stellenausschreibungen eng mit der Geschlechtstypikalität des Berufes zusammenhängt. So werden im Gesundheitswesen vorwiegend Formulierungen verwendet, die beide Geschlechter ansprechen. Dagegen sind die Stellenausschreibungen im Stahl- und Metallbau vermehrt rein maskulin formuliert. Feminine Formen werden kaum verwendet. Kultur- und sprachspezifische Unterschiede sowie Zusammenhänge mit sozioökonomischem Status werden diskutiert.

The aim of this project is to investigate the use of gender-fair language from a cross-linguistic perspective. Specifically, we are interested in whether the use of gender-fair language correlates with socio-economic rankings of gender equality and with structural features of a language. We decided to analyze online job advertisements, as they reflect common language use and can easily be compared across languages. Moreover, formulations in job advertisements have been shown to impact personnel selection via the way target groups are addressed and referred to. In the present study we examined to what extent job advertisements are formulated in a gender-fair way and how this correlates with factors such as language, culture as well as status and gender-typicality of the job advertised. The data consisted of job advertisements published online in four European countries which occupy different positions in socio-economic rankings of gender equality (World Economic Forum, 2011): Switzerland (10), Austria (rank 34), Poland (42), and Czech Republic (75). We randomly selected 100 job advertisements from four lines of business characterized by different proportions of female employees – steels/metals, science, restaurants/food services, and health care. The advertisements were analyzed with regard to the linguistic form of the job title and the remaining text; we also noted indicators of job status, reference to gender-typical traits, pictures of women/men and other information which might be relevant to the use of gender-fair language (e.g., equal opportunity policies). A first analysis of the data indicates that the phrasing of job titles is closely related to the gender-typicality of a profession. While mainly gender-fair forms are used in healthcare, masculine forms are used more often in the domain of steels and metals. Feminine forms only, however, are almost never used. Cultural differences as well as correlations with associated variables will be discussed.

People tend to have similar beliefs about leaders and men but dissimilar beliefs about leaders and women. A decrease in this perceived incongruity between beliefs about women and leaders might follow from perceived changes in either or both of these stereotypes. In two experiments we investigated the dynamics of this stereotype incongruity by examining cross-temporal perceptions of change in women’s roles and leadership demands. In Experiment 1, participants judged a target group (leaders, men, or women) in a specified year in the past, the present, and the future with regard to gender-stereotypic traits. In Experiment 2, participants evaluated the same target groups in a future society in which the role distribution between the sexes was described as traditional, same-as-today, or equal. Altogether our findings indicate that the perceived incongruity between the leader stereotype and the female stereotype is a dynamic phenomenon. Participants’ beliefs indicated erosion of the perceived incongruity between leaders and women because of a perceived change in women’s roles. We discuss the implications of these beliefs for future social change.

Drawing on theories of stereotype content and role congruity, this research investigated the role of stereotypes for employment discrimination against older candidates. Study 1 investigated the content of stereotypes about older workers, focusing on warmth and competence as the two core dimensions in social judgement. As predicted, older workers were perceived as less competent but warmer than younger workers. Studies 2 and 3 investigated how these stereotypes interact with job requirements to predict age bias in an experimental setting. Further, they tested if warmth- and competence-related stereotypical inferences mediate the relation between candidate age and selection bias. Results showed that age bias was robust. Older candidates were discriminated against, even if the job primarily required warmth-related qualities, and independently of evaluators’ own age or professional experience in human resources. Moreover, age bias was mediated by competence-related stereotypical inferences. Age bias was also mediated by inferences related to warmth but those inferences were opposite to the highwarmth older worker stereotype identified in Study 1. Implications of the findings for theoretical approaches to age discrimination and for organizational practice designed to combat age discrimination are discussed.

Drawing on theories of stereotype content and role congruity, this research investigated the role of stereotypes for employment discrimination against older candidates. Study 1 investigated the content of stereotypes about older workers, focusing on warmth and competence as the two core dimensions in social judgement. As predicted, older workers were perceived as less competent but warmer than younger workers. Studies 2 and 3 investigated how these stereotypes interact with job requirements to predict age bias in an experimental setting. Further, they tested if warmth- and competence-related stereotypical inferences mediate the relation between candidate age and selection bias. Results showed that age bias was robust. Older candidates were discriminated against, even if the job primarily required warmth-related qualities, and independently of evaluators' own age or professional experience in human resources. Moreover, age bias was mediated by competence-related stereotypical inferences. Age bias was also mediated by inferences related to warmth but those inferences were opposite to the high-warmth older worker stereotype identified in Study 1. Implications of the findings for theoretical approaches to age discrimination and for organizational practice designed to combat age discrimination are discussed.

Die Forschung zur sozialen Rollentheorie hat durchweg gezeigt, dass die Vorgabe derselben Rolleninformation geschlechtsstereotype Persönlichkeitsbeurteilungen von Männern und Frauen reduziert. Die vorliegende Studie hinterfragt die rollentheoretische Erklärung dieser Befunde und untersucht, inwieweit die bisherigen Ergebnisse dadurch zustande kamen, dass Personen unterschiedliche Standards für Männer und Frauen bei ihren Beurteilungen anwendeten. Die Versuchspersonen verglichen Männer und Frauen in derselben Rolle, d.h. im Haushalt tätig, Vollzeit berufstätig oder nicht spezifiziert, hinsichtlich geschlechtsstereotyper Eigenschaften. Um einen Wechsel der Beurteilungsmaßstäbe zu verhindern, gaben die Versuchspersonen auf derselben Ratingskala an, ob das jeweilige Persönlichkeitsmerkmal bei einem/einer durchschnittlichen Mann/Frau mehr oder weniger ausgeprägt ist als bei einer durchschnittlichen Person des anderen Geschlechts. In Übereinstimmung mit der sozialen Rollentheorie wurden im Haushalt tätige Männer und Frauen sowie berufstätige Männer und Frauen ähnlicher bezüglich expressiver und instrumenteller Eigenschaften beurteilt als Männer und Frauen ohne Rolleninformation. Dieser Rolleneffekt war bei weiblichen Versuchspersonen stärker ausgeprägt als bei männlichen Versuchspersonen.

Previous research has indicated that successful managers are perceived as possessing characteristics that belong to a global masculine stereotype. This study was designed to compare the gender-stereotypical perception of leadership by investigating global and leadership-specific gender stereotypes and contrasting self-perception and the perceptionby others. Descriptive and prescriptive norms were analyzed and abilities studied in a leadership context. The sample consists of 215 management students, and the results indicate an impact of gender stereotypes on the perception of leadership by women and men. Ratings of the importance of leadership characteristics yielded a less gender-stereotypic view, especially by female participants. In their self-evaluations women and men did not differ in the degree in which they possess person- and task-oriented skills. They also did not differ in their ratings of the importance of possessing these skills themselves. Finally, women reported that they possess task-oriented abilities more seldom than such abilities were attributed to leaders-in-general.

Gender inequality remains a contentious issue in many societies, despite legislative, and other less formal attempts to tackle it. It is perpetuated, in part, by gender stereotyping. Previous research indicates that language contributes to gender inequality in various ways: Gender-related information is transmitted through formal and semantic features of language, such as the grammatical category of gender, through gender-related connotations of role names (e.g., manager, secretary), and through customs of denoting social groups with derogatory as opposed to neutral names. Both as a formal system and as a means of communication, language passively reflects culture-specific social conditions. Furthermore, language can also be used to express actively, and can potentially perpetuate, those conditions. Tackling these issues successfully depends on a proper understanding of their cognitive and societal underpinnings, but also on understanding the effects of attempted interventions. With these points in mind, the editors of this Special Topic, in collaboration with other colleagues, proposed a Marie Curie Initial Training Network entitled Language, Cognition, and Gender (ITN LCG), to address a range of questions about language and gender inequality. This project received funding from the European Commission's Seventh Framework Programme (FP7/2007-2013). ITN LCG included 10 European universities in the Czech Republic, Germany, Italy, Norway, Spain, Switzerland, and the United Kingdom, together with 12 associate partners in Germany, Italy, Switzerland, and the United Kingdom. The research conducted within the ITN was organized into four work packages, addressing the questions of: how languages shape cognitive representations of gender how features of European languages correspond with gender equality in European societies how language contributes to social behavior toward the sexes how gender equality can be promoted through strategies for gender-fair language use. These questions also appeared in the call for papers for this Special Topic, as it was intended that the Special Topic should showcase findings from ITN LCG together with related research. Reflecting ITN LCG's focus on both cognitive and broader language-based and societal issues, the Special Topic has nine papers in Frontiers in Psychology, Cognition, and eight papers in Frontiers in Psychology, Language Sciences. However, it was originally thought that all papers would be referenced in both sections, so that the allocation of a paper to either Cognitive or Language Sciences is of no particular significance. Of the nine papers in the Cognition section, seven report work from ITN LCG and the other two (Garnham and Yakovlev; Garnham et al.) report related work by Garnham and colleagues, which arose out of discussions within ITN LCG, but which was carried out by students at the University of Sussex who were not funded from the ITN LCG grant. Of the eight papers in the Language Sciences section, six report work from ITN LCG. Of the other two, one (Wolter et al.) was carried out in collaboration with members of the ITN LCG, whereas the other (Gustafsson Senden et al.) was an independent study, closely related to the interests of ITN LCG. In keeping with ITN LCG's multidisciplinary approach, the contributors to this Special Topic include both cognitive and social psychologists, and linguists. For the most part the contributions report original research, with a wide range of methods, from surveys to electro-physiological studies. In addition, the Special Topic includes one Review paper (Sczesny et al.) and one Hypothesis and Theory paper (Esaulova and von Stockhausen). Most of the contributions address questions about either the cognitive representation of gender or the use and effects of gender-fair language. They present a range of complementary studies, which make a substantial contribution to the understanding of these important issues.

Sexistische Inhalte werden nicht nur von Männern unterstützt, sondern auch von vielen Frauen befürwortet. In der vorliegenden Dissertation wurde dieses Phänomen aufgegriffen und zunächst der Frage nachgegangen, wie sowohl die unterschiedliche Zustimmung zu Sexismus als auch unterschiedliches Engagement gegen Sexismus von Frauen erklärt werden kann. Daran anschließend wurde untersucht, welche Möglichkeiten es gibt, die Zustimmung zu subtilem Sexismus bei Frauen und Männern zu reduzieren. In der psychologischen Forschung wurden bislang Prädiktoren zur Vorhersage von Sexismus bei Menschen generell untersucht, ohne zu beachten, dass viele Frauen sexistischen Inhalten zustimmen, obwohl sie der Gruppe angehören, gegen die Sexismus gerichtet ist. An dieser Forschungslücke ansetzend wurde im ersten Teil der vorliegenden Dissertation berücksichtigt, dass zwar alle Frauen der Kategorie Frau angehören, sich aber darin unterscheiden, wie wichtig bzw. unwichtig ihnen diese Gruppenmitgliedschaft ist, d.h. wie stark sie sich mit der Geschlechtskategorie identifizieren (Tajfel & Turner, 1979). Zusätzlich wurde beachtet, dass Frauen unterschiedliche Inhalte mit der Geschlechtskategorie verknüpfen können (progressive versus traditionelle Inhalte). Durch die Kombination der Dimensionen Stärke und Inhalt der Identifikation wurde das „Gender Identity Model“ entwickelt. Auf der Basis des „Gender Identity Model“ wurden folgende Hypothesen formuliert: Frauen, die sich stark mit der Kategorie Frau identifizieren und gleichzeitig traditionelle Inhalte mit dieser Kategorie verknüpfen, sollten im Vergleich zu denjenigen, die ebenfalls stark identifiziert sind, aber progressive Inhalte mit der Kategorie verbinden, allen Formen von Sexismus eher zustimmen und sich nicht für eine Veränderung des Status quo einsetzen. Im Gegensatz dazu sollte sich bei niedrig identifizierten Frauen kein Unterschied zwischen denjenigen, die progressive und denjenigen, die traditionelle Inhalte mit der Kategorie Frau verknüpfen, in der Zustimmung zu Sexismus zeigen. Operationalisiert wurde der Inhalt der Identifikation mit der individuellen Geschlechtsrollenpräferenz einer Frau. In einer ersten korrelativen Studie konnten die Hypothesen bestätigt werden. Zwei zusätzliche Experimente lieferten experimentelle Evidenz für die kausale Richtung des Gender Identity Models. Im zweiten Teil der Dissertation wurden Möglichkeiten der Reduktion von Sexismus untersucht. In drei Experimenten wurden die beiden Hypothesen getestet, dass a) die Akzeptanz von modernem Sexismus durch ein erhöhtes Bewusstsein für die Prävalenz von Sexismus verringert werden kann und b) die Akzeptanz von benevolentem Sexismus durch erhöhtes Wissen über die negativen Konsequenzen des scheinbar „positiven“ Sexismus reduziert werden kann. In einem ersten Experiment wurde zunächst untersucht, ob eine erhöhte Aufmerksamkeit für Sexismus im Alltag zu veränderten Einstellungen führt. Um die Aufmerksamkeit für Sexismus im Alltag zu erhöhen, wurde US-amerikanische Studierende gebeten, eine Woche lang entweder ein strukturiertes Sexismustagebuch oder ein strukturiertes Stresstagebuch (Kontrollgruppe) auszufüllen. Es zeigte sich, dass eine erhöhte Aufmerksamkeit für Sexismus die Zustimmung zu benevolentem, modernem und Neosexismus bei Frauen abschwächen kann. In einem zweiten Experiment waren US-amerikanische Studierende aufgefordert einen von drei Informationstexten, a) über die Prävalenz von Sexismus oder b) über die negativen Konsequenzen des scheinbar „positiven“ Sexismus oder c) über Stress im Leben von Studierenden, zu bewerten. Gemessen wurde, ob die Texte die Zustimmung zu verschiedenen Formen von Sexismus unterschiedlich beeinflussten. Es zeigte sich, dass Information über die Prävalenz von Sexismus zu einer stärkeren Ablehnung von modernem Sexismus führte, während sich Informationen über negative Konsequenzen des scheinbar „positiven“ Sexismus in einer stärkeren Ablehnung von benevolentem Sexismus niederschlugen. Ergebnisse eines dritten Experiments replizierten und erweiterten die Befunde der vorangegangen Studie in einem europäischen Kontext. Es zeigte sich, dass die vorurteilsreduzierenden Effekte bei stark mit der Geschlechtskategorie identifizierten Frauen und wenig identifizierten Männern besonders groß waren. In allen drei Studien zeigte sich außerdem, dass eine erhöhte Aufmerksamkeit für die Prävalenz von Sexismus nicht nur sexistische Einstellungen veränderte, sondern ebenfalls die Tendenz zur Systemrechtfertigung verringerte., Not only men, but also many women take an active part in maintaining the current gender system by “doing gender” and by endorsing sexist beliefs. Recent research has identified several psychological factors as predictors of women’s acceptance of sexist attitudes, but a coherent parsimonious theoretical model was still missing. Accordingly, the first purpose of the present research (Manuscript #1) was to shed light on the seemingly paradoxical phenomenon that, even though women belong to the target group of gender discrimination, many of them support the gender hegemony. Based on Social Identity Theory (Tajfel & Turner, 1979) and Social Role Theory (Eagly & Wood, 1999), the Gender Identity Model was developed to explain this phenomenon. Results of a correlational study and two experiments provided clear evidence for the usefulness of the Gender Identity Model to explain differences in women’s endorsement of subtle sexist beliefs and engagement in collective action: Women reject Benevolent, Hostile and Modern Sexism and participate in collective action in particular when they are highly identified with the category women and have, at the same time, internalized progressive identity contents. In contrast, gender role preference has weaker or no effects on sexist beliefs and willingness to engage in collective action when women are low identified with their gender in-group. As a direct consequence of advancing knowledge about predictors to explain endorsement of sexist beliefs, the second part of the present research focused on ways to reduce endorsement of these beliefs (Manuscript #2). So far, no research work has yet investigated a method to reduce subtle sexist beliefs, and only little research has so far analyzed changes in other gender-related concepts which were caused by long-term teaching projects. The second part of the present dissertation (Manuscript #2) therefore aimed at identifying factors which help to reduce subtle sexist beliefs. It was posited that many individuals lack awareness of the prevalence of sexism and the harm experienced by the targets of gender discrimination. A heightened knowledge about the prevalence of sexism was predicted to reduce endorsement of modern sexist beliefs, whereas a heightened sensitivity for the harm of sexism was predicted to result in decreased endorsement of benevolent sexist beliefs. These effects were predicted to be moderated by gender identification. Results of three experimental studies provided strong support for the reduction of prejudice through heightened knowledge about the prevalence and harm of sexism and partial evidence for the moderating role of gender identification: In the first experiment using a daily diary-method, we demonstrated that attending to sexism in everyday life leads to rejection of modern, neo-, and benevolent sexist beliefs in women. In the second experiment, we showed that a heightened sensitivity towards the prevalence of sexism resulted in rejection of modern sexist beliefs, whereas a heightened sensitivity towards harm experienced by the targets of discrimination resulted in rejection of benevolent sexist beliefs. Findings of the third experiment demonstrated that the prejudice reducing effects of the information were consistently stronger for women who are more identified and men who are less identified with their gender in-group. Across all studies, we found that rejection of sexist beliefs generalized to rejection of system justification beliefs.