What mediates sex discrimination in hiring decisions?

Bogus resumes were evaluated by 212 business professionals to discover what mediates sex discrimination in hiring decisions. We hypothesized that discrimination against women and men who applied for stereotypically "masculine" and "feminine" jobs, respectively, could be reduced by providing individuating information suggesting that the applicant was an exception to his or her gender stereotype and possessed traits usually associated with the opposite gender. We also hypothesized that individuating information consistent with stereotypes about an applicant's gender would decrease the probability that an applicant would be evaluated favorably for a job usually considered appropriate for the other gender. We found that individuating information eliminated sex-typed personality inferences about male and female applicants and affected applicants' perceived job suitability; however, sex discrimination was not eliminated. We suggest that sex discrimination is mediated by occupation stereotypes that specify both the personality traits and the gender appropriate for each occupation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Bias against overweight job applicants in a simulated employment interview.

This study assessed whether moderately obese individuals, especially women, would be discriminated against in a mock employment interview. Potential confounding factors were controlled by having 320 Ss rate videotapes of a job interview that used the same professional actors appearing as normal weight or made up to appear overweight by the use of theatrical prostheses. Results suggested that bias against hiring overweight job applicants does exist, especially for female applicants. Bias was most pronounced when applicants were rated by Ss who were satisfied with their bodies and for whom perceptions of their bodies were central to self-concept. The decision not to hire an obese applicant was, however, only partially mediated by personality attributions. Implications and limitations of these results are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses.

The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Making those who cannot see look best: Effects of visual resume formatting on ratings of job applicants with blindness.

Objective: Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes. Design: Human resource managers (N = 249) evaluated the visually formatted or unformatted resumes of hypothetical job applicants who were portrayed as blind or sighted and rated applicant hireability and personality characteristics. Results: Although applicants perceived to be blind were perceived as more conscientious and agreeable by human resource managers, these positive evaluations did not translate into favorable hireability evaluations. Conclusion: Because human resource managers severely penalize applicants who do not attend to visual, nonfunctional resume presentation, applicants who cannot see are apt to find themselves disadvantaged in the hiring process. The implications of these findings for organizations, job seekers, and rehabilitation professionals are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of sex role stereotypes on personnel decisions of Black managers.

The influence of sex role stereotypes on the hiring decisions of Black managers was investigated. A 2?×?2?×?2 factorial design and a multivariate analysis of variance (MANOVA) were used to analyze the relationship between sex of respondent, sex of applicant, and job sex type. Respondents were 131 managers who rated either a Black man or a Black women for a stereotypically female- or male-sex-typed job on a Likert-type scale. There were significant findings on 3 of the 7 dependent variables: potential to work, potential to complete tasks, and technical potential. Men were rated more favorably for the male-sex-typed job and women were rated more favorably for the female-sex-typed job. However, sex stereotyping was more pronounced for the female-sex-stereotyped job than for the male-sex-stereotyped job on some dependent variables. Results are discussed in regard to the unique experiences of Black men and women in American society. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

From fear to love: Individual differences in implicit spider associations.

The Implicit Association Test (IAT) was used to investigate automatic fear associations in fear of spiders. Fear associations toward spiders were measured among spider fearful and nonfearful participants (Experiment 1) as well as among nonfearfuls and spider enthusiasts (Experiment 2). It was shown that the IAT is sensitive to personal automatic fear associations and therefore distinguishes between high-fearful, nonfearful, and enthusiastic participants. Moreover, implicit spider associations measured by the IAT predicted avoidance behavior beyond self-reports. The results of Experiment 2 provide additional support for the argument that implicit spider associations are different from general stereotypes or knowledge about spiders. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An introduction to the hiring process in academic psychology.

Describes the academic hiring process, including practical advice on the preparation of a resume; a job colloquium, questions to ask on an interview, and answers to questions one should expect to be asked. (French abstract) (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Demonstrations of implicit anti-fat bias: The impact of providing causal information and evoking empathy.

Three studies investigated implicit biases, and their modifiability, against overweight persons. In Study 1 (N=144), the authors demonstrated strong implicit anti-fat attitudes and stereotypes using the Implicit Association Test, despite no explicit anti-fat bias. When participants were informed that obesity is caused predominantly by overeating and lack of exercise, higher implicit bias relative to controls was produced; informing participants that obesity is mainly due to genetic factors did not result in lower bias. In Studies 2A (N=90) and 2B (N=63), participants read stories of discrimination against obese persons to evoke empathy. This did not lead to lower bias compared with controls but did produce diminished implicit bias among overweight participants, suggesting an in-group bias. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subtle effects of sex role stereotypes on recruiters' hiring decisions.

Asked 150 male job recruiters from 2 university placement officers to evaluate relevant employment materials on 1 hypothetical job applicant (male or female) for either a male-oriented (personnel technician) or female-oriented (editorial assistant) position to make a hiring decision. Results indicate that hiring decisions were not influenced independently by the applicant's sex or position for which he/she was applying, but rather by the interaction of the 2 variables. That is, significantly more females than males were recommended for hiring for the editorial assistant position, while significantly more males were recommended for the personnel technician job. Post-hoc analyses revealed different trait patterns attributed to applicants recommended for hiring based on their sex-job role congruence. Implications for further research relating to personnel-related decisions are discussed. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A decision process model for predicting job preferences.

Surveyed the decision processes of a set of job applicants to predict job choice behavior. 28 graduate business students constructed decision models in the form of a discrimination net by weighting the relative importance of a large number of job attributes. The models reflected decisions that were made when determining whether or not a job offer was acceptable. This discrimination net survey classified jobs into either an acceptable category or a rejected category for each applicant. A comparison of discrimination net predictions of acceptable category occupations with real job acceptances revealed 23 correct predictions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of procedure and outcome accountability on interview validity.

This study tested effects of holding interviewers accountable for either the procedure they follow to make interview judgments (procedure accountability) or the accuracy of their judgments (outcome accountability) on interview validity. Undergraduates (N=338) simulated employment interviewers in an experiment that crossed 2 levels of procedure accountability with 2 levels of outcome accountability. They watched videotapes of 60 managers answering an interview question and rated the managers on leadership potential. The dependent variable was the correlation between their interview judgments and supervisory ratings of the managers' actual leadership performance on the job. Results showed that procedure accountability increased interview validity and outcome accountability lowered it. Participants' apparent attentiveness fully mediated effects of procedure accountability on interview validity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexual discrimination in the use of letters of recommendation: A case of reverse discrimination.

Possible sexual discrimination was examined in the use of letters of recommendation. Eight different letters of recommendation (male or female writer, male or female applicant, favorable or unfavorable letter) were written for applicants applying for a management (trainee) position. A mailed questionnaire along with 1 version of the letter was sent to 128 personnel managers. An ANOVA was computed on the 75 usable responses to the questionnaire. Female applicants were preferred over male applicants in terms of proceeding with an interview, thus demonstrating a case of reverse discrimination. In addition, managers judged female applicants to have more initiative and responsibility and greater ability to learn quickly than male applicants. The sex of the writer had no significant main effect on the dependent variables, but entered into several interesting interactions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of age stereotypes on managerial decisions.

Used an in-basket exercise to investigate the influence of age stereotypes on the simulated managerial decisions of 142 business undergraduates. A "younger employee" and an "older employee" version were created for each of 6 in-basket items covering a variety of managerial problems. Results confirm the hypothesis that stereotypes regarding older employees' physical, cognitive, and emotional characteristics lead to discrimination against older workers. Implications for older workers' motivation and career satisfaction are discussed, and suggestions are made for organizational change to accommodate the special needs of older workers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Where women win: Supervisors of school psychologists prefer female job candidates.

152 supervisors of school psychologists participated in a study of the effects of sex, race, and physical attractiveness on judgments of likelihood that several different hypothetical job candidates with master's degrees would be invited for an interview or nominated for a job as a school psychologist. Sex and race were between-Ss factors so as not to cue Ss that these factors were of interest in the study. Ss given female job applications rated them significantly higher than those given male job applications. This was true for both the decision to interview and the decision to hire. Ss also preferred more attractive over less attractive candidates, though this effect interacted with the race of the applicant. Race by itself did not affect Ss' judgments. Findings suggest that school psychology is a sex-typed occupational role. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Report of the Task Force on the Status of Women in Psychology.

Reported discriminatory practices in (a) academic areas (admissions, awarding of stipends, hiring, academic ranking, and leave policies), (b) clinical settings (assignment of women to internships consistent with sex role stereotypes, biases against women in textbooks and in therapeutic approaches), (c) the federal government (grade level gaps between men and women psychologists and differential evaluation of research proposals), (d) applied areas (discouragement of women in industrial and engineering psychology), and (e) school psychology (stereotypes for "proper" occupations for boys and girls and the use of stereotyped definitions of masculinity and femininity on personality tests). Recommendations are made to correct these practices. The formation of a Committee on the Status of Women within the American Psychological Association is proposed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nature of stereotypes: A comparison and integration of three theories.

In the present research we examined predictions derived from the following three theoretical approaches to stereotyping: complexity-extremity theory, assumed characteristics theory, and expectancy-violation theory. In order to assess these predictions, we manipulated the race, personal appearance, and dialect style of target job applicants. White judges rated these applicants of a set of characteristics relevant to hiring decisions. Results were consistent with all three theories. Specifically, the range of judges' evaluations of black applicants was larger than the range of their evaluations of white applicants; the effects of personal appearance and dialect style were larger that the effects of race; and black applicants, on average, received more favorable ratings than white applicants. We present a model integrating all three perspectives, and we demonstrate its usefulness for explaining our results and for understanding past research on stereotypes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)