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The rise in AI‐based assessments in hiring contexts has led to significant media speculation regarding their role in exacerbating or mitigating employment inequities. In this study, we examined 46,214 ratings from 4947 interviews to ascertain if gender differences in ratings were related to interactions among content (stereotype‐relevant competencies), context (occupational gender composition), and rater type (human vs. algorithm). Contrary to the hypothesized effects of smaller gender differences in algorithmic scoring than with human raters, we found that both human and algorithmic ratings of men on agentic competencies were higher than those given to women. Also unexpected, the algorithmic scoring evidenced greater gender differences in communal ratings than humans (with women rated higher than men) and similar differences in non‐stereotypic competency ratings that were in the opposite direction (humans rated men higher than women, while algorithms rated women higher than men). In more female‐dominated occupations, humans tended to rate applicants as generally less competent overall relative to the algorithms, but algorithms rated men more highly in these occupations. Implications for auditing for group differences in selection contexts are discussed. Practitioner points: Patterns of gender differences in ratings made by humans and algorithms varied across competency types.Gender difference patterns also varied by the jobs' gender composition.Investigations of rating differences between humans and algorithms should consider interview content and context. [ABSTRACT FROM AUTHOR]

Competence-questioning communication at work has been described as gender-linked (e.g., mansplaining) and as impacting the way women perceive and experience the workplace. Three studies were conducted to investigate how the specific communication behaviors of condescending explanation (i.e., mansplaining), voice nonrecognition, and interruption can be viewed as gender-biased in intention by receivers. The first study was a critical incident survey to describe these competence-questioning behaviors when enacted by men toward women in the workplace and how women react toward them. Studies 2 and 3 used experimental paradigms (in online and laboratory settings, respectively) to investigate how women and men perceive and react to these behaviors when enacted by different genders. Results demonstrated that when faced with condescending explanation, voice nonrecognition, or interruption, women reacted more negatively and were more likely to see the behavior as indicative of gender bias when the communicator was a man. Implications for improving workplace communications and addressing potential gender biases in communication in organizations are discussed. [ABSTRACT FROM AUTHOR]

The Civilian Conservation Corps (CCC) was a novel United States federal education programme that enrolled nearly three million men during the 1930s and early 1940s. This public work relief programme provides a case study of the ways that masculine, eugenicist ideas concerning public education evolved from the Progressive Era through the Great Depression. This educational philosophy was espoused by a small group of men – some educators, some not – who sought to remedy what they saw as the failures of public schooling, namely its overly feminine nature. Through an analysis of their public writings and the images that were used to advertise the CCC, we examine the programme's vision of education for white working-class men intended to help rebuild the United States following the Great Depression. Our exploration of these ideas provides an important bridge between the educational theories of the Progressive and the Post-Second World War eras. [ABSTRACT FROM AUTHOR]

Individuals are known to categorize others into social groups based on cues like race and gender and to experience relative discomfort when interacting with "outgroup" members. Two experimental studies were used to examine whether actor demographic cues in situational judgment assessment items completed by test takers in a simulated employee selection context may lead to differences in their performance and reactions to the hiring organization. In both studies, test takers assumed the perspective of actors shown in video-based scenarios and indicated how they would respond to interaction partners (IPs) to whom they were racially similar or dissimilar. In Study 1, a given test taker responded to IPs of a constant gender; in Study 2, IPs' gender varied across scenarios within each condition. In Study 1, Black test takers spent more time and scored better on two of the four scenarios when responding to racially similar IPs. These effects were not found in Study 2, but demographic cues showed new interactive effects on performance and reactions. We discuss the implications of different findings across the two studies. [ABSTRACT FROM AUTHOR]

Recruiting and retaining women in science, technology, engineering, and mathematics (STEM) occupations is seen as challenging, and researchers have begun to consider how women manage their identity in these contexts in response to potential questions of fit. Within identity management theoretical work, there has been little attention to occupational influences. Based on role congruity theory, we investigate occupational characteristics as influences on women's gender identity management, along with individual differences and organizational support influences. Results suggest that engaging in identity management behaviours is unrelated to the gender stereotypicality or gender composition of the field, but that support, fit (i.e., congruence between the interests of the individual and occupation), and personality affect engagement in these behaviours. Implications for enhancing the experiences of women in STEM fields as well as for social identity‐related research more broadly are discussed. Practitioner points: Individuals may differ in how they choose to address stigmatization at work, based on their personality and fit with the position.Perceived organizational support is associated with willingness to engage in stigmatization confronting strategies.Efforts to understand and affect identity management strategy use should consider individual characteristics (i.e., interests and personality). [ABSTRACT FROM AUTHOR]

In the early twentieth century in the United States, Roman Catholic schools grew in number and became increasingly regulated by state departments of education. This led to the increased influence of public school reform movements in Catholic schools. Some Catholic educators questioned these movements, while others embraced them. Educational measurement strategies, such as IQ and standardised testing, gained support from women religious orders and congregations, who made up the majority of the Catholic teaching force. For pragmatic reasons, they saw some value in the promises of modern educational science for teaching and learning. This practice, however, put them at odds with some of the beliefs and values of their Church. This study demonstrates how Catholic sister teachers attempted to shape the debate on the introduction and use of reform strategies like IQ and standardised testing. It also examines how Catholic sister teachers made use of Catholic beliefs and values to make arguments in favour of IQ and standardised testing in Catholic schools. Using agreed upon Catholic religious tenets and working within their gendered reality, Catholic sister teachers demonstrated how they tried to convince their colleagues, male and female, to come to an understanding around the use of educational measurement. [ABSTRACT FROM AUTHOR]

In some cultures, individuals are free to pursue careers that match their personalities. In others, familial and societal expectations regarding career paths may restrict the links between individual personality and interests. Gender role expectations also may vary across cultures and may be associated with gender differences in interests. Past meta-analytic research has shown some career interests are related to personality traits (Barrick, Mount, & Gupta, 2003; Larson, Rottinghaus, & Borgen, 2002), but the cross-cultural variation of these relationships has not been sufficiently explored. Interest and personality data were obtained from an archival data set of 391,485 individuals from 20 countries. Results indicated that in cultures with high in-group collectivism, connections between personality traits and occupational interests may be less pronounced. Cultural gender egalitarianism moderated the level of gender differences in interests, unexpectedly demonstrating that gender differences may be wider in egalitarian cultures. Implications for career guidance in multicultural settings are discussed. [ABSTRACT FROM AUTHOR]

Some studies have found that acknowledging one's stigmatized social identity in an evaluative context leads to more favorable evaluations, whereas others have found that stigma acknowledgment can increase negative evaluations. The present study examined one potential factor (i.e., evaluators' attitudes toward social groups to which acknowledgers belong) that may moderate the relation between stigma acknowledgment and evaluations, in the context of race and gender acknowledgment in the 2008 U.S. presidential election. Results indicated that acknowledgment of race, but not gender, led to more negative evaluations, particularly for high-prejudiced individuals. The findings highlight the importance of examining stigma acknowledgment effects from a Person × Situation perspective. Implications for advancing understanding of acknowledgment as a useful strategy in evaluative contexts are discussed. [ABSTRACT FROM AUTHOR]