Appearance comments presented as compliments at work: How are they perceived by targets and observers in and outside of workplace settings?

Abstract

Two studies examined perceptions referring to appearance comments presented as compliments. When taking the target's perspective (Study 1, n = 678), women perceived appearance comments, especially if sexualized (vs. non‐sexualized) as less appropriate than men did. Women also believed that, as the targets of sexualized (vs. non‐sexualized) comments, they were likely to be perceived as less warm (whereas men believed that they were likely to be perceived as more competent). When taking an observer perspective (Study 2, n = 398), participants perceived comments made at the workplace (vs. a non‐work setting) as less appropriate. Women, but not men, also perceived sexualized comments as less appropriate than non‐sexualized comments. Finally, both men and women perceived the target of sexualized (vs. non‐sexualized) comments as less warm and competent. The results point to a gap between women's and men's perceptions of the appropriateness of appearance comments in general, and sexualized comments in particular, in both workplace and non‐work settings. Moreover, women are more aware than men of the “penalty,” in terms of social perceptions, imposed upon the targets of appearance comments. These results, which can inform sensitivity training to prevent sexual harassment, are especially important in workplace settings, where perceptions of warmth and competence affect how individuals are treated and promoted.

Editorial to Part II: Revisioning, Rethinking, Restructuring Gender at Work: Contributors to Gender‐Role Stereotyping

“…As Special Issue Editors, we strongly believe in the importance of publishing such null findings instead of contributing to the so‐called “file drawer problem.” Only if we gain a complete picture of when gender stereotypes are found and when they are not can we advance theory and practice and contribute to policy development. Additionally, we see it as a strength that the majority of studies included in both parts of this Special Issue used experimental study designs (Baldner et al, 2022; Gloor et al, 2022; Hernandez Bark, Seliverstova, et al, 2022; Kahalon et al, 2022; Klysing et al, 2022; Nett et al, 2022; Niedlich et al, 2022; Obioma, Hentschel, et al, 2022; Raymondie & Steiner, 2022; Sczesny et al, 2022; Süssenbach & Carvacho, 2022) which allows drawing causal inferences. Nevertheless, we see the need for future research on this topic.…”

“…Additionally, we see it as a strength that the majority of studies included in both parts of this Special Issue used experimental study designs (Baldner et al, 2022;Gloor et al, 2022;Hernandez Bark, Seliverstova, et al, 2022;Kahalon et al, 2022;Klysing et al, 2022;Nett et al, 2022;Niedlich et al, 2022;Obioma, Hentschel, et al, 2022;Raymondie & Steiner, 2022;Sczesny et al, 2022;Süssenbach & Carvacho, 2022) which allows drawing causal inferences. Nevertheless, we see the need for future research on this topic.…”

“…Focusing on the stereotyped content, Kahalon et al (2022) studied appearance comments from a target's and an observer's perspective. From a target's perspective, women especially rated comments regarding sexualized appearance (e.g., “that tight shirt really emphasizes your great figure”) as less appropriate than men and believed that they would be perceived as less warm (i.e., communal) due to receiving such comments, implying a perceived penalty of receiving such comments.…”

“…Focusing on the stereotyped content, Kahalon et al (2022) studied appearance comments from a target's and an observer's perspective.…”

Editorial to Part I “Revisioning, Rethinking, Restructuring Gender at Work: Quo Vadis Gender Stereotypes?”

“…The papers in Part II of the Special Issue share the aim of understanding individual factors determining whether observers are more or less likely to discriminate against women and men (Baldner et al, 2022; Süssenbach & Carvacho, 2022) and the boundary conditions that make gender stereotypes more or less salient (Dray & Sabat, 2022; Kahalon et al, 2022; Klysing et al, 2022; Nicholson et al, 2022; Niedlich et al, 2022; Obioma et al, 2022).…”