Third-party prejudice accommodation increases gender discrimination.

We investigated how gatekeepers sometimes arrive at discriminatory hiring selections to accommodate prejudiced third parties due to role demands (i.e., the "third-party prejudice effect").

Reducing STEM gender bias with VIDS (video interventions for diversity in STEM).

Gender biases contribute to the underrepresentation of women in STEM. In response, the scientific community has called for methods to reduce bias, but few validated interventions exist. Thus, an interdisciplinary group of researchers and filmmakers partnered to create VIDS (Video Interventions for Diversity in STEM), which are short videos that expose participants to empirical findings from published gender bias research in 1 of 3 conditions.

Differential support for female supervisors among men and women.

Two studies evaluated the lay belief that women feel particularly negatively about other women in the workplace and particularly in supervisory roles. The authors tested the general proposition, derived from social identity theory (Tajfel & Turner, 1979, 2004), that women, compared to men, may be more supportive of other women in positions of authority, whereas men would respond more favorably to other men than to women in positions of authority. Consistent with predictions, data from an online experiment (n = 259), in which the authors randomly assigned men and women to evaluate identical female (vs.

A "Scientific Diversity" Intervention to Reduce Gender Bias in a Sample of Life Scientists.

Mounting experimental evidence suggests that subtle gender biases favoring men contribute to the underrepresentation of women in science, technology, engineering, and mathematics (STEM), including many subfields of the life sciences. However, there are relatively few evaluations of diversity interventions designed to reduce gender biases within the STEM community. Because gender biases distort the meritocratic evaluation and advancement of students, interventions targeting instructors' biases are particularly needed.

Social heuristics and social roles: Intuition favors altruism for women but not for men.

Are humans intuitively altruistic, or does altruism require self-control? A theory of social heuristics, whereby intuitive responses favor typically successful behaviors, suggests that the answer may depend on who you are. In particular, evidence suggests that women are expected to behave altruistically, and are punished for failing to be altruistic, to a much greater extent than men. Thus, women (but not men) may internalize altruism as their intuitive response.

System-justifying motives can lead to both the acceptance and the rejection of innate explanations for group differences.

Recent experimental evidence indicates that intuitions about inherence and system justification are distinct psychological processes, and that the inherence heuristic supplies important explanatory frameworks that are accepted or rejected based on their consistency with one's motivation to justify the system.

The effects of system-justifying motives on endorsement of essentialist explanations for gender differences.

People have a fundamental motive to view their social system as just, fair, and good and will engage in a number of strategies to rationalize the status quo (Jost & Banaji, 1994). We propose that one way in which individuals may "justify the system" is through endorsement of essentialist explanations, which attribute group differences to deep, essential causes. We suggest that system-justifying motives lead to greater endorsement of essentialist explanations because those explanations portray group differences as immutable.

Science faculty's subtle gender biases favor male students.

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student-who was randomly assigned either a male or female name-for a laboratory manager position.

The price of power: power seeking and backlash against female politicians.

Two experimental studies examined the effect of power-seeking intentions on backlash toward women in political office. It was hypothesized that a female politician's career progress may be hindered by the belief that she seeks power, as this desire may violate prescribed communal expectations for women and thereby elicit interpersonal penalties. Results suggested that voting preferences for female candidates were negatively influenced by her power-seeking intentions (actual or perceived) but that preferences for male candidates were unaffected by power-seeking intentions.

Calorie labeling and food choices: a first look at the effects on low-income people in New York City.

We examined the influence of menu calorie labels on fast food choices in the wake of New York City's labeling mandate. Receipts and survey responses were collected from 1,156 adults at fast-food restaurants in low-income, minority New York communities. These were compared to a sample in Newark, New Jersey, a city that had not introduced menu labeling.

Obesity metaphors: how beliefs about the causes of obesity affect support for public policy.

Context: Relatively little is known about the factors shaping public attitudes toward obesity as a policy concern. This study examines whether individuals' beliefs about the causes of obesity affect their support for policies aimed at stemming obesity rates. This article identifies a unique role of metaphor-based beliefs, as distinct from conventional political attitudes, in explaining support for obesity policies.

Can an angry woman get ahead? Status conferral, gender, and expression of emotion in the workplace.

Three studies examined the relationships among anger, gender, and status conferral. As in prior research, men who expressed anger in a professional context were conferred higher status than men who expressed sadness. However, both male and female evaluators conferred lower status on angry female professionals than on angry male professionals.