Trait-based and sex-based discrimination in occupational prestige, occupational salary, and hiring

By Peter Glick. 1991

Subfields: AI Ethics, Fairness & Society, Social Sciences & Humanities

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Citations in the corpus

Measuring Bias in Contextualized Word Representations (2019, background): “Similarly, certain gender-stereotyped attributes have been strongly associated with occupational salary and prestige (Glick, 1991).”
Kicking the habit: Effects of nonstereotypic association training and correction processes on hiring decisions (2005, result): “In the present study, although extensive debriefing confirmed our assumption that participants were indeed attempting to choose the best candidate overall, in these conditions there was an overall pattern of discrimination against women relative to men in recommended hiring for a managerial position”
On Motivated Role Selection: Gender Beliefs, Distant Goals, and Career Interest (2009, background): “…type of matching hypothesis as applied to perceptions of others has been demonstrated in employment research (e.g., hiring masculine individuals for male-typical occupations, Glick, 1991; Judd & Oswald, 1997; hiring younger individuals for quickly changing occupations, Diekman & Hirnisey, 2007).”
The Cross Cultural Study Concerning Gender Stereotyping in Computing: Comparison between the US and India (2006, background): “…of subjective ratings such as a scale of masculinity/femininity (Panek, Rush and Greenawalt, 1977; Shinar, 1975;Wilder, 1985), the perception of the number of males or females employed in a career area (Shinar, 1975), or the personality rates associated with jobholders (Glick, 1991;Shinar, 1975).”
Quantifying Social Biases in Contextual Word Representations (2019, background): “Similarly, certain gender-stereotyped attributes have been strongly associated with occupational salary and prestige (Glick, 1991).”
Stereotypes as Dynamic Constructs: Women and Men of the Past, Present, and Future (2000, background): “Surely, stereotypes of groups are marked by their current status (Conway et al., 1996) and by the work that their members currently do (Cejka & Eagly, 1999; Eagly & Steffen, 1984; Glick, 1991), but they are also marked by change in group members’ typical roles and responsibilities.”
When stereotypes meet robots: The double-edge sword of robot gender and personality in human-robot interaction (2014, background): “Glick (1991) found that an individual who possessed the required personality traits for particular occupations received a higher chance of being hired.”
A META-ANALYSIS OF THE ANTECEDENTS AND CONSEQUENCES OF WORKPLACE SEXUAL HARASSMENT (2007, background): “Workplace environments where women represent the numerical minority or where women are working in traditionally “masculine” occupations are likely to be characterized by gendered behavior, cultural symbols of masculinity, male superiority, and sexual bravado (Glick, 1991; Stockdale, 1993).”
Rolling with the Changes: A Role Congruity Perspective on Gender Norms (2006, background): “Indeed, male or female individuals who possess masculine personality characteristics are preferred for male sex-typed occupations, whereas male or female individuals who possess feminine characteristics are preferred for female sex-typed occupations (Glick, 1991; Judd & Oswald, 1997).”
The Ambivalent Sexism Inventory : Differentiating Hostile and Benevolent Sexism (2001, background): “Consistent with the three validity studies presented here, Glick et al. (1995) found little evidence of ambivalence for high-ASI (in comparison to low-ASI) female participants.”
The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models (2012, background): “For example, when raters in a laboratory situation are asked to assign salary and prestige to an occupation, they do the following: 1) the more they believe that masculine qualities are needed to perform the job successfully, the more salary and prestige they assign to the job, and 2) the more women”