Gender diversity in recruitment : Influence of gender trouble on applicant attraction and evaluation
(2022) In Journal of Applied Social Psychology 52(8). p.781-802- Abstract
- The current research addresses gender trouble (acts that question the naturalness of a binary gender system) in two parts of the recruitment situation: applicant attraction and evaluation. Experiment 1 (N = 1,147) investigated how different Equal Employment Opportunity (EEO) statements in an organization description influenced organizational evaluations. The EEO statements emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender; compared with no EEO statement). Gender minority participants experienced decreased identity threat in response to the multi-gendered and the de-gendered EEO statements, which increased organizational attractivity. There was no significant effect of EEO... (More)
- The current research addresses gender trouble (acts that question the naturalness of a binary gender system) in two parts of the recruitment situation: applicant attraction and evaluation. Experiment 1 (N = 1,147) investigated how different Equal Employment Opportunity (EEO) statements in an organization description influenced organizational evaluations. The EEO statements emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender; compared with no EEO statement). Gender minority participants experienced decreased identity threat in response to the multi-gendered and the de-gendered EEO statements, which increased organizational attractivity. There was no significant effect of EEO statement for gender majority participants. Multi-gendered and de-gendered EEO statements increased perceived gender diversity within the organization. Experiment 2 (N = 214) investigated how applicants with a normative or non-normative gender expression were evaluated by HR-specialists. Applicants with a non-normative gender expression were rated as more suitable for the position and recommended a higher starting salary than applicants with a normative gender expression. Women with a non-normative gender expression were rated as more likely to be employed than men with a non-normative gender expression, while women applicants regardless of gender expression were rated as the most likely to acquire the position. This research indicates that gender minorities can be explicitly included in EEO statements without negative impact on gender majority groups and with a positive impact on gender minority groups. Furthermore, a non-normative gender expression was not found to be a cause for biased evaluations in an initial recruitment situation. (Less)
Please use this url to cite or link to this publication:
https://lup.lub.lu.se/record/afe647d3-2e4d-45d0-b52a-c69189fef0bd
- author
- Klysing, Amanda LU ; Renström, Emma LU ; Gustafsson Sendén, Marie and Lindqvist, Anna LU
- organization
- alternative title
- Könsmångfald i rekrytering : Påverkan av könstrubbel på attraktion of utvärdering av sökande
- publishing date
- 2022
- type
- Contribution to journal
- publication status
- published
- subject
- in
- Journal of Applied Social Psychology
- volume
- 52
- issue
- 8
- pages
- 781 - 802
- publisher
- V H WINSTON & SON INC
- external identifiers
-
- scopus:85109729238
- ISSN
- 1559-1816
- DOI
- 10.1111/jasp.12809
- project
- Who is Woman and Who is Man? Normativity at Intersections of Gender and Sexual Orientation
- language
- English
- LU publication?
- yes
- id
- afe647d3-2e4d-45d0-b52a-c69189fef0bd
- date added to LUP
- 2021-08-02 10:32:31
- date last changed
- 2024-03-08 14:59:45
@article{afe647d3-2e4d-45d0-b52a-c69189fef0bd, abstract = {{The current research addresses gender trouble (acts that question the naturalness of a binary gender system) in two parts of the recruitment situation: applicant attraction and evaluation. Experiment 1 (N = 1,147) investigated how different Equal Employment Opportunity (EEO) statements in an organization description influenced organizational evaluations. The EEO statements emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender; compared with no EEO statement). Gender minority participants experienced decreased identity threat in response to the multi-gendered and the de-gendered EEO statements, which increased organizational attractivity. There was no significant effect of EEO statement for gender majority participants. Multi-gendered and de-gendered EEO statements increased perceived gender diversity within the organization. Experiment 2 (N = 214) investigated how applicants with a normative or non-normative gender expression were evaluated by HR-specialists. Applicants with a non-normative gender expression were rated as more suitable for the position and recommended a higher starting salary than applicants with a normative gender expression. Women with a non-normative gender expression were rated as more likely to be employed than men with a non-normative gender expression, while women applicants regardless of gender expression were rated as the most likely to acquire the position. This research indicates that gender minorities can be explicitly included in EEO statements without negative impact on gender majority groups and with a positive impact on gender minority groups. Furthermore, a non-normative gender expression was not found to be a cause for biased evaluations in an initial recruitment situation.}}, author = {{Klysing, Amanda and Renström, Emma and Gustafsson Sendén, Marie and Lindqvist, Anna}}, issn = {{1559-1816}}, language = {{eng}}, number = {{8}}, pages = {{781--802}}, publisher = {{V H WINSTON & SON INC}}, series = {{Journal of Applied Social Psychology}}, title = {{Gender diversity in recruitment : Influence of gender trouble on applicant attraction and evaluation}}, url = {{http://dx.doi.org/10.1111/jasp.12809}}, doi = {{10.1111/jasp.12809}}, volume = {{52}}, year = {{2022}}, }