Does my daughter like math? Relations between parent and child math attitudes and beliefs.

As early as age six, girls report higher math anxiety than boys, and children of both genders begin to endorse the stereotype that males are better at math than females. However, very few studies have examined the emergence of math attitudes in childhood, or the role parents may play in their transmission. The present study is the first to investigate the concordance of multiple implicit and explicit math attitudes and beliefs between 6- and 10-year-old children and their parents. Data from implicit association tasks (IATs) reveal that both parents and their children have implicit associations between math and difficulty, but only parents significantly associated math with males. Notably, males (fathers and sons) were more likely than females (mothers and daughters) to identify as someone who likes math (instead of reading), suggesting gender differences in academic preferences emerge early and remain consistent throughout adulthood. Critically, we provide the first evidence that both mothers' and fathers' attitudes about math relate to a range of math attitudes and beliefs held by their children, particularly their daughters. Results suggest that girls may be especially sensitive to parental math attitudes and beliefs. Together, data indicate that children entering formal school already show some negative math attitudes and beliefs and that parents' math attitudes may have a disproportionate impact on young girls.

Gender equality eliminates gender gaps in engagement with female-stereotypic domains.

Although prior work reveals that gender bias against women produces gender gaps favoring men in science, technology, engineering, and mathematics engagement, research has yet to explore whether gender bias against men produces gender gaps favoring women in health care, early education, and domestic (HEED) engagement. Supporting preregistered predictions, results from an online study with MTurkers (N = 296) and a laboratory study with college students (N = 275) revealed that men expressed less sense of belonging, positivity toward, and aspirations to participate in HEED (and anticipated more discrimination) than did women when exposed to the reality of antimale gender biases in these domains. However, when told that HEED displays gender equality, men's engagement matched women's. Moderated mediation analyses revealed the importance of sense of belonging (and to a lesser extent, anticipated discrimination) in explaining why gender bias leads men to express less HEED positivity and aspirations than women. The current research thus provided novel evidence suggesting that gender bias contributes to men's underrepresentation in HEED, with important implications for broader occupational gender segregation. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Establishing the content of gender stereotypes across development.

Gender stereotypes shape individuals' behaviors, expectations, and perceptions of others. However, little is known about the content of gender stereotypes about people of different ages (e.g., do gender stereotypes about 1-year-olds differ from those about older individuals?). In our pre-registered study, 4,598 adults rated either the typicality of characteristics (to assess descriptive stereotypes), or the desirability of characteristics (to assess prescriptive and proscriptive stereotypes) for targets who differed in gender and age. Between-subjects, we manipulated target gender (boy/man vs. girl/woman) and target age (1, 4, 7, 10, 13, 16, or 35). From this, we generated a normed list of descriptive, prescriptive, and proscriptive gender-stereotyped characteristics about people across the early developmental timespan. We make this archive, as well as our raw data, available to other researchers. We also present preliminary findings, demonstrating that some characteristics are consistently ungendered (e.g., challenges authority), others are gender-stereotypic across the early developmental timespan (e.g., males from age 1 to 35 tend to be dirty), and still others change over development (e.g., girls should be submissive, but only around age 10). Implications for gender stereotyping theory-as well as targets of gender stereotyping, across the lifespan-are discussed.

The Reproducibility Movement in Psychology: Does Researcher Gender Affect How People Perceive Scientists With a Failed Replication?

The reproducibility movement in psychology has resulted in numerous highly publicized instances of replication failures. The goal of the present work was to investigate people's reactions to a psychology replication failure vs. success, and to test whether a failure elicits harsher reactions when the researcher is a woman vs. a man. We examined these questions in a pre-registered experiment with a working adult sample, a conceptual replication of that experiment with a student sample, and an analysis of data compiled and posted by a psychology researcher on their public weblog with the stated goal to improve research replicability by rank-ordering psychology researchers by their "estimated false discovery risk." Participants in the experiments were randomly assigned to read a news article describing a successful vs. failed replication attempt of original work from a male vs. female psychological scientist, and then completed measures of researcher competence, likability, integrity, perceptions of the research, and behavioral intentions for future interactions with the researcher. In both working adult and student samples, analyses consistently yielded large main effects of replication outcome, but no interaction with researcher gender. Likewise, the coding of weblog data posted in July 2021 indicated that 66.3% of the researchers scrutinized were men and 33.8% were women, and their rank-ordering was not correlated with researcher gender. The lack of support for our pre-registered gender-replication hypothesis is, at first glance, encouraging for women researchers' careers; however, the substantial effect sizes we observed for replication outcome underscore the tremendous negative impact the reproducibility movement can have on psychologists' careers. We discuss the implications of such negative perceptions and the possible downstream consequences for women in the field that are essential for future study.

Implicit-Bias Remedies: Treating Discriminatory Bias as a Public-Health Problem.

Accumulated findings from studies in which implicit-bias measures correlate with discriminatory judgment and behavior have led many social scientists to conclude that implicit biases play a causal role in racial and other discrimination. In turn, that belief has promoted and sustained two lines of work to develop remedies: (a) individual treatment interventions expected to weaken or eradicate implicit biases and (b) group-administered training programs to overcome biases generally, including implicit biases. Our review of research on these two types of sought remedies finds that they lack established methods that durably diminish implicit biases and have not reproducibly reduced discriminatory consequences of implicit (or other) biases. That disappointing conclusion prompted our turn to strategies based on methods that have been successful in the domain of public health. Preventive measures are designed to disable the path from implicit biases to discriminatory outcomes. Disparity-finding methods aim to discover disparities that sometimes have obvious fixes, or that at least suggest where responsibility should reside for developing a fix. Disparity-finding methods have the advantage of being useful in remediation not only for implicit biases but also systemic biases. For both of these categories of bias, causes of discriminatory outcomes are understood as residing in large part outside the conscious awareness of individual actors. We conclude with recommendations to guide organizations that wish to deal with biases for which they have not yet found solutions.

Psychology of gender: Addressing misconceptions and setting goals for the field.

As an active interdisciplinary subfield, the psychology of gender has made major contributions to social psychology, and to psychological science more broadly. And yet, it has often been viewed as a special-interest area producing less rigorous work than other subfields. Such unduly negative perceptions may undermine the extent to which developments in gender-related scholarship ultimately contribute to broader scientific and social advances. The current work seeks to address common misconceptions about the psychology of gender, both by highlighting impactful contributions from existing work and identifying opportunities for further research. To do so, it discusses three specific misconceptions that may distort the assessment (and ultimately limit the impact) of work in this field. It also presents three underlying goals for future programs of gender-related scholarship. It does so in service of the broader goal of extending the robust body of existing research into new generations of gender science that are rigorous, inclusive, impactful, and can serve as the foundation for both scientific and social progress. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Open science, communal culture, and women's participation in the movement to improve science.

Science is undergoing rapid change with the movement to improve science focused largely on reproducibility/replicability and open science practices. This moment of change-in which science turns inward to examine its methods and practices-provides an opportunity to address its historic lack of diversity and noninclusive culture. Through network modeling and semantic analysis, we provide an initial exploration of the structure, cultural frames, and women's participation in the open science and reproducibility literatures (n = 2,926 articles and conference proceedings). Network analyses suggest that the open science and reproducibility literatures are emerging relatively independently of each other, sharing few common papers or authors. We next examine whether the literatures differentially incorporate collaborative, prosocial ideals that are known to engage members of underrepresented groups more than independent, winner-takes-all approaches. We find that open science has a more connected, collaborative structure than does reproducibility. Semantic analyses of paper abstracts reveal that these literatures have adopted different cultural frames: open science includes more explicitly communal and prosocial language than does reproducibility. Finally, consistent with literature suggesting the diversity benefits of communal and prosocial purposes, we find that women publish more frequently in high-status author positions (first or last) within open science (vs. reproducibility). Furthermore, this finding is further patterned by team size and time. Women are more represented in larger teams within reproducibility, and women's participation is increasing in open science over time and decreasing in reproducibility. We conclude with actionable suggestions for cultivating a more prosocial and diverse culture of science.

Reducing STEM gender bias with VIDS (video interventions for diversity in STEM).

Gender biases contribute to the underrepresentation of women in STEM. In response, the scientific community has called for methods to reduce bias, but few validated interventions exist. Thus, an interdisciplinary group of researchers and filmmakers partnered to create VIDS (Video Interventions for Diversity in STEM), which are short videos that expose participants to empirical findings from published gender bias research in 1 of 3 conditions. One condition illustrated findings using narratives (compelling stories), and the second condition presented the same results using expert interviews (straightforward facts). A hybrid condition included both narrative and expert interview videos. Results of two experiments revealed that relative to controls, VIDS successfully reduced gender bias and increased awareness of gender bias, positive attitudes toward women in STEM, anger, empathy, and intentions to engage in behaviors that promote gender parity in STEM. The narratives were particularly impactful for emotions, while the expert interviews most strongly impacted awareness and attitudes. The hybrid condition reflected the strengths of both the narratives and expert interviews (though effects were sometimes slightly weaker than the other conditions). VIDS produced substantial immediate effects among both men and women in the general population and STEM faculty, and effects largely persisted at follow-up. (PsycINFO Database Record

A comparison of clinicians' racial biases in the United States and France.

RATIONALE: Clinician bias contributes to racial disparities in healthcare, but its effects may be indirect and culturally specific. OBJECTIVE: The present work aims to investigate clinicians' perceptions of Black versus White patients' personal responsibility for their health, whether this variable predicts racial bias against Black patients, and whether this effect differs between the U.S. and France. METHOD: American (N = 83) and French (N = 81) clinicians were randomly assigned to report their impressions of an identical Black or White male patient based on a physician's notes. We measured clinicians' views of the patient's anticipated improvement and adherence to treatment and their perceptions concerning how personally responsible the patient was for his health. RESULTS: Whereas French clinicians did not exhibit significant racial bias on the measures of interest, American clinicians rated a hypothetical White patient, compared to an identical Black patient, as significantly more likely to improve, adhere to treatment, and be personally responsible for his health. Moreover, in the U.S., personal responsibility mediated the racial difference in expected improvement, such that as the White patient was seen as more personally responsible for his health, he was also viewed as more likely to improve. CONCLUSION: The present work indicates that American clinicians displayed less optimistic expectations for the medical treatment and health of a Black male patient, relative to a White male patient, and that this racial bias was related to their view of the Black patient as being less personally responsible for his health relative to the White patient. French clinicians did not show this pattern of racial bias, suggesting the importance of considering cultural influences for understanding racial biases in healthcare and health.

A "Scientific Diversity" Intervention to Reduce Gender Bias in a Sample of Life Scientists.

Mounting experimental evidence suggests that subtle gender biases favoring men contribute to the underrepresentation of women in science, technology, engineering, and mathematics (STEM), including many subfields of the life sciences. However, there are relatively few evaluations of diversity interventions designed to reduce gender biases within the STEM community. Because gender biases distort the meritocratic evaluation and advancement of students, interventions targeting instructors' biases are particularly needed. We evaluated one such intervention, a workshop called "Scientific Diversity" that was consistent with an established framework guiding the development of diversity interventions designed to reduce biases and was administered to a sample of life science instructors (N = 126) at several sessions of the National Academies Summer Institute for Undergraduate Education held nationwide. Evidence emerged indicating the efficacy of the "Scientific Diversity" workshop, such that participants were more aware of gender bias, expressed less gender bias, and were more willing to engage in actions to reduce gender bias 2 weeks after participating in the intervention compared with 2 weeks before the intervention. Implications for diversity interventions aimed at reducing gender bias and broadening the participation of women in the life sciences are discussed.

Quality of evidence revealing subtle gender biases in science is in the eye of the beholder.

Scientists are trained to evaluate and interpret evidence without bias or subjectivity. Thus, growing evidence revealing a gender bias against women-or favoring men-within science, technology, engineering, and mathematics (STEM) settings is provocative and raises questions about the extent to which gender bias may contribute to women's underrepresentation within STEM fields. To the extent that research illustrating gender bias in STEM is viewed as convincing, the culture of science can begin to address the bias. However, are men and women equally receptive to this type of experimental evidence? This question was tested with three randomized, double-blind experiments-two involving samples from the general public (n = 205 and 303, respectively) and one involving a sample of university STEM and non-STEM faculty (n = 205). In all experiments, participants read an actual journal abstract reporting gender bias in a STEM context (or an altered abstract reporting no gender bias in experiment 3) and evaluated the overall quality of the research. Results across experiments showed that men evaluate the gender-bias research less favorably than women, and, of concern, this gender difference was especially prominent among STEM faculty (experiment 2). These results suggest a relative reluctance among men, especially faculty men within STEM, to accept evidence of gender biases in STEM. This finding is problematic because broadening the participation of underrepresented people in STEM, including women, necessarily requires a widespread willingness (particularly by those in the majority) to acknowledge that bias exists before transformation is possible.

Communicating more than diversity: The effect of institutional diversity statements on expectations and performance as a function of race and gender.

The present studies examined whether colorblind diversity messages, relative to multicultural diversity messages, serve as an identity threat that undermines performance-related outcomes for individuals at the intersections of race and gender. We exposed racial/ethnic majority and minority women and men to either a colorblind or multicultural diversity statement and then measured their expectations about overall diversity, anticipated bias, and group task performance (Study 1, N = 211), as well as their expectations about distinct race and gender diversity and their actual performance on a math test (Study 2, N = 328). Participants expected more bias (Study 1) and less race and gender diversity (Study 2) after exposure to a colorblind versus a multicultural message. However, the colorblind message was particularly damaging for women of color, prompting them to expect the least diversity overall and to perform worse (Study 1), as well as to actually perform worse on a math test (Study 2) than the multicultural message. White women demonstrated the opposite pattern, performing better on the math test in the colorblind versus the multicultural condition, whereas racial minority and majority men's performances were not affected by different messages about diversity. We discuss the importance of examining psychological processes that underscore performance-related outcomes at the junction of race and gender.

Science faculty's subtle gender biases favor male students.

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student-who was randomly assigned either a male or female name-for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants' preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science.

The gender role motivation model of women's sexually submissive behavior and satisfaction in heterosexual couples.

Previous findings suggest that women are more likely than men to take on the submissive role during sexual activities (e.g., waiting for their partner to initiate and orchestrate sexual activities), often to the detriment of their sexual satisfaction. Extending previous research on gender role motivation, the authors recruited 181 heterosexual couples to examine scripted sexual behavior, motivation for such behavior, and relationship outcomes (sexual satisfaction, perceptions of closeness, and relationship satisfaction) for both women and their partners. Using the actor-partner interdependence model, path analyses revealed that women's submissive behavior had negative links to personal sexual satisfaction and their partner's sexual satisfaction but only when their submission was inconsistent with their sexual preferences. Moreover, the authors show there are negative downstream consequences of diminished sexual satisfaction on perceptions of closeness and overall relationship satisfaction for both partners in the relationship.

Relationship contingency and sexual motivation in women: implications for sexual satisfaction.

Deriving self-worth from romantic relationships (relationship contingency) may have implications for women's sexual motives in relationships. Because relationship contingency enhances motivation to sustain relationships to maintain positive self-worth, relationship contingent women may engage in sex to maintain and enhance their relationships (relational sex motives). Using structural equation modeling on Internet survey data from a convenience sample of 462 women in heterosexual and lesbian relationships, we found that greater relationship contingency predicted greater relational sex motives, which simultaneously predicted both sexual satisfaction and dissatisfaction via two distinct motivational states. Having sex to improve intimacy with one's partner was associated with greater sexual satisfaction and autonomy, while having sex to earn partner's approval was associated with sexual dissatisfaction and inhibition. While some differences exist between lesbian and heterosexual relationships, relationship contingency had sexual costs and benefits, regardless of relationship type.

Weight stigmatization and bias reduction: perspectives of overweight and obese adults.

This study employed qualitative methods with a sample of overweight and obese adults to identify and describe their subjective experiences of weight bias. Participants (274 females and 44 males) completed an online battery of self-report questionnaires, including several open-ended questions about weight stigmatization. These questions asked them to describe their worst experiences of weight stigmatization, their perceptions of common weight-based stereotypes, their feelings about being overweight and their suggestions for strategies to reduce weight stigma in our culture. Participants reported experiencing weight stigma across a range of contexts and involving a variety of interpersonal sources. Close relationship partners (such as friends, parents and spouses) were the most common source of their worst stigmatizing encounters. Participants challenged common weight-based stereotypes (notably, that obese individuals are 'lazy') and reported that they would like the public to gain a better understanding of the difficulties of weight loss, the causes of obesity and the emotional consequences of being stigmatized. Education was reported as the most promising avenue for future stigma-reduction efforts. The experiences and opinions expressed were not significantly different for men versus women or overweight versus obese individuals. A minority of participants expressed beliefs suggestive of self-blame and internalization of weight-based stereotypes. These results indicate that while obese individuals experience weight bias across many domains, more stigma-reduction efforts should target stigmatizing encounters in close relationships, including parents, spouses and friends of obese persons.

Internalization of weight bias: Implications for binge eating and emotional well-being.

OBJECTIVE: This study examined the relationship between internalization of negative weight-based stereotypes and indices of eating behaviors and emotional well-being in a sample of overweight and obese women. RESEARCH METHOD AND PROCEDURES: The sample was comprised of 1013 women who belonged to a national, non-profit weight loss organization. Participants completed an on-line battery of self-report questionnaires measuring frequency of weight stigmatization and coping responses to deal with bias and symptoms of depression and self-esteem, attitudes about weight and obesity, and binge eating behaviors. In addition, participants were asked to list the most common weight-based stereotypes and whether they believed them to be true or false. RESULTS: Participants who believed that weight-based stereotypes were true reported more frequent binge eating and refusal to diet in response to stigma experiences compared with those who reported stereotypes to be false. The degree to which participants believed stereotypes to be true or false was not related to types or amount of stigma experiences reported, self-esteem, depression, or attitudes toward obese persons. In addition, engaging in weight loss strategies as a response to bias was not predicted by stereotype beliefs or by actual stigma experiences, regardless of the amount or types of stigma reported. DISCUSSION: These findings suggest that obese individuals who internalize negative weight-based stereotypes may be particularly vulnerable to the negative impact of stigma on eating behaviors and also challenge the notion that stigma may motivate obese individuals to engage in efforts to lose weight. This study highlights a new area of research that warrants attention to better understand weight stigma and its potential consequences for health.