Reducing the Effects of Gender Stereotypes on Performance Evaluations

By Cara C. Bauer, B. Baltes. 2002

187 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

The strong, sensitive type : Effects of gender stereotypes and leadership prototypes on the evaluation of male and female leaders (2008, methodology): “For example, research has shown that biases in performance ratings for women are diminished when raters are instructed to recall specific behaviors before making their ratings (Bauer & Baltes, 2002).”
Gender stereotypes and workplace bias (2012, background): “…of explicit and unequivocal information about performance excellence, a structured procedure using specific observed behaviors rather than an overall judgment of an employee is more effective in tempering the biasing effects of gender stereotypes on performance evaluation (Bauer & Baltes, 2002).”
Combatting gender discrimination: A lack of fit framework (2018, background): “…in male-typed fields when ambiguities exist in the quantity and quality of information (Heilman, Wallen, Fuchs, & Tamkins, 2004; Koch et al., 2015), performance criteria (Norton et al., 2004), evaluative structure (Bauer & Baltes, 2002), and teamwork (Caleo & Heilman, 2014; Heilman & Haynes, 2005).”