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Ambivalent Sexism and Applicant Evaluations: Effects on Ambiguous Applicants

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Abstract

The purpose of the current research was to evaluate how gender stereotypes and sexist attitudes affect responses to hypothetical job applicants. In Study 1 (N = 93) undergraduate and graduate students in the Southwestern USA evaluated a male, female, or gender-ambiguous resume. They also completed the Ambivalent Sexism Inventory (ASI; Glick and Fiske 1996). Hypotheses were tested using ANOVA. Results suggested that participants who expressed more hostile sexist attitudes evaluated the gender-ambiguous applicant more negatively than a male or female applicant. In Study 2 (N = 117), graduate and undergraduate participants were asked to indicate the gender of the ambiguous applicant. Those who scored high on hostile sexism, and perceived a gender-ambiguous applicant to be male, provided the most favorable evaluations.

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Acknowledgments

We would like to thank Christopher Boeding, Kristen Heldenbrand, Kevin Meyer, Stephanie Payne, Jenna Pieper, Ian Smith and P.C. Smith for their help in collecting data.

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Authors and Affiliations

  1. Department of Psychology, University of New Haven, 300 Boston Post Rd, West Haven, CT, 06516, USA

    Amy Nicole Salvaggio

  2. 1245 J. J. Kelley Memorial Drive, St. Louis, MO, 63131, USA

    Michelle Streich

  3. Department of Psychology, University of Tulsa, 800 Tucker Drive, Tulsa, OK, 74104, USA

    Jennifer E. Hopper

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  1. Amy Nicole Salvaggio
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  2. Michelle Streich
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  3. Jennifer E. Hopper
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Correspondence to Amy Nicole Salvaggio.

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Salvaggio, A.N., Streich, M. & Hopper, J.E. Ambivalent Sexism and Applicant Evaluations: Effects on Ambiguous Applicants. Sex Roles 61, 621–633 (2009). https://doi.org/10.1007/s11199-009-9640-6

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