Masculine Defaults: Identifying and Mitigating Hidden Cultural Biases
Masculine Defaults: Identifying and Mitigating Hidden Cultural Biases
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DOI：
10.1037/rev0000209
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发表时间：
2020-11-01
影响因子：
5.4
通讯作者：
Markus, Hazel Rose
中科院分区：
文献类型：
--
作者：
Cheryan, Sapna;Markus, Hazel Rose
理解和纠正女性在男性占多数的领域和职业中的代表性不足，需要认识到一种鲜为人知的文化偏见形式，即男性默认。当一种文化价值、奖励或视为与男性性别角色相关的标准、正常、中性或必要的特征或行为时，就存在男性默认值。虽然女权主义理论家之前已经描述和分析了男性默认（例如，Bem, 1984; de Beauvoir, 1953; Gilligan, 1982; Warren, 1977），但在这里，我们更详细地定义了男性默认，将其与更充分研究的偏见形式区分开来，并描述了它们如何导致女性代表性不足。我们还讨论了如何抵消男性默认值以及解决这些默认值可能面临的挑战。在男性占多数的部门和公司中增加妇女参与的努力将受益于在组织文化的多个层面（即思想、体制政策、相互作用、个人）确定和抵消男性的缺席。
Understanding and remedying women's underrepresentation in majority-male fields and occupations require the recognition of a lesser-known form of cultural bias called masculine defaults. Masculine defaults exist when aspects of a culture value, reward, or regard as standard, normal, neutral, or necessary characteristics or behaviors associated with the male gender role. Although feminist theorists have previously described and analyzed masculine defaults (e.g., Bem, 1984; de Beauvoir, 1953; Gilligan, 1982; Warren, 1977), here we define masculine defaults in more detail, distinguish them from more well-researched forms of bias, and describe how they contribute to women's underrepresentation. We additionally discuss how to counteract masculine defaults and possible challenges to addressing them. Efforts to increase women's participation in majority-male departments and companies would benefit from identifying and counteracting masculine defaults on multiple levels of organizational culture (i.e., ideas, institutional policies, interactions, individuals).