Prototypes and same-gender bias in perceptions of hiring discrimination

Abstract

The present study investigated the relative importance of two explanations behind perceptions of gender discrimination in hiring: prototypes and same-gender bias. According to the prototype explanation, people perceive an event as discrimination to the extent that it fits their preconceptions of typical discrimination. In contrast, the same-gender bias explanation asserts that people more readily detect discrimination toward members of their own gender. In four experiments (n = 797), women and men made considerably stronger discrimination attributions, and were moderately more discouraged from seeking work, when the victim was female rather than male. Further, a series of regressions analyses showed beliefs in discrimination of women to be moderately correlated with discrimination attributions of female victims, but little added explanatory value of participant gender, stigma consciousness, or feminist identification. The results offer strong support for the prototype explanation.

Reactions to Affirmative Action Policies in Hiring: Effects of Framing and Beneficiary Gender

“…Moreover, people appear to feel stronger resentment when a man is favored in the selection process. This is consistent with the prototype perspective of perceived discrimination (Carlsson & Sinclair, 2018;Inman & Baron, 1996), and suggests that because men do not fit the prototype of a typical discrimination victim, people may oppose interventions aimed to assist them in the hiring process. Organizations may therefore want to be prepared for intensified resistance to affirmative action, for example among employees, when beneficiaries are male.…”

Simple Bayesian testing of scientific expectations in linear regression models

“…In our second example, we illustrate how our testing procedure can be used when testing multiple hypotheses with competing equal and order constraints on the effect of different predictor variables. Carlsson and Sinclair (2017) compared two different theoretical explanations for perceptions of gender discrimination in hiring for the roles of computer specialist and nurse. To test individual differences, they regressed perceptions of discrimination towards female victims on belief in discrimination against women, stigma consciousness, and feminist identification, while controlling for gender and belief in discrimination against men.…”

“…The two theories that Carlsson and Sinclair (2017) examined make different explanations for what individual characteristics are most important to perceptions of gender discrimination. The ‘prototype explanation’ suggests that what matters are the individual’s beliefs that the gender in question is discriminated against, whereas the ‘same-gender bias explanation’ suggests that identification with the victim is most important.…”

“…This assessment of the relative effects is an essential part when testing, fine-graining, and building scientific theories. For example, in work and organizational psychology, the regression model has been used to better understand the effects of discrimination by coworkers and managers on workers’ well-being (Johnson et al, 2012); in sociology to assess the effects of the different dimensions of socioeconomic status on one’s attitude towards immigrants (Scheepers, Gijsberts, & Coenders, 2002); and in experimental psychology to make inferences regarding the effects of gender when hiring employees (Carlsson & Sinclair, 2017). Despite the extensive literature on statistical tools for linear regression analysis, methods for evaluating multiple hypotheses with equality and order constraints on the relative effects in a direct manner are still limited.…”

Does Athletic Participation Signal Employability?: An Experimental Analysis of Male and Female Athlete Job Applicants

“…The results of the current study should directly inform career transition programming, such as internship coordination and/or job placement services. Also, given important recent discussions around the gender pay gap and gender equity in hiring practices (Abraham, 2017;Carlsson & Sinclair, 2018), the current study aims to contribute to what we know about perceptions of male and female Division I college athletes in hiring practices.…”