Law’s Normative Influence on Gender Schemas: An Experimental Study on Counteracting Workplace Bias against Mothers and Caregivers
Law’s Normative Influence on Gender Schemas: An Experimental Study on Counteracting Workplace Bias against Mothers and Caregivers
复制标题
法律对性别模式的规范影响：消除工作场所对母亲和照顾者偏见的实验研究
DOI：
10.1017/lsi.2022.102
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发表时间：
2023
期刊：
影响因子：
--
通讯作者：
Correll, Shelley
中科院分区：
文献类型：
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作者：
Albiston, Catherine;Correll, Shelley
基于地位的劳动力市场不平等理论认为，即使工人具有相同的资格和表现，雇主也会根据对他们地位群体的刻板印象对他们进行不同的评价。性别和父母身份是地位特征，通过母亲不应该工作、父亲不应该休假以及任何性别的照顾者都不太可靠、忠诚的工作者的陈规定型观念，影响有关雇用、薪酬和晋升的决定。我们认为，家庭假法律通过传达一种共识，即男性和女性都可以合法地将工作和家庭联合收割机结合起来，从而减轻了这些地位效应。一项测试这一理论的实验表明，当法律不突出时，参与者会向休假较少的母亲（无论他们是否休假）和父亲支付工资，并认为他们比其他相同的工人更不容易晋升。参与者还认为这些员工不如其他相同的员工有能力，承诺和志趣相投。相比之下，当参与者在评估员工之前审查家庭假法律时，他们对待母亲和照顾者的态度并不比其他工人差。审查组织的家庭假政策并没有像审查正式法律那样减少陈规定型观念的影响。这些研究结果表明，在工作场所的评估中突出法律，可以通过法律的表达效果减少不平等。
Status-based theories of labor market inequality contend that, even when workers have identical qualifications and performance, employers evaluate them differently based on stereotypes about their status group. Gender and parenthood are status characteristics that affect decisions about hiring, pay, and promotion through stereotypes that mothers should not work, fathers should not take leave, and caregivers of either gender are less reliable, committed workers. We contend that family-leave laws mitigate these status effects by conveying a consensus that both men and women can legitimately combine work and family. An experiment testing this theory shows that, when the law is not salient, participants pay mothers (whether or not they take leave) and fathers who take leave less and rate them as less promotable than other identical workers. Participants also rate these employees as less competent, committed, and congenial than other identical workers. By contrast, when participants review family-leave laws before they evaluate employees, they treat mothers and caregivers no worse than other workers. Reviewing an organizational family-leave policy did not reduce the effects of stereotypes as much as reviewing formal law. These findings suggest that making law salient during workplace evaluations can reduce inequality through law’s expressive effects.