How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM: Professors' Biased Evaluations of Physics and Biology Post-Doctoral Candidates
How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM: Professors' Biased Evaluations of Physics and Biology Post-Doctoral Candidates
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DOI：
10.1007/s11199-019-01052-w
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发表时间：
2020-02-01
期刊：
影响因子：
3.8
通讯作者：
West, Keon
中科院分区：
文献类型：
--
作者：
Eaton, Asia A.;Saunders, Jessica F.;West, Keon
目前的研究探讨了关于性别和种族的交叉刻板印象如何影响教师对美国STEM领域博士后候选人的看法。使用完全交叉的学科间实验设计，来自美国八所大型公立研究型大学的生物学和物理学教授（n = 251）被要求阅读八份相同的简历（CV）之一，这些简历描述了一名假设的博士毕业生申请其领域的博士后职位，并对他们的能力、可雇用性和可爱性进行评价。简历上的候选人姓名用于操纵种族（亚洲人、黑人、拉丁裔和白色人）和性别（女性或男性），简历的所有其他方面在各种条件下保持不变。物理系表现出一种性别偏见，认为男性候选人比其他相同的女性候选人更有能力，更容易被录用。此外，物理系认为亚裔和白色候选人比黑人和拉丁裔候选人更有能力和更容易被雇用，而生物系认为亚裔候选人比黑人候选人更有能力和更容易被雇用，比拉丁裔候选人更容易被雇用。候选人性别和种族之间的相互作用出现了那些在物理学，其中黑人妇女和拉丁美洲妇女和男子候选人被评为最低的可雇用性相比，所有其他人。各部门的女性候选人都比男性候选人更受欢迎。我们的研究结果强调了如何理解妇女和少数民族在STEM中的代表性不足，需要研究种族和性别偏见以及它们如何交叉。
The current study examines how intersecting stereotypes about gender and race influence faculty perceptions of post-doctoral candidates in STEM fields in the United States. Using a fully-crossed, between-subjects experimental design, biology and physics professors (n = 251) from eight large, public, U.S. research universities were asked to read one of eight identical curriculum vitae (CVs) depicting a hypothetical doctoral graduate applying for a post-doctoral position in their field, and rate them for competence, hireability, and likeability. The candidate's name on the CV was used to manipulate race (Asian, Black, Latinx, and White) and gender (female or male), with all other aspects of the CV held constant across conditions. Faculty in physics exhibited a gender bias favoring the male candidates as more competent and more hirable than the otherwise identical female candidates. Further, physics faculty rated Asian and White candidates as more competent and hirable than Black and Latinx candidates, while those in biology rated Asian candidates as more competent and hirable than Black candidates, and as more hireable than Latinx candidates. An interaction between candidate gender and race emerged for those in physics, whereby Black women and Latinx women and men candidates were rated the lowest in hireability compared to all others. Women were rated more likeable than men candidates across departments. Our results highlight how understanding the underrepresentation of women and racial minorities in STEM requires examining both racial and gender biases as well as how they intersect.