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The Paradox of Gender-Conscious Diversity Initiatives: How Accentuating Gender Differences May Perpetuate Workplace Gender Inequality

性别意识多元化举措的悖论：性别差异的加剧如何可能导致工作场所性别不平等长期存在

基本信息

批准号：
ES/S00274X/1
负责人：
Teri Kirby
金额：
$ 26.09万
依托单位：
UNIVERSITY OF EXETER
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2019
资助国家：
英国
起止时间：
2019 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FS00274X%2F1
关键词：
Paradox Gender Conscious Diversity Initiatives

项目摘要

In August 2017, James Damore, a Google engineer, circulated a memo arguing that women are naturally less suited to leadership positions. Indeed, women still comprise only 20% of technology positions at Google and only 7% of FTSE 100 CEOs in the UK. However, it is exactly these stereotypes and rigid ideas about gender differences endorsed by Damore - rather than a lack of natural abilities - that contributes to the underrepresentation of women in leadership and STEM (Science, Technology, Engineering, Math). To combat these gender stereotypes, many organisations have implemented a range of workplace diversity initiatives. Unfortunately, these initiatives, which typically have no evidence base, could themselves reinforce stereotypes, creating a vicious circle that maintains inequality. Like many organisations, Google highlights gender differences in many of its diversity initiatives, assuming that celebrating difference will benefit women (i.e., a gender-conscious approach). In this project, I suggest that, by highlighting gender differences, gender-conscious initiatives in particular send a tacit message that women are inherently different from men and that all women are similar. By doing so, they may further justify gender stereotypes, and thus women's underrepresentation in traditionally male domains. I will test these hypotheses, as well as also explore strategies to avoid these unintended consequences. First, gender-conscious approaches that explicitly acknowledge differences in the socialisation of men and women may help reduce people's tendency to attribute gender differences to innate factors. Second, gender-conscious approaches that embrace women's contributions, while also acknowledging that individual women vary, may reduce people's tendency to make generalisations across all women. In summary, this research project has the following aims: (1) Examine whether gender-conscious diversity approaches lead to gender stereotyping.(2) Examine whether gender-conscious approaches deter people from appointing women to leadership and STEM positions.(3) Test two strategies to alleviate negative consequences of gender-conscious approaches.Indeed, empirical research on different types of diversity initiatives, including those taking a gender-conscious approach, is limited and inconclusive. I am well-suited to examine these questions because of my past and ongoing research testing when diversity initiatives can backfire, when they are beneficial, and when their efficacy is mixed. However, no research thus far has directly examined the relationship between gender-conscious initiatives and women's workplace outcomes. In collaboration with industry partners, I will conduct at least 7 studies across 3 phases of research using a range of methodologies and samples: experiments with working professionals in a range of industries and longitudinal field studies examining real-world outcomes with working professionals employed by my organisational partners. Across all phases, I will work with industry partners to develop the research questions and materials. In the final year, I will hold a workshop to disseminate the findings to partner organisations and key contacts in London. Better understanding the impact of gender-conscious approaches has clear applications because it could transform how organisations implement diversity initiatives. For example, organisations could more carefully consider the language used on their websites about gender equality and tailor diversity trainings to focus on the importance of both group and individual identity, rather than focusing primarily on women's unique contributions. Developing close industry connections during the research project will also facilitate future opportunities to test organisation-wide field interventions.

2017年8月，谷歌工程师詹姆斯·达莫尔传阅了一份备忘录，认为女性天生就不太适合担任领导职务。事实上，在谷歌的技术职位中，女性仍然只占20%，在英国富时100指数成分股公司CEO中，女性只占7%。然而，正是达莫尔认可的这些关于性别差异的刻板印象和僵化观点--而不是缺乏天生的能力--导致女性在领导层和STEM(科学、技术、工程、数学)中的代表性不足。为了打击这些性别刻板印象，许多组织实施了一系列工作场所多元化倡议。不幸的是，这些通常没有证据基础的倡议本身可能会强化刻板印象，造成维持不平等的恶性循环。与许多组织一样，谷歌在其许多多元化倡议中强调性别差异，假设庆祝差异将使女性受益(即，一种具有性别意识的方法)。在这个项目中，我认为，通过强调性别差异，特别是具有性别意识的倡议发出了一个默示的信息，即女性天生就不同于男性，所有女性都是相似的。通过这样做，他们可能会进一步证明性别陈规定型观念是合理的，从而证明妇女在传统男性领域的代表性不足。我将检验这些假设，并探索避免这些意想不到的后果的策略。首先，明确承认男女社会化差异的性别意识方法可能有助于减少人们将性别差异归因于先天因素的倾向。其次，接受女性贡献的性别意识方法，虽然也承认女性的个体不同，但可能会减少人们对所有女性一概而论的倾向。总而言之，本研究项目有以下目的：(1)考察性别意识多元化方法是否会导致性别刻板印象。(2)考察性别意识方法是否会阻止人们任命女性担任领导和STEM职位。(3)测试两种缓解性别意识方法负面影响的策略。实际上，对不同类型的多元化举措的实证研究，包括那些采取性别意识方法的多元化举措，是有限的和不确定的。我非常适合研究这些问题，因为我过去和正在进行的研究测试了多样性倡议何时会适得其反，何时它们是有益的，何时它们的效果好坏参半。然而，到目前为止，还没有研究直接考察性别意识倡议与女性工作成果之间的关系。在与行业合作伙伴的合作下，我将使用一系列方法和样本在三个研究阶段进行至少7项研究：与一系列行业的工作专业人员进行实验，以及与我的组织合作伙伴雇用的工作专业人员进行纵向实地研究，检查真实世界的结果。在所有阶段，我将与行业合作伙伴一起开发研究问题和材料。在最后一年，我将举办一个研讨会，向伦敦的合作伙伴组织和主要联系人传播调查结果。更好地理解性别意识方法的影响具有明显的应用价值，因为它可以改变组织实施多样性倡议的方式。例如，各组织可以更仔细地考虑在其网站上使用的关于性别平等的语言，并根据不同的情况进行培训，将重点放在群体和个人认同的重要性上，而不是主要集中在妇女的独特贡献上。在研究项目期间发展密切的行业联系也将促进未来测试组织范围内的现场干预措施的机会。

项目成果

期刊论文数量（10）

专著数量（0）

科研奖励数量（0）

会议论文数量（0）

专利数量（0）

Best research practices for using the Implicit Association Test.

DOI：
10.3758/s13428-021-01624-3
发表时间：
2022-06
期刊：
BEHAVIOR RESEARCH METHODS
影响因子：
5.4
作者：
Greenwald, Anthony G.;Brendl, Miguel;Cai, Huajian;Cvencek, Dario;Dovidio, John F.;Friese, Malte;Hahn, Adam;Hehman, Eric;Hofmann, Wilhelm;Hughes, Sean;Hussey, Ian;Jordan, Christian;Kirby, Teri A.;Lai, Calvin K.;Lang, Jonas W. B.;Lindgren, Kristen P.;Maison, Dominika;Ostafin, Brian D.;Rae, James R.;Ratliff, Kate A.;Spruyt, Adriaan;Wiers, Reinout W.
通讯作者：
Wiers, Reinout W.

Combating Bisexual Erasure: The Correspondence of Implicit and Explicit Sexual Identity