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2018
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(2018) : Gender stereotyping, prejudice, and shifting standards In: Travis, Cheryl B.; White, Jacquelyn W.; Rutherford, Alexandra; Williams, Wendi S.; Cook, Sarah L.; Wyche, Karen Fraser (Hg.): APA handbook of the psychology of women: History, theory, and battlegrounds (Vol. 1): Washington: American Psychological Association, S. 343-361
DOI: https://doi.org/10.1037/0000059-017 Abstract: Gender is a salient social category, and no one reading this book will be surprised to learn that gender matters in everyday social perception and interaction. People readily notice others’ (apparent) gender, and they hold gender-based expectations regarding traits, roles, behaviors, and skills. These cognitive proclivities contribute to the tendency for gender to color people’s perceptions and judgments of individual girls and boys, women and men. In academic and work settings, for example, gendered beliefs may lead perceivers to view women as less suitable than men for managerial positions (Koenig, Eagly, Mitchell, & Ristikari, 2011), to notice poor performance in women more quickly than in men (Biernat, Fuegen, & Kobrynowicz, 2010), and to give women less credit than men for successful team performance (Heilman & Haynes, 2005). These examples may not rise to the level of blatant sex discrimination captured in the TV series Mad Men or in Supreme Court cases such as Price Wa terhouse v. Hopkins (1989; failure to promote a qualified woman) or Meritor Savings Bank v. Vinson (1986; sexual harassment), but even subtle biases can accrue over time, affecting women’s advancement and pay (see Martell, Lane, & Emrich, 1996). As I write this chapter, five women from the World Cup–winning U.S. women’s national soccer team have filed a wage discrimination suit against the U.S. Soccer Federation, claiming they are paid 4 times less than their male counterparts (Das, 2016). One does not need to look far to see evidence that gender continues to affect workplace outcomes. In this chapter, I will consider the research literature on how gendered beliefs affect the way individuals are perceived, evaluated, and treated, particularly in work and academic settings. I will also point to the complexity of these judgmental patterns, noting that counterstereotypical effects may occur under some conditions. (PsycINFO Database Record (c) 2017 APA, all rights reserved )
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