MANdatory - why men need (and are needed for) gender equality progress.

While much progress has been made towards gender equality, diversity and inclusion in the workplace, education and society, recent years have also revealed continuing challenges that slow or halt this progress. To date, the majority of gender equality action has tended to approach gender equality from one side: being focused on the need to remove barriers for girls and women. We argue that this is only half the battle, and that a focus on men is MANdatory, highlighting three key areas: First, we review men's privileged status as being potentially threatened by progress in gender equality, and the effects of these threats for how men engage in gender-equality progress. Second, we highlight how men themselves are victims of restrictive gender roles, and the consequences of this for men's physical and mental health, and for their engagement at work and at home. Third, we review the role of men as allies in the fight for gender equality, and on the factors that impede and may aid in increasing men's involvement. We end with recommendations for work organizations, educational institutions and society at large to reach and involve men as positive agents of social change.

Predictors of expectant fathers' parental leave-taking intentions before birth: masculinity, fatherhood beliefs, and social support.

Despite continuing progress, men remain underrepresented in childcare, domestic labor, and other care work. Because parental leave is discussed as a gateway to increasing men's childcare engagement, we aimed to gain insights into predictors of men's parental leave-taking intentions during the transition to parenthood. Using outcomes on a continuum from behavioral preferences to more behavior-oriented measures, we examine how masculinity and fatherhood beliefs as well as social support become relevant during men's formation of their leave-taking intentions. Planned analyses of data collected from 143 expectant fathers in Belgium and Germany revealed that the support men perceive from their partners for taking leave predicts their parental leave-taking desire, intention, and planned length of leave. Moreover, men's conception of a prototypical man, especially in terms of agency, was linked to their desire to take leave. Against expectations, father role attitudes and workplace support did not emerge as relevant predictors of men's intended leave-taking. Results of exploratory analyses suggest that care engagement of peers, expected backlash, and self-efficacy beliefs additionally play a role in men's intended leave-taking. We discuss parental leave as a negotiation process within couples and review the role of men's normative environment for their intended leave-taking.

Did Descriptive and Prescriptive Norms About Gender Equality at Home Change During the COVID-19 Pandemic? A Cross-National Investigation.

Using data from 15 countries, this article investigates whether descriptive and prescriptive gender norms concerning housework and child care (domestic work) changed after the onset of the COVID-19 pandemic. Results of a total of 8,343 participants (M = 19.95, SD = 1.68) from two comparable student samples suggest that descriptive norms about unpaid domestic work have been affected by the pandemic, with individuals seeing mothers' relative to fathers' share of housework and child care as even larger. Moderation analyses revealed that the effect of the pandemic on descriptive norms about child care decreased with countries' increasing levels of gender equality; countries with stronger gender inequality showed a larger difference between pre- and post-pandemic. This study documents a shift in descriptive norms and discusses implications for gender equality-emphasizing the importance of addressing the additional challenges that mothers face during health-related crises.

How positive and negative intergroup contact jointly inform minority support for social change: The role of system-fairness beliefs.

Research suggests that positive contact with majorities may 'sedate' (undermine) minority support for social change, while negative contact may promote it. However, most studies to date have examined both forms of contact separately, which may not give an accurate picture of their effects. This study examines the joint effects and interplay of positive and negative contact on minority support for social change, and the role of system-fairness beliefs across seven ethnic minority samples in six countries (N = 790). Multigroup Structural Equation Modelling showed that negative contact predicted higher minority support for social change. Positive contact predicted both less support for social change indirectly via enhanced system-fairness beliefs, and more support for social change directly. Except for one national context, the total effects of positive contact were either non-significant or significantly positive. This shows that increased system-fairness beliefs can explain sedative effects of positive contact, and that positive contact may also promote support for social change. We conclude that sedative effects of positive contact may be overestimated by not considering negative contact.

My future-self has (not) quit smoking: An experimental study into the effect of a future-self intervention on smoking-related self-identity constructs.

OBJECTIVES: Envisioning one's (non)smoking future may make (un)desired future identities more accessible, salient, and personally relevant and facilitate smoking cessation. The current study assessed whether a future-self intervention can weaken smoker self-identity and expected identity loss when quitting smoking, and strengthen quitter- and nonsmoker self-identity, while accounting for personal factors-socioeconomic position, nicotine dependence, consideration of future consequences, and clarity of the envisioned future-self. Additionally, it examined the association between smoking-related identity and quitting intention and behavior. METHODS: This longitudinal online experimental study randomized 233 adult smokers to an intervention condition (where they completed mental imagery, visual, and verbal tasks about a future (non)smoking self), or to a passive control condition. Smoker-, quitter-, nonsmoker self-identity and identity loss were measured post-intervention and after one- and three-months. Quit intention and attempts were measured at baseline and after one month. RESULTS: There was a consistent increase in non-smoker self-identity, and decrease in smoker self-identity and identity loss over a period of six months for all participants, but no significant difference in smoking-related identity between the intervention and control group. While personal factors did not moderate the effect of the intervention, we found that smoking-related identity constructs do vary with nicotine dependence, consideration of future consequences, and clarity of the envisioned future-self. Quitting behavior is primarily associated with non-smoker self-identity. CONCLUSIONS: Although the future-self intervention did not significantly influence smoking-related identity or behavior, identity-in particular, non-smoker self-identity-is important to consider in smoking cessation interventions. More research is needed to find effective operationalizations for identity-based interventions in the context of smoking.

Need satisfaction in intergroup contact: A multinational study of pathways toward social change.

What role does intergroup contact play in promoting support for social change toward greater social equality? Drawing on the needs-based model of reconciliation, we theorized that when inequality between groups is perceived as illegitimate, disadvantaged group members will experience a need for empowerment and advantaged group members a need for acceptance. When intergroup contact satisfies each group's needs, it should result in more mutual support for social change. Using four sets of survey data collected through the Zurich Intergroup Project in 23 countries, we tested several preregistered predictions, derived from the above reasoning, across a large variety of operationalizations. Two studies of disadvantaged groups (Ns = 689 ethnic minority members in Study 1 and 3,382 sexual/gender minorities in Study 2) support the hypothesis that, after accounting for the effects of intergroup contact and perceived illegitimacy, satisfying the need for empowerment (but not acceptance) during contact is positively related to support for social change. Two studies with advantaged groups (Ns = 2,937 ethnic majority members in Study 3 and 4,203 cis-heterosexual individuals in Study 4) showed that, after accounting for illegitimacy and intergroup contact, satisfying the need for acceptance (but also empowerment) is positively related to support for social change. Overall, findings suggest that intergroup contact is compatible with efforts to promote social change when group-specific needs are met. Thus, to encourage support for social change among both disadvantaged and advantaged group members, it is essential that, besides promoting mutual acceptance, intergroup contact interventions also give voice to and empower members of disadvantaged groups. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Which representations of their gender group affect men's orientation towards care? the case of parental leave-taking intentions.

Men are currently underrepresented in traditionally female care-oriented (communal) engagement such as taking parental leave, whereas they are overrepresented in traditionally male (agentic) engagement such as breadwinning or leadership. We examined to what extent different prototypical representations of men affect men's self-reported parental leave-taking intentions and more generally the future they can imagine for themselves with regard to work and care roles (i.e., their possible selves). We expected prototypes of men that combine the two basic stereotype dimensions of agency and communion to increase men's communal intentions. In two experiments (N1 = 132, N2 = 233), we presented male participants with contrived newspaper articles that described the ideal man of today with varying degrees of agency and communion (between-subjects design with four conditions; combined agentic and communal vs. agentic vs. communal vs. control condition). Results of Experiment 1 were in line with the main hypothesis that especially presenting a combination of agency and communion increases men's expectations for communal engagement: As compared to a control condition, men expected more to engage in caretaking in the future, reported higher parental leave-taking intentions, and tended to expect taking longer parental leave. Experiment 2 only partially replicated these findings, namely for parental leave-taking intentions. Both experiments additionally provided initial evidence for a contrast effect in that an exclusive focus on agency also increased men's self-reported parental leave-taking intentions compared to the control condition. Yet, exclusively emphasizing communion in prototypes of men did not affect men's communal intentions, which were high to begin with. We further did not find evidence for preregistered mechanisms. We discuss conditions and explanations for the emergence of these mixed effects as well as implications for the communication of gendered norms and barriers to men's communal engagement more broadly.

"Where will I belong more?": The role of belonging comparisons between STEM fields in high school girls' STEM interest.

In trying to understand women's underrepresentation in STEM (Science, Technology, Engineering, Mathematics), most existing research focuses on one STEM-field or collapses across all STEM-fields. However, these fields differ vastly in female representation: women tend to be most strongly underrepresented in technological and computer science university majors and to a lesser extent in mathematics and chemistry, while they are less underrepresented in biological sciences. To understand this variability, we examine how girls in the process of making higher education choices compare different STEM-fields to each other. We draw upon dimensional comparison theory, which argues that educational motivation involves intra-individual comparisons of achievement across school subjects. However, previous research has shown that a focus on achievement in STEM is not enough, anticipated belonging in a STEM-field plays a pivotal role in interest in pursuing that field. Consistent with this, we examined participants' comparisons of anticipated belonging across STEM-fields. A sample of 343 high school girls in STEM-focused university tracks completed a survey on their anticipated belonging and interest in pursuing different STEM majors. Latent Profile Analysis resulted in 3 profiles, showing different belonging comparison patterns across STEM-fields. Examining these comparisons-both within and across profiles-showed how girls felt pushed away from certain STEM-fields and pulled toward others. The findings suggest that for interest in pursuing specific STEM-fields it is not just about the level of anticipated belonging within that STEM-field, but just as much about the level of anticipated belonging in comparison to another STEM-field. SUPPLEMENTARY INFORMATION: The online version contains supplementary material available at 10.1007/s11218-021-09663-6.

Implicit racism, colour blindness, and narrow definitions of discrimination: Why some White people prefer 'All Lives Matter' to 'Black Lives Matter'.

The Black Lives Matter (BLM) movement has been called the 'civil rights issue of our time' (Holt & Sweitzer, 2020, Self and Identity, 19(, p. 16) but the All Lives Matter (ALM) movement swiftly emerged as an oppositional response to BLM. Prior research has investigated some predictors of support for ALM over BLM, but these predictors have thus far not included levels of racial bias or potentially relevant constructions of racism. This pre-registered, cross-sectional study (N = 287) tested the degree to which White participants' support for ALM could be predicted using measures of racism (implicit and explicit) and ideological stances around the construction of 'racism' (that discourage the recognition of contemporary inequalities and discrimination). Using multiple regression analyses, we found that implicit racism, colour-blind ideology, and narrow definitional boundaries of discrimination positively predicted support for ALM over BLM. Explicit racism, collective narcissism, and right-wing political orientation did not predict ALM support, nor did any (2-way) interaction of these predictors. Implications for our understanding of the All Lives Matter movement are discussed.

Majority group belonging without minority group distancing? Minority experiences of intergroup contact and inequality.

As most immigrant-origin minority youth grow up in ethnically diverse social worlds, they develop a sense of belonging to both the national majority and the ethnic minority group. Our study adds to a growing body of research on minority experiences of intergroup contact by (1) including both minority and majority group belonging as outcomes and (2) examining the interplay of majority contact with unequal treatment. We surveyed 1,200 Turkish and Moroccan-Belgian minority youth in 315 classrooms across 65 schools, using multiple measures of intergroup contact, unequal treatment in school, and minority and majority group belonging. Multi-level models showed that minority youth who experienced more intergroup contact, and less unequal treatment, reported more belonging to the majority group. In addition, contact predicted less belonging to the minority group only in the presence of unequal treatment: For minority youth who perceived less unequal treatment, either individually or collectively, intergroup contact was unrelated to minority group belonging. We conclude that majority group contact and belonging need not come at the cost of minority group distancing in the absence of inequality.

Daily Coping With Social Identity Threat in Outgroup-Dominated Contexts: Self-Group Distancing Among Female Soldiers.

We examine the degree to which women in a male-dominated field cope with daily experiences of social identity threat by distancing themselves from other women. A daily experience-sampling study among female soldiers (N = 345 data points nested in 61 participants) showed women to self-group distance more on days in which they experienced more identity threat. This was mediated by daily concerns about belonging but not achievement in the military, supporting the explanation that women distance from other women as a way to fit in a masculine domain. However, on a daily basis, self-group distancing did not appear to protect women's outcomes as it was related to lower daily well-being and motivation. The findings indicate that targets are not passive recipients of identity threat but active agents coping daily with the challenges they face, but that regulation strategies may also incur costs. Implications for theories on coping with stigma and costs are discussed.

To belong or not to belong: Protecting minority engagement in the face of discrimination.

School belonging is pivotal in enabling sustained task engagement, yet minorities' belonging is contingent on the intergroup context. From a social identity approach, discrimination experiences elicit identity threat, undermining school belonging. Conversely, a positive diversity climate may shield belonging through protecting minority identities. This study addresses minority school belonging and task engagement from the interplay of identity threat and protection in diverse classrooms. We hypothesise that a positive diversity climate can buffer minority disengagement in response to discrimination by protecting school belonging. Drawing on Turkish and Moroccan minority samples (N = 1050) in 274 diverse classrooms in 52 Belgian secondary schools, we test multilevel models with school belonging as mediating process connecting minorities' engagement to the interplay of discrimination experiences with perceived diversity climate. Minority youth who experienced discrimination from teachers reported less school belonging, which in turn predicted lower task engagement. Conversely, minority perceptions of a positive diversity climate predicted more belonging. Moreover, perceived diversity climate buffered minority engagement against personal experiences of discrimination through protecting school belonging. Whereas discrimination experiences undermined minority school belonging and task engagement, minority perceptions of a positive diversity climate protected belonging and engagement against discrimination.

Identity processes in smokers who want to quit smoking: A longitudinal interpretative phenomenological analysis.

The importance of identity in smoking cessation is increasingly becoming recognized by researchers. This study is the first in-depth longitudinal qualitative investigation of identity change processes among smokers who intend to quit. Participants' accounts of smoking, attempts to quit and sense of identity were explored over time to examine identity continuity and change. Ten smokers with a quit intention were interviewed three times, approximately 1 month apart, and approached for follow-up 2 years later. Data from 30 in-depth interviews were analyzed using the interpretative phenomenological analysis approach. Two themes of identity change processes are presented: "Identity transition makes it easier to quit" and "Identity conflict resolution is needed when quitting is unsuccessful or not attempted." Identity transition toward the identity of nonsmoker appeared to be facilitated by permeable identity boundaries, a continuous sense of identity, and a sense of mastery of quitting. Conflicted smoker identities were observed among participants who continued to smoke, along with barriers that appeared to prevent them from identifying with nonsmoking. Among these participants psychological (e.g. using downward comparisons with worse-off smokers) and behavioral strategies (e.g. hiding smoking from others) were seen that may serve to resolve identity conflict and protect a positive sense of identity. Our findings suggest that transition toward a nonsmoker identity may be necessary for successful quitting. Future research investigating ways to help smokers to perceive themselves increasingly as nonsmokers appears indicated.

Coping With Stigma in the Workplace: Understanding the Role of Threat Regulation, Supportive Factors, and Potential Hidden Costs.

Despite changes in their representation and visibility, there are still serious concerns about the inclusion and day-to-day workplace challenges various groups face (e.g., women, ethnic and cultural minorities, LGBTQ+, people as they age, and those dealing with physical or mental disabilities). Men are also underrepresented in specific work fields, in particular those in Health care, Elementary Education, and the Domestic sphere (HEED). Previous literature has shown that group stereotypes play an important role in maintaining these inequalities. We outline how insights from research into stigma, social identity, and self-regulation together increase our understanding of how targets are affected by and regulate negative stereotypes in the workplace. This approach starts from the basis that members of negatively stereotyped groups are not just passive recipients of negative attitudes, stereotypes, and behaviors but are active individuals pursuing multiple goals, such as goals for belonging and achievement. We argue that it is only by understanding stigma from the target's perspective (e.g., how targets are affected and respond) that we can successfully address workplace inequality. Key in this understanding is that stereotypes, prejudice, and discrimination have taken on much more subtle forms, with consequences for the way members of stigmatized groups cope. These insights lead us to propose an approach to understanding barriers to workplace equality that highlights four key aspects: (1) the different (often subtle) potential triggers of identity threat in the workplace for members of stigmatized groups; (2) the ways in which members of stigmatized groups cope with these threats; (3) the role of supportive factors that mitigate potential threats and affect self-regulation; and (4) potential hidden costs for the self or others of what appears at first to be effective self-regulation. The focus on threats, coping, support, and potential hidden costs helps us understand why current diversity efforts are not always successful in increasing and maintaining members of stigmatized groups in organizations and provides insight into how we can aid efforts to effectively lower barriers to workplace equality.

Feeling Pressure to Be a Perfect Mother Relates to Parental Burnout and Career Ambitions.

Background and aims: Intensive mothering norms prescribe women to be perfect mothers. Recent research has shown that women's experiences of pressure toward perfect parenting are related to higher levels of guilt and stress. The current paper follows up on this research with two aims: First, we examine how mothers regulate pressure toward perfect mothering affectively, cognitively, and behaviorally, and how such regulation may relate to parental burnout. Second, we examine how feeling pressure toward perfect mothering may spill over into mothers' work outcomes. Methods: Through Prolific Academic, an online survey was sent to fulltime working mothers in the United Kingdom and United States with at least one child living at home (N = 169). Data were analyzed using bootstrapping mediation models. Results: Feeling pressure to be a perfect mother was positively related to parental burnout, and this relation was mediated by parental stress, by a stronger cognitive prevention focus aimed at avoiding mistakes as a mother, and by higher maternal gatekeeping behaviors taking over family tasks from one's partner. Moreover, pressure toward perfect mothering had a positive direct effect on career ambitions; and a negative indirect effect, such that mothers with higher felt pressure toward perfect mothering experienced lower work-family balance, which in turn related to lower career ambitions. Conclusion: The findings suggest that intensive mothering norms might have severe costs for women's family and work outcomes, and provide insights into where to direct efforts to reduce motherhood hardships and protect women's career ambitions.

Perpetuating Inequality: Junior Women Do Not See Queen Bee Behavior as Negative but Are Nonetheless Negatively Affected by It.

Previous research has revealed that women may attempt to avoid negative gender stereotypes in organizations through self-group distancing, or "queen bee", behaviors: emphasizing masculine qualities, distancing themselves from other women, and legitimizing organizational inequality. Factors that increase self-group distancing have been identified (e.g., existing discrimination and low group identification), but it is unknown how self-group distancing by an ingroup leader is perceived by and affects subordinates of the negatively stereotyped group. In the current study, female participants received ambiguous negative feedback from a male versus female leader displaying queen bee-type versus neutral behavior. As expected, a male leader displaying queen bee-type behavior was seen as having less positive intent than a male leader displaying neutral behavior, which in turn increased how sexist he was perceived to be. A female leader displaying queen bee (vs. neutral) behavior was not seen as having less positive intent, which thus did not indirectly influence perceived sexism. Behavior of both male and female leaders did affect junior women: participants exposed to a leader displaying queen bee-type behavior reported more anger, sadness, and anxiety than participants exposed to a leader displaying neutral behavior. These data provide further evidence that simply adding more women or minorities in key senior positions is insufficient to change inequality if bias in the organization is not tackled. Specifically, exposure to gender inequality can steer female leaders to endorse-rather than change-stereotypes about women, and this behavior is particularly consequential because it (a) might not be recognized as bias and (b) exerts negative effects.

Uncovering Pluralistic Ignorance to Change Men's Communal Self-descriptions, Attitudes, and Behavioral Intentions.

Gender norms can lead men to shy away from traditionally female roles and occupations in communal HEED domains (Healthcare, Early Education, Domestic sphere) that do not fit within the social construct of masculinity. But to what extent do men underestimate the degree to which other men are accepting of men in these domains? Building on research related to social norms and pluralistic ignorance, the current work investigated whether men exhibit increased communal orientations when presented with the true norms regarding men's communal traits and behaviors vs. their perceived faulty norms. Study 1 (N = 64) revealed that young Belgian men indeed perceive their peers to hold more traditional norms regarding communal and agentic traits than their peers actually hold. Study 2 (N = 319) presented young Belgian men with altered norms to manipulate exposure to men's actual normative beliefs (i.e., what men truly think), their perceived norms (i.e., what men believe other men think), or a no information control. When men were presented with actual rather than perceived norms, they altered their own self-descriptions, future behavioral intentions, and broader gender-related social attitudes in a more communal direction. In particular, men who were presented with information about men's actual beliefs regarding the compatibility between communal and agentic traits exhibited the strongest movement toward a more communal orientation. The findings show that participants in conditions that uncover pluralistic ignorance adapted their attitudes and behaviors to be more in line with the actual norm: adopting a more communal self-concept, having lower intentions to hide future communal engagement, and supporting more progressive gender-related social change. The results are discussed in terms of influences of norms on men's communal orientations and broader attitudes toward gender-related social change, and the down-stream implications for increased gender-equality in HEED domains where men remain highly underrepresented.

Strengthening quitter self-identity: An experimental study.

OBJECTIVES: Smoking-related self-identity processes are important for smoking cessation. We examined whether quitter self-identity (i.e. identification with quitting smoking) could be strengthened through a writing exercise, and whether expected social support for quitting, manipulated through vignettes, could facilitate identification with quitting. DESIGN: Participants (N = 339 daily smokers) were randomly assigned to a 2 (identity: strengthened quitter self-identity vs. control) × 3 (social support: present vs. absent vs. neutral control) between-participants design. MAIN OUTCOME MEASURES: The main outcome was post-test quitter self-identity. RESULTS: Post-test quitter self-identity was not strengthened successfully. Only a small and marginally significant intervention effect was found on quitter self-identity, which did not generalise to positively influence quit-intention or behaviour. The social support manipulation did not facilitate quitter self-identity. Secondary content analyses showed that quitter self-identity was strengthened among participants who linked quitting smoking to their lifestyle, wanted to become quitters for health reasons, and whose reasons for becoming quitters included approach of positive aspects of quitting, but not among participants who linked quitter self-identity to their self-perceptions. CONCLUSIONS: Results provide insight into the content of smokers' self-conceptualizations as quitters. Writing exercises should be improved and tested to eventually successfully strengthen quitter identities.

Extending trust to immigrants: Generalized trust, cross-group friendship and anti-immigrant sentiments in 21 European societies.

The aim of this study is twofold. First, we expand on the literature by testing whether generalized trust is negatively related to anti-immigrant sentiments in Europe. Second, we examine to what extent the relation between generalized trust and anti-immigrant sentiments is dependent upon cross-group friendships. We apply multilevel linear regression modeling to representative survey data enriched with levels of ethnic diversity covering 21 European countries. Results show that both generalized trust and cross-group friendship are negatively related to anti-immigrant sentiments. However, there is a negligible positive relation between generalized trust and cross-group friendship (r = .10), and we can clearly observe that they operate independently from one another. Hence, trusting actors are not more likely to form more cross-group friendships, and cross-group friendship do not lead to the development of more generalized trust. Instead, the findings show that generalized trust leads immigrants too to be included in the radius of trusted others and, as a consequence, the benign effects of generalized trust apply to them as well. We conclude that the strength of generalized trust is a form of generalization, beyond the confines of individual variations in intergroup experiences.