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Bias

Topic Overview

Bias

At the root of gender inequality is bias – both implicit and explicit. Gender bias can impact advancement in education, careers, and beyond. Learn what stereotypes exist, how they can be harmful, and practices and policies that can help us move beyond bias barriers to experience our full potential.

Are Gender Differences in Performance Innate or Socially Mediated?

In a study of Malawi farmers, women learn an agricultural technique as easily as men, but are unsuccessful in spreading this knowledge to others.

Ariel Ben Yishay, Maria Jones, Florence Kondylis, Ahmed Mushfiq Mobarak (2016)

Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality

Job advertisements that use masculine wording are less appealing to women.

Danielle Gaucher, Justin Friesen, Aaron C. Kay (2011)

Age, Women, and Hiring: An Experimental Study

Older women were less likely than younger women to be offered interviews for entry-level positions, despite having resumes with matched characteristics.

Joanna N. Lahey (2008)

My Fair Physicist? Feminine Math and Science Role Models Demotivate Young Girls

When STEM role models defy multiple stereotypes, their achievements appear unattainable to middle-school girls, who lose interest in STEM.

Diana E. Betz, Denise Sekaquaptewa (2012)

Constraints into Preferences: Gender, Status, and Emerging Career Aspirations

When cultural stereotypes portray women as less competent than men on a task, women judge their abilities more harshly, use a higher standard than men, and show less interest in related careers.

Shelley Correll (2004)

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?

Promoting diversity lowers performance evaluations for leaders who are women and/or people of color, but not for leaders who are white men.

David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, Wei Yang (2016)

Using Experiments to Understand Public Attitudes Towards Transgender Rights

Public attitudes toward transgender issues, such as bathroom access, can change depending on how the issues are framed.

Brian F. Harrison, Melissa R. Michelson (2017)

What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching

Assistant instructors who were perceived as female received lower ratings from students than instructors perceived as male, regardless of their actual gender and teaching ability.

Lillian MacNell, Adam Driscoll, Andrea N. Hunt (2015)

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)

Much Ado About Nothing? Observers’ Problematization of Women’s Same-Sex Conflict at Work

Conflict between women is perceived as more problematic than conflict between men, or conflict between a woman and a man—even in otherwise identical workplace scenarios.

Leah D. Sheppard, Karl Aquino (2013)

Topic Overview

Bias

Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality

Job advertisements that use masculine wording are less appealing to women.

Danielle Gaucher, Justin Friesen, Aaron C. Kay (2011)

My Fair Physicist? Feminine Math and Science Role Models Demotivate Young Girls

When STEM role models defy multiple stereotypes, their achievements appear unattainable to middle-school girls, who lose interest in STEM.

Diana E. Betz, Denise Sekaquaptewa (2012)

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?

Promoting diversity lowers performance evaluations for leaders who are women and/or people of color, but not for leaders who are white men.

David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, Wei Yang (2016)

What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching

Assistant instructors who were perceived as female received lower ratings from students than instructors perceived as male, regardless of their actual gender and teaching ability.

Lillian MacNell, Adam Driscoll, Andrea N. Hunt (2015)

Much Ado About Nothing? Observers’ Problematization of Women’s Same-Sex Conflict at Work

Conflict between women is perceived as more problematic than conflict between men, or conflict between a woman and a man—even in otherwise identical workplace scenarios.

Leah D. Sheppard, Karl Aquino (2013)

Are Gender Differences in Performance Innate or Socially Mediated?

In a study of Malawi farmers, women learn an agricultural technique as easily as men, but are unsuccessful in spreading this knowledge to others.

Ariel Ben Yishay, Maria Jones, Florence Kondylis, Ahmed Mushfiq Mobarak (2016)

Age, Women, and Hiring: An Experimental Study

Older women were less likely than younger women to be offered interviews for entry-level positions, despite having resumes with matched characteristics.

Joanna N. Lahey (2008)

Constraints into Preferences: Gender, Status, and Emerging Career Aspirations

When cultural stereotypes portray women as less competent than men on a task, women judge their abilities more harshly, use a higher standard than men, and show less interest in related careers.

Shelley Correll (2004)

Using Experiments to Understand Public Attitudes Towards Transgender Rights

Public attitudes toward transgender issues, such as bathroom access, can change depending on how the issues are framed.

Brian F. Harrison, Melissa R. Michelson (2017)

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)

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