His opportunity, her burden: A narrative critical review of why women decline academic opportunities

OBJECTIVES

This paper stems from a desire to deepen our own understanding of why women might 'say no' when allies and sponsors offer or create opportunities for advancement, leadership or recognition. The resulting disparity between representation by men and women in leadership positions, invited keynote speakers and publication counts in academic medicine is a stubborn and wicked problem that requires a synthesis of knowledge across multidisciplinary literature. Acknowledging the complexity of this topic, we selected a narrative critical review methodology to explore reasons why one man's opportunity might be a woman's burden in academic medicine.

METHODS

We engaged with an iterative process of identifying, reviewing and interpreting literature from Psychology (cognitive, industrial and educational), Sociology, Health Professions Education and Business, placing no restrictions on context or year of publication. Knowledge synthesis and interpretation were guided by our combined expertise, lived experience, consultations with experts outside the author team and these guiding questions: (1) Why might women have less time for career advancement opportunities? (2) Why do women have less time for research and leadership? (3) How are these disparities maintained?

RESULTS

Turning down an opportunity may be a symptom of a much larger issue. The power of social expectations, culture and gender stereotypes remains a resistant force against calls for action. Consequently, women disproportionately take on other tasks that are not as well recognised. This disparity is maintained through social consequences for breaking with firmly entrenched stereotypes.

CONCLUSIONS

Popular strategies like 'lean into opportunities', 'fake it till you make it' and 'overcome your imposter syndrome' suggest that women are standing in their own way. Critically, these axioms ignore powerful systemic barriers that shape these choices and opportunities. We offer strategies that allies, sponsors and peers can implement to offset the power of stereotypes.

Toward agenda 2030 in education: policies and practices for effective school leadership

School leadership has been described as a key target for leveraging the quality of education in relation to sustainable development goal (SDG4) that seeks to 'ensure inclusive and quality education for all and promote lifelong learning' as per UNESCO 2030 agenda. This study provides a policy review of school leadership in the State of Qatar, as a case study, but carries out discussions within the global thrive for meeting the demands of Agenda 2030 to achieve quality for public education. It utilized a research instrument developed by UNESCO's Division for Policies and Lifelong Learning Systems in Paris. The study used personal interview surveying, also called face-to-face surveying, and was completed with high-level policymakers at the Ministry of Education and Higher Education (MOEHE). It consisted of four sections that addressed: (1) the regulatory frameworks governing school leadership; (2) the professional development opportunities offered to school leaders; (3) the degree the school leadership profession was attractive; and (4) the procedures followed to appraise school leaders. Findings underscore the critical role played by school autonomy, instructional leadership, and governance in responding to Agenda 2030. The discussion contributes to the global discourse in meeting the requirements of Agenda 2030.

Do Men Have No Need for “Feminist” Artificial Intelligence? Agentic and Gendered Voice Assistants in the Light of Basic Psychological Needs

Artificial Intelligence (AI) is supposed to perform tasks autonomously, make competent decisions, and interact socially with people. From a psychological perspective, AI can thus be expected to impact users’ three Basic Psychological Needs (BPNs), namely (i) autonomy, (ii) competence, and (iii) relatedness to others. While research highlights the fulfillment of these needs as central to human motivation and well-being, their role in the acceptance of AI applications has hitherto received little consideration. Addressing this research gap, our study examined the influence of BPN Satisfaction on Intention to Use (ITU) an AI assistant for personal banking. In a 2×2 factorial online experiment, 282 participants (154 males, 126 females, two non-binary participants) watched a video of an AI finance coach with a female or male synthetic voice that exhibited either high or low agency (i.e., capacity for self-control). In combination, these factors resulted either in AI assistants conforming to traditional gender stereotypes (e.g., low-agency female) or in non-conforming conditions (e.g., high-agency female). Although the experimental manipulations had no significant influence on participants’ relatedness and competence satisfaction, a strong effect on autonomy satisfaction was found. As further analyses revealed, this effect was attributable only to male participants, who felt their autonomy need significantly more satisfied by the low-agency female assistant, consistent with stereotypical images of women, than by the high-agency female assistant. A significant indirect effects model showed that the greater autonomy satisfaction that men, unlike women, experienced from the low-agency female assistant led to higher ITU. The findings are discussed in terms of their practical relevance and the risk of reproducing traditional gender stereotypes through technology design.

Evidence of Delayed, Recursive Benefits of Self-Affirmation on Anxiety in Socially Anxious University Students

Introduction: Persons with social anxiety disorder (SAD) often experience social interactions as threatening and commonly avoid them or perform poorly in them (Asher et al., 2017). Self-affirmation is an intervention shown to help individuals engage effectively in situations they perceive as threatening (Sherman & Hartson, 2011). We hypothesized that self-affirmation would allow socially anxious individuals to participate in more social activities, do so more effectively, and with less stress and anxiety. Methods: Following completion of baseline measures, 75 socially anxious university students were randomly assigned to complete a self-affirming or control writing task. They subsequently completed the Trier Social Stress Test for Groups (TSST-G), and received SAD psychoeducation designed to promote social engagement over the coming month, after which they were reassessed on baseline measures of social anxiety. Results Self-affirmation demonstrated no benefit at the time of engagement in the TSST-G. However, at follow-up, self-affirmed students reported significantly less discomfort, anxiety, and distress related to a variety of social behaviors as well as more engagement in those behaviors, relative to baseline, compared with non-affirmed students. Moreover, significantly more affirmed than non-affirmed participants reported clinically significant reductions in symptoms of SAD at follow-up. Discussion These results help to broaden our conceptualization of self-affirmation and provide support for its potential utility in treatment for those with SAD.

Stereotype Threat Theory in Organizational Research: Constructive Analysis and Future Research Agenda

Stereotype threat theory (STT), which seeks to understand intergroup differences in socioeconomic outcomes, has attracted considerable attention since its inception. With the goal of advancing conversation about the usefulness of STT in organizational settings, and to extend discussions on theory assessment, we evaluate STT as a “good” theory for organizational research using a three-pronged (i.e., 3E) theory assessment framework: experience, explain, and establish. Our critical analysis reveals areas where STT has made progress and where gaps remain to be addressed. The systematic approach we pursue allows for a rigorous articulation of the 3E framework for future theory assessment work as well as helps to suggest ways for improving upon and extending STT research in new directions.

The “Catch-22” of Representation of Women in the Forest Sector: The Perspective of Student Leaders in Top Global Forestry Universities

Although there are continuous efforts aimed at increasing gender diversity, the forest sector is still largely perceived as a male dominated field, indicated by a persistent masculine image. As a result, women are still underrepresented. Utilizing interviews, we found that greater representation of women in the forest sector is considered as one of the best solutions to attract young women to the industry. However, it presents a ‘Catch-22’ in which the solution is denied by a circumstance inherent in the problem. We propose to change the forest sector image by tackling gender issues such as sexual harassment, and by simultaneously focusing on the good features of the industry such as its important role in a sustainable future and solutions for the modern world. For example, the sector can show its role in mitigating climate change and in supporting a more sustainable future economy (e.g., bioeconomy and green jobs) and urban built environment. In addition, changing the forest sector image should be supported with better marketing and promotion in various platforms, both online and offline. The sector also needs to utilize social media to attract younger generations.

Autobiographical recall of mastery experiences is a mechanism of self-affirming under social identity threat

Autobiographical memories are relevant to many areas of psychological functioning. So far, however, there is no evidence whether personal memories can also be instrumental for self-affirmation. We conducted two experiments, varying national identity threat among U.S. Americans recruited through MTurk. In Study 1, participants spontaneously recalled autobiographical memories after being exposed to varying levels of threat. When the threat was identity-relevant, those who spontaneously recalled mastery autobiographical memories had higher collective self-esteem than those who did not. In Study 2, we instructed participants to recall either mastery autobiographical memories or routine memories. When the threat was identity-relevant, collective self-esteem was again higher for mastery recall compared to routine recall, moderated by national identification and self-esteem. We also found a general, self-affirmative effect of autobiographical memories, regardless of threat relevance or recall content. Findings provide a first empirical demonstration that autobiographical recall can enhance self-affirmation in identity threat situations.

Subliminal Gender Stereotypes: Who Can Resist?

We examine women's responses to subliminal gender stereotypes, that is, stereotypes present outside conscious awareness. Previous research suggests that subtle stereotypes elicit acceptance and assimilation, but we predict that subliminal exposure to gender stereotypes will trigger resistance in some women. Specifically, we expect resistance to occur among women who are relatively strongly identified with feminists, but not with the broader group of women. We predict that resistance takes the form of persistence in stereotypically masculine domains and (implicit) in-group bias. Indeed, we found that subliminal exposure to stereotypes (vs. counter-stereotypes) led women who identify relatively strongly with feminists, but less strongly with women, to (a) persist in a math task, (b) show increased willingness to sacrifice men in a Moral Choice Dilemma task, and (c) show implicit in-group bias on an evaluative priming task. This evidence of resistance suggests that members of devalued groups are more resilient than previously thought.

Addressing Stereotype Threat is Critical to Diversity and Inclusion in Organizational Psychology

Recently researchers have debated the relevance of stereotype threat to the workplace. Critics have argued that stereotype threat is not relevant in high stakes testing such as in personnel selection. We and others argue that stereotype threat is highly relevant in personnel selection, but our review focused on underexplored areas including effects of stereotype threat beyond test performance and the application of brief, low-cost interventions in the workplace. Relevant to the workplace, stereotype threat can reduce domain identification, job engagement, career aspirations, and receptivity to feedback. Stereotype threat has consequences in other relevant domains including leadership, entrepreneurship, negotiations, and competitiveness. Several institutional and individual level intervention strategies that have been field-tested and are easy to implement show promise for practitioners including: addressing environmental cues, valuing diversity, wise feedback, organizational mindsets, reattribution training, reframing the task, values-affirmation, utility-value, belonging, communal goal affordances, interdependent worldviews, and teaching about stereotype threat. This review integrates criticisms and evidence into one accessible source for practitioners and provides recommendations for implementing effective, low-cost interventions in the workplace.

The Effects of Stigma Priming on Forensic Screening in African American Youth

In the present study, we examined the effect of stigma priming on a psychological screening in two separate experiments with African Americans who had juvenile court contact. Results of the first experiment showed that asking adolescents to state their racial group membership had no effect on self-reported internalizing and externalizing behaviors. In the second experiment, adolescents primed by making racial identity attitudes salient reported higher levels of oppositional defiant, depressive, and anxiety symptoms, but not conduct disordered behavior, when compared with peers in a control group. Three racial identity profiles were identified: (a) Miseducation-Pro-Black, (b) Low Race Salience, and (c) Multiculturalist. Only the Low Race Salience profile was shown to be associated with stigma priming vulnerability in a forensic mental health screening.

Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice?

Stereotypes about different groups persist in organizations. Employees from such groups may experience stereotype threat, or the concern that they are being judged on the basis of demeaning stereotypes about groups to which they belong. The goal of this focal article is to discuss whether stereotype threat is a useful construct for organizational psychology research and practice. To this end, we focus on consequences other than acute performance deficits in laboratory settings. In particular, we examine studies that highlight the effects of stereotype threat on intrapersonal outcomes (e.g., job attitudes), interpersonal outcomes (e.g., negotiation), and on the relationship between employees and their organization. The research reviewed suggests that stereotype threat is a potentially important phenomenon in organizations, but it also highlights the paucity of research in an organizational context. We provide suggestions for future research directions as well as for the prevention and amelioration of stereotype threat in the workplace.

Gendered communicative construction of patients in consultation settings

This study aimed to explore the communication in consultations between patients and health care staff from a gender perspective. We used 23 tape-recorded consultations between patients with Atrial Fibrillation and 5 nurses and 5 physicians at cardiac outpatient clinics at 6 different hospitals in southern Sweden during autumn 2009 to explore the verbal gendered constructions of patients. Through critical discourse analysis, we revealed that the male patients tended to describe their ailments with performance-oriented statements, whereas the female patients usually used emotional-oriented statements. The staff downplayed the male patients' questions and statements, while they acknowledged concern toward the female patients. Both the patients and the staff made conclusions according to a mutual construction. Male patients were constructed as competent, and female patients as fragile through gender-stereotypical communication. Open-ended statements and questions enabled consultations to be less limited by gender stereotypes.

I See Me the Way You See Me

This research investigated two key questions central to research on leadership and race: (a) How are leadership perceptions influenced by target’s race? (b) What are the consequences of race-based leadership perceptions on the target? These questions were specifically focused on Asian Americans (AAs), who are disproportionately underrepresented in leadership positions. Study 1 clarified previous research to demonstrate that Caucasian Americans (CAs) were perceived as more prototypic leaders compared with AAs. Study 2 supported the prediction that interpersonal leadership perceptions were affected by race via the activation of two leadership prototypes: competent and agentic leadership prototypes of AAs and CAs, respectively. Going beyond the contribution of clarifying previous research, Study 3 revealed that AAs had lower intrapersonal (self-directed) leadership perceptions and leadership aspirations than CAs and that the relationship between race and leadership aspiration was mediated by intrapersonal leadership perceptions. Implications of these findings are discussed with regard to leadership advancement opportunities for AAs and other racial minorities.

Stereotype Threat Reduces Motivation to Improve

According to stereotype threat theory, negative stereotypes impair performance and can lead to reduced motivation. In the present study, we examined whether the female-mathematics stereotype not only impairs women’s performance but also buffers their self-esteem from negative feedback and reduces their motivation to improve. Before completing a mathematics test, 80 (54 female) participants were informed either that men outperform women on the test (stereotype threat condition) or that men and women perform equally well (no-stereotype condition). Following the test, participants received positive or negative feedback prior to rating their self-esteem. Finally, participants were invited to attend free mathematics tutorials and asked to indicate their likelihood of attending. Women under stereotype threat performed worse and were less motivated than non-stereotyped women to attend mathematics tutorials after receiving negative feedback. Furthermore, although men’s self-esteem was higher if they received positive rather than negative feedback, feedback valence had no effect on women’s self-esteem. These results suggest that the effect of stereotype threat on women’s mathematical performance is potentially compounded by its capacity to reduce motivation to improve. Practical implications are discussed, with a particular focus on the need for interventions that produce an identity-safe environment, foster an incremental view of mathematical ability, and provide information about successful role models.

Thanks, But No Thanks

The stereotype that women are dependent on men is a commonly verbalized, potentially damaging aspect of benevolent sexism. We investigated how women may use behavioral disconfirmation of the personal applicability of the stereotype to negotiate such sexism. In an experiment ( N = 86), we manipulated female college students’ awareness that women may be stereotyped by men as dependent. We then placed participants in a situation where they needed help. Women made aware of the dependency stereotype (compared to controls who were not) were less willing to seek help. They also displayed a stronger negative correlation between help-seeking and post help-seeking affect—such that the more help they sought, the worse they felt. We discuss the relevance of these findings for research concerning women’s help-seeking and their management of sexist stereotyping in everyday interaction. We also consider the implications of our results for those working in domains such as health care, teaching, and counseling, where interaction with individuals in need and requiring help is common.