Stereotypes & Stereotyping

 Stereotypes are categories referring to people with some potential advantages for those involved in selection (Dewe et al. 2003). Of course, this is the case if the stereotype is accurate; otherwise potential disadvantages for those involved in selection processes may come up.

Several types of stereotypes exist, some of which are associated with: Gender, Race, Religion, Culture,Ethnicity, Age, Physical Apperance e.t.c.

There is evidence that gender stereotypes of occupational types do exist (Dewe et al. 2003)

An interesting article discussing Gender Stereotypes is: Gender and orientation stereotypes bias source-monitoring attributions by Richard L. Marsh and Gabriel I.Cook and Jason L.Hicks in Memory,2006,14 (2) 148-160 (www.psypress.com/memory).

This article discusses the results of four experiments that were conducted to determine whether gender stereotypes influence source-monitoring decision processes. In all experiments statements that were consistent with a male were more often correctly attributed to male source and less frequently correctly attributed to a female; the reverse was true for items traditionally associated with a female. The remarkable point is that both of these biases were reversed if participants believed the speaker was either a gay male or a lesbian female. All the previously mentioned effects persisted under divided attention during test, suggesting that they are caused by automatic influences.

Another interesting article on the issue of Gender stereotype is Understanding Criterion Choice in Hiring Decisions from a Prescriptive Gender Bias Perspective by Luzadis Rebekka, Wesolowski Mark, Snavely B.Kay from the Journal of Managerial Issues; Winter 2008, Vol.20 Issue 4, p.468-484.

As the author describes in the abstract, the current study investigated the hiring process by manipulating two conditions, job sex-type and candidate sex, in an attempt to better understand the impact of prescriptive gender bias on the process of criterion choice. Decision-makers’ first chose their preferred candidate and, second, provided a post-decision rationale for their choice. The post-decision rationale suggested a subjects’ prescriptive gender bias influenced subjects’ decision justifications. Decision-makers’ post-decision justifications were dependent upon candidate’s gender and job sex-typing. There are serious managerial implications as stated by the authors. Their findings suggest that “managers should be mindful during discussions of candidates in the selection process and should watch for changing criterion justifications, especially when discussing candidates whose demographic characteristics may be incongruent with traditional job sex-typing (p.14)”

“People involved in selection can, in the right circumstances, suppress any unhelpful stereotypes of applicants and base their decisions on job-relevant information (Dewe et al. 2003).” Should we attempt to replace the word “can” by the word “must”? Undoubtedly there are several gaps in the research on this area. Is gender balance in the marketplace what we are aiming at? Or should we simply dismiss gender and focus on other aspects?  Can we do that? The association of gender with certain traits and occupations starts from early childhood and is still present in most societies. But we always seem to focus on the differences among the 2 sexes, still we are all similar in many possible ways. Is the use of/focus on job-relevant information the answer to our selection associates issues?

Food for thought ...