Reducing Stereotypic Biases in Hiring
Findings from research in social psychology on stereotypic biases
- Gender stereotypes or “schemas” bias the evaluations that are made of individuals, often in “maleadvantaging” ways.
- Gender stereotypes function as cognitive shortcuts.
- Stereotyping often occurs out of awareness.
- Both men and women are prone to biases.
- Even well-intentioned, non-sexist people are capable of bias.
- Biasing processes are more extreme when ...a.individuals are tired, rushed or otherwise cognitively burdened.b.women are rare in a unit (“tokens”).c.jobs are “male-typed.”d.valid performance information is lacking.e.criteria are vague or ambiguous.
- The good news is that biases can be reduced.
How stereotypic biases disadvantage women
- Stereotyping leads to the use of a gender differentiated double standard for assessing competence andability.
- Stereotypic biases can be embedded in seemingly objective supporting materials (recommendationletters, teaching evaluations).
- Stereotyping can result in seeing successful women as unfeminine or difficult (the “double bind”).
- Stereotyping can result in shifting evaluation criteria for women and men.
- Stereotyping can result in even harsher biases against women who are mothers.
What can be done?
Underlying principle—disrupt the tendency to use stereotypes as cognitive shortcuts.
Strategies/solutions
- Devote adequate time.
- Read candidates work rather than relying solely on support materials.
- Critically analyze supporting materials (recommendation letters, teaching evaluations, researchstatements).
- Be accountable—be prepared to explain your decisions and rankings
- Be transparent—what are the criteria, is it the same for men and women, is it the right criteria?
- Structure diverse groups and allow for maximum participation.
- Think about how the job ad and descriptions might impact the applicant pool and perceived fit ofthe candidates.
- Consider using a candidate evaluation form