Organizational Context & Gender Stereotypes

Organizational Context & Gender Stereotypes

The lack of fit model and role congruity theory posit that men and women face prejudice and discrimination when there is a perceived mismatch between their gender-stereotypic attributes and the attributes that are essential for success in a role. However, it is not clear if or how gender stereotypes may shift once an individual holds a gendered occupational role. In this study, we investigate the masculine-stereotypic and feminine-stereotypic traits individuals associate with men and women across a set of three male-dominated and three female-dominated jobs. We find that stereotypes shift when occupational information is provided, such that both men and women in female-dominated jobs are perceived as more feminine, and men and women in male-dominated jobs are perceived as more masculine. Additionally, the differences in attribute ratings of men and women generally shrink and sometimes disappear when occupational information is provided. These findings suggest that individuals may face less prejudice and discrimination once they are established in a role, due to an increased match between the attributes which are expected of them and the attributes required for success. However, where perceived gender differences persist, individuals are likely to face prejudice and discrimination well after they are established in their role.