Multiple categorization in hiring : The stereotype content model perspective

Hiring discrimination research has predominantly focused on labor market outcomes based on one or two group memberships, most commonly ethnicity and gender. The main aim of the doctoral dissertation is to explore warmth and competence perceptions associated with multiple demographic group membership and how they may affect evaluations and behavior in a workplace and hiring context. Study I relies on the stereotype content model (SCM, Fiske et al., 2002) to explore how employees perceive intersections of demographic groups on universal dimensions of social perception (warmth and competence). Namely, the intersection of ethnicity (Arab/Swedish), gender (male/female), age (30-year-old/55-year-old), and sexual orientation (gay/heterosexual). Results show that when stigmatized group categories are added to one another, this does not necessarily produce additive negative effects. Study II addressed perceptions of 22 common occupations in Sweden (e.g., Mechanic, Surgeon). Results show that warmth and competence can account for perceptions of the pre-selected occupations with a five-cluster solution found most descriptive of the data. Study III uses a modernized version of the “lost letter” technique (Milgram et al., 1965) and experimentally tests how ethnic discrimination is affected by signals of gender and sexual orientation. We sent out 6 654 emails as a job opportunity follow-up which ostensibly reached the wrong recipient, and measured the number of returned emails notifying the sender of the mistake. We find evidence of ethnic discrimination, with Arabs receiving fewer replies than Swedes. No discrimination based on sexual orientation or intersectional effects were found. Study IV had the main aim of testing whether matching stereotype content of job position and intersected group membership (gender and sexual orientation) in terms of warmth and competence affects the job suitability evaluations of job seekers. The results show no evidence of matching effects operating, as the gay job seekers, regardless of job position or gender, receive higher job suitability ratings than their straight counterparts. Further research should address whether there is an ongoing positive attitude change towards gay groups and whether the positive perceptions affect behavioral outcomes. I conclude that intersecting categories generates important knowledge on the perception and treatment of groups at work

Multiple categorization in hiring : The stereotype content model perspective

Hiring discrimination research has predominantly focused on labor market outcomes based on one or two group memberships, most commonly ethnicity and gender. The main aim of the doctoral dissertation is to explore warmth and competence perceptions associated with multiple demographic group membership and how they may affect evaluations and behavior in a workplace and hiring context. Study I relies on the stereotype content model (SCM, Fiske et al., 2002) to explore how employees perceive intersections of demographic groups on universal dimensions of social perception (warmth and competence). Namely, the intersection of ethnicity (Arab/Swedish), gender (male/female), age (30-year-old/55-year-old), and sexual orientation (gay/heterosexual). Results show that when stigmatized group categories are added to one another, this does not necessarily produce additive negative effects. Study II addressed perceptions of 22 common occupations in Sweden (e.g., Mechanic, Surgeon). Results show that warmth and competence can account for perceptions of the pre-selected occupations with a five-cluster solution found most descriptive of the data. Study III uses a modernized version of the “lost letter” technique (Milgram et al., 1965) and experimentally tests how ethnic discrimination is affected by signals of gender and sexual orientation. We sent out 6 654 emails as a job opportunity follow-up which ostensibly reached the wrong recipient, and measured the number of returned emails notifying the sender of the mistake. We find evidence of ethnic discrimination, with Arabs receiving fewer replies than Swedes. No discrimination based on sexual orientation or intersectional effects were found. Study IV had the main aim of testing whether matching stereotype content of job position and intersected group membership (gender and sexual orientation) in terms of warmth and competence affects the job suitability evaluations of job seekers. The results show no evidence of matching effects operating, as the gay job seekers, regardless of job position or gender, receive higher job suitability ratings than their straight counterparts. Further research should address whether there is an ongoing positive attitude change towards gay groups and whether the positive perceptions affect behavioral outcomes. I conclude that intersecting categories generates important knowledge on the perception and treatment of groups at work

Occupational stereotypes: professionals´ warmth and competence perceptions of occupations

PurposeThe purpose of the current study is to investigate occupational stereotypes among a professional sample of recruiters and other employees on the two fundamental dimensions of warmth and competence.Design/methodology/approachThe authors conducted a survey to collect professionals´ (mostly recruiters´) ratings of preselected occupations. Participants were asked to rate warmth and competence attributes. Factor and cluster analysis were employed to investigate the two-dimensional structure of the warmth/competence space and how and whether occupations cluster as predicted by the stereotype content model (SCM).FindingsAlmost all occupations showed a clear two-factorial structure, corresponding to the warmth/competence dimensions. A five-cluster solution was deemed appropriate as depicting how occupations disperse on these dimensions. Implications for stereotyping research, the design of hiring discrimination experiments, and HRM are discussed.Originality/valueIn contrast to previous related research, in which participants select the included occupations themselves, the authors included prespecified common occupations, which should be important for representativeness. In addition, previous research has been conducted in the United States, while the authors conduct this study in a European context (Sweden). Finally, instead of studying students or participants with unspecified work experience, the authors focus on professionals (mostly recruiters).</jats:sec

Multiple-group membership: warmth and competence perceptions in the workplace

AbstractWhat kinds of stereotypes are evoked when employers review a job application from a 55-year-old Arab woman? Most previous research on stereotypes has focused on single demographic group categories (e.g., race or gender) rather than on their combinations, even though people inevitably belong to multiple group categories simultaneously. The current study examines how different combinations of demographic group categories (ethnicity, gender, sexual orientation, and age) are perceived in the context of the workplace, with a focus on two fundamental dimensions of social perception: warmth and competence. The results reveal interesting interactions among the studied demographic group categories such that when stigmatized group categories are added to one another, it does not necessarily produce additive negative effects on warmth and competence perceptions. Rather, one category that is perceived negatively in isolation (e.g., homosexuality) can offset the negative impact of another stigmatized category (e.g., Arab ethnicity). Practical implications for stereotyping and discrimination in the workplace are discussed.</jats:p

Intersected Groups and Discriminatory Everyday Behavior

Abstract. De-racialization research suggests that depicting members of ethnic minority groups as gay leads to less stereotypic perceptions of their ethnic group. However, whether the consequences of de-racialization translate into real-world behavior is unclear. In a large “lost letter” field experiment ( N = 6,654) where an email was ostensibly sent to the wrong recipient by mistake, we investigate whether the relative impact of signaling gayness (vs. heterosexuality) differs for Arab (minority) versus Swedish (majority) senders. The results show clear evidence of ethnic discrimination where Arab (minority) senders receive fewer replies (prosocial response) than Swedish (majority) senders. However, there is no evidence indicating that Arab senders would receive a lower penalty for revealing gayness. Implications for multiple categorization research are discussed.</jats:p

Multiple categorization in hiring [Elektronisk resurs] : The stereotype content model perspective

Hiring discrimination research has predominantly focused on labor market outcomes based on one or two group memberships, most commonly ethnicity and gender. The main aim of the doctoral dissertation is to explore warmth and competence perceptions associated with multiple demographic group membership and how they may affect evaluations and behavior in a workplace and hiring context.Study I relies on the stereotype content model (SCM, Fiske et al., 2002) to explore how employees perceive intersections of demographic groups on universal dimensions of social perception (warmth and competence). Namely, the intersection of ethnicity (Arab/Swedish), gender (male/female), age (30-year-old/55-year-old), and sexual orientation (gay/heterosexual). Results show that when stigmatized group categories are added to one another, this does not necessarily produce additive negative effects.Study II addressed perceptions of 22 common occupations in Sweden (e.g., Mechanic, Surgeon). Results show that warmth and competence can account for perceptions of the pre-selected occupations with a five-cluster solution found most descriptive of the data.Study III uses a modernized version of the “lost letter” technique (Milgram et al., 1965) and experimentally tests how ethnic discrimination is affected by signals of gender and sexual orientation. We sent out 6 654 emails as a job opportunity follow-up which ostensibly reached the wrong recipient, and measured the number of returned emails notifying the sender of the mistake. We find evidence of ethnic discrimination, with Arabs receiving fewer replies than Swedes. No discrimination based on sexual orientation or intersectional effects were found.Study IV had the main aim of testing whether matching stereotype content of job position and intersected group membership (gender and sexual orientation) in terms of warmth and competence affects the job suitability evaluations of job seekers. The results show no evidence of matching effects operating, as the gay job seekers, regardless of job position or gender, receive higher job suitability ratings than their straight counterparts.Further research should address whether there is an ongoing positive attitude change towards gay groups and whether the positive perceptions affect behavioral outcomes. I conclude that intersecting categories generates important knowledge on the perception and treatment of groups at work.</p

Socio-Demographic Characteristics of Women with Endometrial Carcinoma

The aim of the paper was to describe general health, socio-economic and demographic characteristics of endometrial cancer patients in comparison to healthy women. During years 1996–2002, 100 women with endometrial carcinoma and 100 healthy women were interviewed about their health, socio-economic and demographic status and compared. The endometrial cancer patients were more often older, postmenopausal, with higher body weight, and frequent history of hypertension and diabetes than controls. The healthy women had greater number of deliveries, used oral contraceptive and hormone replacement therapy, were smokers and alcohol consumers and lived in urban centers more often than patients. The cancer patients had worse socio-economic status, less education, and were more frequent single and widowed than controls. These data may be relevant for public health services in the future to improvement quality of life of the cancer patients