Pam Bacon, Psychology
The present study examined stereotypical beliefs and contrast effects resulting from gender biases and their influence on hiring behavior. College student participants were asked to evaluate a male or female job candidate who was either applying for a feminine or masculine position. Additionally, the applicant’s altruistic behavior was manipulated to either oppose or conform to the stereotype that women are more helpful than men. The results were not consistent with hypotheses. No evidence was found to support the idea that men and women are more likely to be hired for stereotypically gender-congruent positions, or that contrast effects mitigate these outcomes. These results contradict previous research on gender stereotypes and employee selection bias. Limitations and future research are discussed.
Sullivan, Molly L., "Who Will Make the Cut? Gender Bias and Contrast Effects in Hiring Behavior" (2015). Honors Theses. 80.