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Showing posts with label Gender Bias. Show all posts
Showing posts with label Gender Bias. Show all posts

Saturday, May 28, 2022

The “Equal-Opportunity Jerk” Defense: Rudeness Can Obfuscate Gender Bias

Belmi, P., Jun, S., & Adams, G. S. (2022). 
Psychological Science, 33(3), 397–411.
https://doi.org/10.1177/09567976211040495

Abstract

To address sexism, people must first recognize it. In this research, we identified a barrier that makes sexism hard to recognize: rudeness toward men. We found that observers judge a sexist perpetrator as less sexist if he is rude toward men. This occurs because rudeness toward men creates the illusion of gender blindness. We documented this phenomenon in five preregistered studies consisting of online adult participants and adult students from professional schools (total N = 4,663). These attributions are problematic because sexism and rudeness are not mutually exclusive. Men who hold sexist beliefs about women can be—and often are—rude toward other men. These attributions also discourage observers from holding perpetrators accountable for gender bias. Thus, rudeness toward men gives sexist perpetrators plausible deniability. It protects them and prevents the first perceptual step necessary to address sexism.

Statement of Relevance

Sexism can be challenging to identify and eventually root out. However, we contend that even blatant forms of sexism are sometimes difficult to recognize. In this research, we demonstrated how rudeness can makes blatant forms of sexism harder to identify. We found that a man does not seem sexist if he treats everyone—both men and women—poorly. This is problematic because sexism and rudeness are not mutually exclusive.  Men who are sexist can be—and often are—rude toward other men. We found that rudeness obscures the recognition of sexism by creating the perception that the sexist perpetrator does not
notice or pay attention to gender when dealing with other people. This misleads observers into thinking that an intervention such as gender-bias training is less necessary. Rudeness can therefore protect sexist perpetrators, making their prejudice harder to recognize and correct.

From the Discussion

It has been noted that overtly discriminatory conduct—characterized by blatant antipathy, antiquated
beliefs about women, and endorsement of pejorative stereotypes—is becoming less common because of
sweeping changes in antidiscrimination laws, practices, and ideologies in the United States (Brief et al., 1997; Dovidio & Gaertner, 1998; Swim et al., 1995). However, blatant, unambiguous, and obvious forms of sexist conduct continue to exist in society (Dovidio & Gaertner, 1998) and within organizations in particular (e.g., Cortina, 2008). Our findings suggest that one reason for their persistence is that observers may not recognize that everyday acts of rudeness can serve as a convenient mask for bias against women (Cortina, 2008). This has an important practical implication: When a sexist manager is rude toward men, it may appear as though he is not sexist. Thus, women victimized by his behavior will have a more difficult time proving that he is sexist. Rudeness can therefore protect perpetrators.

Monday, February 10, 2020

Can Robots Reduce Racism And Sexism?

Kim Elsesser
Forbes.com
Originally posted 16 Jan 20

Robots are becoming a regular part of our workplaces, serving as supermarket cashiers and building our cars. More recently they’ve been tackling even more complicated tasks like driving and sensing emotions. Estimates suggest that about half of the work humans currently do will be automated by 2055, but there may be a silver lining to the loss of human jobs to robots. New research indicates that robots at work can help reduce prejudice and discrimination.

Apparently, just thinking about robot workers leads people to think they have more in common with other human groups according to research published in American Psychologist. When the study participants’ awareness of robot workers increased, they became more accepting of immigrants and people of a different religion, race, and sexual orientation.

Basically, the robots reduced prejudice by highlighting the existence of a group that is not human. Study authors, Joshua Conrad Jackson, Noah Castelo and Kurt Gray, summarized, “The large differences between humans and robots may make the differences between humans seem smaller than they normally appear. Christians and Muslims have different beliefs, but at least both are made from flesh and blood; Latinos and Asians may eat different foods, but at least they eat.” Instead of categorizing people by race or religion, thinking about robots made participants more likely to think of everyone as belonging to one human category.

The info is here.

Wednesday, January 1, 2020

Companies Are Judged More Harshly For Their Ethical Failures If The CEO Is A Woman

Emily Reynolds
British Psychological Society
Originally published 19 Nov 19

Gender inequality in the business world has been much discussed over the last few years, with a host of mentoring schemes, grants, business books and political activity all aimed at getting women into leadership positions.

But what happens when this goal is achieved? According to new research, unequal gender dynamics still prevail even at the very top. Nicole Votolato Montgomery and Amanda P. Cowen from the University of Virginia found that women CEOs are judged far more harshly than their male counterparts when a business fails ethically. However, when a failure is down to incompetence, they find, women receive less negative backlash.

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The team suggests that highlighting such traits in female leaders can “reduce the penalties for female-led organisations”. But others argue that women leaders shouldn’t give in to the pressure of adopting typically “male” traits, and that being helpful and community-focused are actually positive things to bring to the board room. Leaning into stereotypes may not be the best way, long-term, to break them — but either way, it’s clear there’s still a way to go for women in business.

The info is here.

Thursday, October 12, 2017

The Data Scientist Putting Ethics In AI

By Poornima Apte
The Daily Dose
Originally published SEPT 25 2017

Here is an excerpt:

Chowdhury’s other personal goal — to make AI accessible to everyone — is noble, but if the technology’s ramifications are not yet fully known, might it not also be dangerous? Doomsday scenarios — AI as the rapacious monster devouring all our jobs — put forward in the media may not be in our immediate futures, but Alexandra Whittington does worry that implicit human biases could make their way into the AI of the future — a problem that might be exacerbated if not accounted for early on, before any democratization of the tools occurs. Whittington is a futurist and foresight director at Fast Future. She points to a recent example of AI in law where the “robot-lawyer” was named Ross, and the legal assistant had a woman’s name, Cara. “You look at Siri and Cortana, they’re women, right?” Whittington says. “But they’re assistants, not the attorney or the accountant.” It’s the whole garbage-in, garbage-out theory, she says, cautioning against an overly idealistic approach toward the technology.

The article is here.

Sunday, June 26, 2016

Moral Chivalry: Gender and Harm Sensitivity Predict Costly Altruism

Oriel FeldmanHall, Tim Dalgleish, Davy Evans, Lauren Navrady, Ellen Tedeschi, & Dean Mobbs
Social Psychological and Personality Science May 25, 2016

Abstract

Moral perceptions of harm and fairness are instrumental in guiding how an individual navigates moral challenges. Classic research documents that the gender of a target can affect how people deploy these perceptions of harm and fairness. Across multiple studies, we explore the effect of an individual’s moral orientations (their considerations of harm and justice) and a target’s gender on altruistic behavior. Results reveal that a target’s gender can bias one’s readiness to engage in harmful actions and that a decider’s considerations of harm—but not fairness concerns—modulate costly altruism. Together, these data illustrate that moral choices are conditional on the social nature of the moral dyad: Even under the same moral constraints, a target’s gender and a decider’s gender can shift an individual’s choice to be more or less altruistic, suggesting that gender bias and harm considerations play a significant role in moral cognition.

The article is here.

Sunday, January 10, 2016

Gender Equality in Science Will Require a Culture Shift

By Claire Pomeroy
Scientific American
Published on January 1, 2016

Here is an excerpt:

Unconscious bias also appears in the form of “microassaults” that women scientists are forced to endure daily. This is the endless barrage of purportedly insignificant sexist jokes, insults and put-downs that accumulate over the years and undermine confidence and ambition. Each time it is assumed that the only woman in the lab group will play the role of recording secretary, each time a research plan becomes finalized in the men's lavatory between conference sessions, each time a woman is not invited to go out for a beer after the plenary lecture to talk shop, the damage is reinforced.

When I speak to groups of women scientists, I often ask them if they have ever been in a meeting where they made a recommendation, had it ignored, and then heard a man receive praise and support for making the same point a few minutes later. Each time the majority of women in the audience raise their hands. Microassaults are especially damaging when they come from a high school science teacher, college mentor, university dean or a member of the scientific elite who has been awarded a prestigious prize—the very people who should be inspiring and supporting the next generation of scientists.

The entire article is here.

Friday, January 2, 2015

Women in Academic Science: A Changing Landscape

By Stephen J. Ceci, Donna K. Ginther, Shulamit Kahn, and Wendy M. Williams
Psychological Science in the Public Interest, 2014, Vol. 15(3) 75–141

Summary

Much has been written in the past two decades about women in academic science careers, but this literature is contradictory. Many analyses have revealed a level playing field, with men and women faring equally, whereas other analyses have suggested numerous areas in which the playing field is not level. The only widely-agreed-upon conclusion is that women are underrepresented in college majors, graduate school programs, and the professoriate in those fields that are the most mathematically intensive, such as geoscience, engineering, economics, mathematics/computer science, and the physical sciences. In other scientific fields (psychology, life science, social science), women are found in much higher percentages.

In this monograph, we undertake extensive life-course analyses comparing the trajectories of women and men in math-intensive fields with those of their counterparts in non-math-intensive fields in which women are close to parity with or even exceed the number of men. We begin by examining early-childhood differences in spatial processing and follow this through quantitative performance in middle childhood and adolescence, including high school coursework.  We then focus on the transition of the sexes from high school to college major, then to graduate school, and, finally,
to careers in academic science.

The entire article is here.

Friday, December 27, 2013

Jennifer Saul on Implicit Bias

Philosophybites.com
Originally published December 7, 2013

Are we more biased than we imagine? In this episode of the Philosophy Bites podcast Jennifer Saul investigates a range of ways in which we are prone to implicit bias and the philosophical implications of these biases.

The podcast is here.