Reducing Endorsement of Benevolent and Modern Sexist Beliefs

2012 ◽  
Vol 43 (3) ◽  
pp. 127-137 ◽  
Author(s):  
Julia C. Becker ◽  
Janet K. Swim
Keyword(s):  
Collective Action ◽  
Gender Discrimination ◽  
Benevolent Sexism ◽  
Policy Beliefs ◽  
Sexist Beliefs ◽  
Action Measure ◽  
Practical Implications

In two experiments, the present research identifies basic mechanisms for reducing endorsement of benevolent and modern sexist beliefs. Responses to attitudinal measures and a collective action measure on policy beliefs in Study 1 (N = 164) as well as to dating profiles in Study 1 and Study 2 (N = 159) support the hypothesis that endorsement of benevolent sexist beliefs can be reduced by providing information about its harmful consequences. Moreover, women and men become more aware of the full scope of gender discrimination and reduce their endorsement of modern sexist beliefs when they are provided with information about the harmful nature and pervasiveness of benevolent sexism. Theoretical implications regarding the linkage between benevolent and modern sexist beliefs and practical implications for reducing sexism are discussed.

Collective-Action Measure

1995 ◽  
Author(s):  
Mindi D. Foster ◽  
Kimberly Matheson
Keyword(s):  
Collective Action ◽  
Action Measure

scholarly journals Addressing Menstruation in the Workplace: The Menstrual Leave Debate

2020 ◽  
pp. 561-575
Author(s):  
Rachel B. Levitt ◽  
Jessica L. Barnack-Tavlaris
Keyword(s):  
Gender Discrimination ◽  
Policy Option ◽  
Negative Effects ◽  
Alternative Approaches ◽  
Sexist Beliefs ◽  
Beliefs And Attitudes

Abstract Levitt and Barnack-Tavlaris discuss the idea of menstrual leave, a policy option that provides employees with time off during menstruation. They counter the paucity of research surrounding the impacts of such policies on menstruators and the locations offering leave. Levitt and Barnack-Tavlaris argue that without addressing underlying sexist beliefs and attitudes as well as gender discrimination, menstrual leave could have negative effects on menstruators. The authors augment this research with findings from their previous study, which examines attitudes toward and perceptions of menstrual leave. Against this background, the chapter concludes with a discussion of alternative approaches to menstrual leave.

Online Collective Action Measure

2016 ◽  
Author(s):  
Anna Kende ◽  
Martijn van Zomeren ◽  
Adrienn Ujhelyi ◽  
Nóra Anna Lantos
Keyword(s):  
Collective Action ◽  
Action Measure

scholarly journals “Respect” and “self-determination” women entrepreneurs’ identities and entrepreneurial discourses

2017 ◽  
Vol 32 (1) ◽  
pp. 66-80 ◽  
Author(s):  
Emilia Fernandes ◽  
Silvana Mota-Ribeiro
Keyword(s):  
Gender Discrimination ◽  
Women Entrepreneurs ◽  
Design Methodology ◽  
Family Businesses ◽  
Self Determination ◽  
Content Type ◽  
Start Up ◽  
The Family ◽  
Practical Implications ◽  
Gender Discourses

Purpose This exploratory study aims to compare how businesswomen with different initial bounds to their businesses resort to gender discourses to construct a shared business identity in group interaction. Design/methodology/approach The study was conducted with two focus groups of Portuguese businesswomen with different initial bounds to their enterprises: those who created their own companies and those who “inherited” family businesses. All the participants of both groups own and manage their businesses. Findings A discourse analysis of the interactions shows that the identities of businesswomen are constrained and produced by different masculinities (authority, professionalism and self-determination) and femininities (restrictive and emancipatory). The interweaving of these gender discourses results in the production of a “respect” identity in the family businesses group and a “self-determination” identity in the start-up businesses group. Practical implications The comparison of the different business identities shared by women with particular business experiences contributes to reflections upon the diversified contours that gender discrimination can undertake, and upon the need of practitioners to adjust the gender policies according to those particular experiences. Originality/value The paper compares and highlights how Portuguese businesswomen with different business backgrounds collectively construct specific and shared business identities that allow them to deal with diverse experiences of gender discrimination and devaluation.

scholarly journals Coordination Effectiveness During Public Health Emergencies: An Institutional Collective Action Framework

2021 ◽  
pp. 009539972098544
Author(s):  
Ismail Soujaa ◽  
Julius A. Nukpezah ◽  
Abraham David Benavides
Keyword(s):  
Public Health ◽  
Collective Action ◽  
Emergency Management ◽  
Fort Worth ◽  
Local Authorities ◽  
Lead Agency ◽  
Public Health Emergencies ◽  
Institutional Collective Action ◽  
Practical Implications ◽  
Conducive Environment

This article draws on the institutional collective action (ICA) framework and data from a survey of senior public health and emergency management professionals in the Dallas–Fort Worth metroplex following the Ebola outbreak to investigate coordination effectiveness during public health emergencies. Based on the study findings, the article recommends that having an identifiable lead agency, official statements from local authorities, a conducive environment for informal conversations, and communication activities that inform, connect, and involve professionals is essential for an effective coordination. Practical implications of the study extend to how to mitigate collective action dilemmas with regard to coordinating COVID-19 pandemic responses.

Present Offline Collective Action Measure

2016 ◽  
Author(s):  
Özen Odağ ◽  
Özden Melis Uluğ ◽  
Nevin Solak
Keyword(s):  
Collective Action ◽  
Action Measure

scholarly journals A Darker Side of Hope: Harmony-Focused Hope Decreases Collective Action Intentions Among the Disadvantaged

2018 ◽  
Vol 45 (2) ◽  
pp. 209-223 ◽  
Author(s):  
Siwar Hasan-Aslih ◽  
Ruthie Pliskin ◽  
Martijn van Zomeren ◽  
Eran Halperin ◽  
Tamar Saguy
Keyword(s):  
Social Change ◽  
Collective Action ◽  
Positive Emotion ◽  
Motivation To Change ◽  
Disadvantaged Group ◽  
Intergroup Interactions ◽  
Motivation For Change ◽  
Group Members ◽  
Practical Implications

Hope is viewed as a positive emotion associated with the motivation to change existing conditions. As such, it is highly relevant for social change, particularly when considering disadvantaged groups. We propose that, in the context of unequal intergroup relations, hope may actually undermine motivation for change among disadvantaged group members. Specifically, we distinguish between hope targeted at harmony with the outgroup and hope targeted at social equality between groups. Drawing on insights regarding the consequences of positive intergroup interactions, we predict that hope for harmony with the outgroup can undermine the constructive tension that motivates the disadvantaged toward equality. Across four studies, involving different intergroup contexts, hope for harmony was negatively associated with disadvantaged group members’ motivation for collective action. We further found that high identifiers from the disadvantaged group were immune to this effect. We discuss theoretical and practical implications for the role of hope in social change.

scholarly journals Can moral convictions motivate the advantaged to challenge social inequality?

2011 ◽  
Vol 14 (5) ◽  
pp. 735-753 ◽  
Author(s):  
Martijn van Zomeren ◽  
Tom Postmes ◽  
Russell Spears ◽  
Karim Bettache
Keyword(s):  
Social Identity ◽  
Collective Action ◽  
Social Inequality ◽  
Empirical Support ◽  
Group Efficacy ◽  
The Social ◽  
Identity Model ◽  
Group Members ◽  
Practical Implications ◽  
Moral Convictions

This article examines whether and how moral convictions, defined as strong and absolute stances on moralized issues, motivate advantaged group members to challenge social inequality. Specifically, we propose that violations of moral convictions against social inequality motivate collective action against it by increasing identification with the victims of social inequality. Such identification links the current work with the Social Identity Model of Collective Action (SIMCA; Van Zomeren, Postmes, & Spears, 2008 , in press ), which predicts that individuals’ motivation to challenge social inequality requires a relevant social identity in which group-based anger and group efficacy beliefs motivate collective action. For the advantaged, moral convictions are therefore powerful motivators of collective action against social inequality. Two studies, conducted in the Netherlands and Hong Kong, replicated empirical support for this line of thought. We discuss the theoretical and practical implications of our findings for collective action among the advantaged.

Does anonymising job applications reduce gender bias?

2018 ◽  
Vol 33 (8) ◽  
pp. 623-635 ◽  
Author(s):  
Meraiah Foley ◽  
Sue Williamson
Keyword(s):  
Gender Bias ◽  
Gender Discrimination ◽  
Design Methodology ◽  
Structured Interviews ◽  
Employment Decisions ◽  
Content Type ◽  
Managerial Support ◽  
Diversity Issues ◽  
External Signals ◽  
Practical Implications

PurposeAnonymous recruitment seeks to limit managers’ reliance on stereotypes in employment decisions, thereby reducing discrimination. This paper aims to explore how managers interpret the information embedded in anonymised job applications and how they interpret the organisational priorities driving the adoption of anonymous recruitment.Design/methodology/approachSemi-structured interviews with 30 managers in two Australian public sector organisations were analysed.FindingsThe results showed that managers used implicit signals and cues to infer the gender identities of applicants in anonymised applications, reintroducing the possibility of bias. Managers perceived that anonymous recruitment sent positive external signals to prospective employees but were sceptical about its effectiveness.Research limitations/implicationsThe results showed that removing applicants’ names and identifying information from applications may not be sufficient to reduce bias. In organisations where managers are sympathetic to equity and diversity issues, use of anonymous recruitment may provoke resentment if managers perceive organisational distrust or inconsistent objectives. Limitations regarding the size and nature of the sample are acknowledged.Practical implicationsOrganisations seeking to reduce gender discrimination in recruitment may consider adopting standardised application procedures or training managers to understand how stereotypes affect evaluations. Organisations should also assess managerial support for, and understanding of, anonymous recruitment prior to implementation.Originality/valueThe findings add to existing knowledge regarding the effects of implicit gender signals in managers’ assessments and the effectiveness of anonymous recruitment in reducing gender bias. It also contributes to signalling theory by examining how managers interpret the signals conveyed in organisational policies.

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