Science faculty’s subtle gender biases favor male students

By C. Moss‐Racusin, John F. Dovidio, Victoria L. Brescoll, Mark J. Graham, Jo Handelsman. Proceedings of the National Academy of Sciences of the United States of America, 2012

2,920 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a7d481711220dee61009bec75270c37c1dd4454b

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Citations in the corpus

How stereotypes impair women’s careers in science (2014, background): “The effect of this stereotype on the hiring of women has been shown to be important in at least one field experiment (17).”
“Weather Girls” on the Big Screen: Stereotypes, Sex Appeal, and Science (2014, background): “science candidate, who was perceived as less competent (Moss-Racusin et al. 2012).”
Does the Gender Composition of Scientific Committees Matter? (2017, background): “…No significant difference Ellemers et al. (2004) Work commitment of students Several Identification based on observables 212 Opposite-sex preference Moss-Racusin et al. (2012) Laboratory manager position Life Sciences Randomized field experiment 127 No significant difference Abrevaya and Hamermesh…”
Segregation, Stereotypes, and STEM (2018, methodology): “One double-blind audit study demonstrated, for example, that STEM faculty members were less likely to hire female than male candidates for a lab manager position, because women were perceived to be less competent (Moss-Racusin et al., 2012; see also Goldin, Rouse, 2000).”
Field experiments across the social sciences (2017, background): “The picture is not all bleak, however: Women who make it past multiple, disadvantageous checkpoints to tenure review are rated comparably to men (Moss-Racusin et al. 2012; see also Williams & Ceci 2015).”
Gender Gap in Science, Technology, Engineering, and Mathematics (STEM): Current Knowledge, Implications for Practice, Policy, and Future Directions (2016, positive): “For example, science faculty rated female student applicants for a laboratory manager position as less competent and hirable than males, despite having the same application materials (Moss-Racusin et al. 2012).”
Quantitative evaluation of gender bias in astronomical publications from citation counts (2016, background): “We verified that the gender distribution of the authors removed with cuts (1) and (2) is consistent with the gender distribution of the total sample.”
The Unexpected Entry and Exodus of Women in Computing and HCI in India (2018, background): “Studies in gender-equal contexts identify gender stereotypes fueled in part by the subtle biases by teachers in early education [47].”
Causally Interpreting Intersectionality Theory (2016, background): “Often, perceived gender and perceived race can be manipulated to change hiring outcomes, and we see that in some experimental work on hiring bias, perceived race and perceived gender are experimentally controlled ðe.g., Moss-Racusin et al. 2012Þ.”
Why Are Some STEM Fields More Gender Balanced Than Others? (2017, positive): “Women are less likely than men with identical resumes to be hired for hypothetical biology, chemistry, and physics lab manager positions, and biology, chemistry, and physics faculty do not significantly differ in this tendency (Moss-Racusin et al., 2012).”