Contesting gender stereotypes stimulates generalized fairness in the selection of leaders

Carola Leicht, Georgina Randsley de Moura, Richard J. Crisp

Research output: Contribution to journalArticle

14 Citations (Scopus)
81 Downloads (Pure)

Abstract

Exposure to counter-stereotypic gender role models (e.g., a woman engineer) has been shown to successfully reduce the application of biased gender stereotypes. We tested the hypothesis that such efforts may more generally lessen the application of stereotypic knowledge in other (non-gendered) domains. Specifically, based on the notion that counter-stereotypes can stimulate a lesser reliance on heuristic thinking, we predicted that contesting gender stereotypes would eliminate a more general group prototypicality bias in the selection of leaders. Three studies supported this hypothesis. After exposing participants to a counter-stereotypic gender role model, group prototypicality no longer predicted leadership evaluation and selection. We discuss the implications of these findings for groups and organizations seeking to capitalize on the benefits of an increasingly diverse workforce
Original languageEnglish
Pages (from-to)1025-1039
JournalLeadership Quarterly
Volume25
Issue number5
DOIs
Publication statusPublished - 2014

Bibliographical note

This is a pre-print article: Leicht, C., Randsley de Moura, G. and Crisp, R.J. (2014) Contesting gender stereotypes stimulates generalized fairness in the selection of leaders. Leadership Quarterly 25 (5) 1025-1039, Copyright © 2014 Elsevier

Keywords

  • Leadership
  • Group prototypicality
  • Gender role model
  • Counter-stereotypes

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