Gatekeepers and Gender Schemas.

描述（由申请人提供）：拟议的研究旨在通过对推荐信的定量分析，对初级终身职位候选人的评估，以及颁发奖项等标志来了解影响学术科学和学术医学成功的决策结构。该应用程序侧重于性别图式和看门人之间的互动，以了解影响男女职业生涯的决策机制。最终目标是提高科学人才的识别和奖励的准确性。拟议的研究将为搜索委员会和奖励委员会提供关于如何在三个领域改进评估的基于研究的信息：推荐信。给癌症医学和研究领域的求职者的推荐信是否会因推荐人的性别或写信人的性别状况而系统地有所不同？简历中详细列出的哪些客观特征与信函的特征有关？简短的名单。候选人的哪些客观特征决定了癌症医学和研究短名单的组成？性扮演什么角色？推荐信和简历的特点将与搜索委员会的决定相关。奖项和奖品。是什么客观特征决定了荣誉的授予，比如美国艺术与科学院、国家科学院的成员资格，以及学科内部的奖项和奖励？性扮演什么角色？在生产力、引文和奖项方面是否存在不能归因于结构性因素（如在精英研究型大学或研究所的位置）的性别差异？作为该领域男女比例的函数，或作为该领域被视为“技术性”程度的函数，是否存在不同领域的差异？两个领域-神经科学和免疫学-是有针对性的。该应用程序的一个独特功能是跨领域和机构的协作。社会科学概念和方法被用来了解妇女在学术科学领域的代表性低于男子的原因，并提高妇女的地位。四位主要研究者分别来自a）癌症医学和研究，B）认知心理学，c）工业组织心理学。拟议的团队将进行基础研究，产生定量数据，并应用于癌症医学和研究的职业生涯。公共卫生相关性：这些研究解决了以下主要问题：科学和医学的价值如何评估？答案在理论和应用方面都很重要。关于人类能力、能力和前途的决策需要整合来自各种来源的不同信息。人们如何整合这些信息，他们使用什么客观指标，以及他们带着什么样的倾向来进行评估，都知之甚少。在实际应用方面，担任有权力和威望职位的妇女人数少造成了重要后果。第一，如果妇女没有得到公平的奖励，她们的好的但不被承认的想法就不能使她们的领域朝着生产性的方向发展。其次，年轻女性可能会在看到很少有女性占据权力和声望的职位后，默默地劝阻自己不要从事高权力的职业。第三，把关人在评估职位、晋升、奖励和杰出职位的候选人时可能会犯错误，无法招聘和留住最优秀的人才。

DESCRIPTION (provided by applicant): The proposed studies aim to understand the structure of the decisions that affect success in academic science and academic medicine via quantitative analyses of recommendation letters, evaluations of candidates for junior tenure-track positions, and the awarding of marks of distinction like prizes. The application focuses on the interaction between gender schemas and gatekeepers in order to understand the mechanisms of decisions that affect the careers of men and women. The ultimate goal is to improve the accuracy of recognition and reward of talent in the sciences. The proposed research will give search committees and award committees research-based information about how to improve evaluations in three areas: Letters of recommendation. Do letters of recommendation for job candidates in cancer medicine and research differ systematically as a function of sex of the person for whom the letter is being written or the sex status of the letter writer? What objective characteristics, as detailed in curricula vitae are related to characteristics of the letters? Short lists. What objective characteristics of candidates determine the composition of short lists in cancer medicine and research? What role does sex play? Characteristics of letters of recommendation and CVs will be correlated with search committee decisions. Awards and prizes. What objective characteristics determine conferrals of distinction, such as membership in the American Academy of Arts and Sciences, the National Academies, and discipline-internal prizes and awards? What role does sex play? Are there sex differences in productivity, citations, and awards that cannot be attributed to structural factors such as location at an elite research university or institute? Are there differences by field, as a function of the percentages of men and women in the field or as a function of how "technical" the field is perceived as being? Two fields - neuroscience and immunology - are targeted. A unique feature of the application is collaboration across fields and institutions. Social science concepts and methods are used to understand the causes of women's lesser representation compared to men's in academic science and to improve women's advancement. The four principal investigators are in a) cancer medicine and research, b) cognitive psychology c) industrial-organizational psychology. The proposed team will conduct basic research, yielding quantitative data, with applications to careers in cancer medicine and research. PUBLIC HEALTH RELEVANCE: The studies address the following principal question: how is merit assessed in science and medicine? The answer is important on both theoretical and applied fronts. Decision-making about human abilities, competence, and promise requires integrating qualitatively different pieces of information from a variety of sources. How people integrate such information, what objective indicators they use, and what predispositions they come to the evaluation setting with, are little understood. On the applied front, there are important consequences of the small number of women in positions of power and prestige. First, if women do not get their fair share of prizes and awards, their good but unrecognized ideas cannot move their fields in productive directions. Second, younger women may be tacitly discouraged from a high-powered career upon seeing how few women occupy positions of power and prestige. Third, gatekeepers may make mistakes in evaluating candidates for positions, promotion, awards, and positions of distinction, failing to recruit and retain the best talent.