Acceso usuarios
Andrea C. Vial, Victoria L. Brescoll, John F. Dovidio
We investigated how gatekeepers sometimes arrive at discriminatory hiring selections to accommodate prejudiced third parties due to role demands (i.e., the “third-party prejudice effect”). Studies 1 and 2 show that individuals in charge of personnel decisions were significantly less likely to select a woman when a relevant third party (the chief executive officer of the company in Study 1; the “proposer” in an ultimatum game in Study 2) was prejudiced against women. Gatekeepers accommodate third-party prejudice in this way in order to avoid conflict in relations and task-related problems that would likely occur if the gatekeeper introduced a member of the target of prejudice into an organization. Studies 3 and 4 demonstrated that both interpersonal and task-focused concerns significantly mediated third-party prejudice accommodation. Furthermore, experimentally reducing task-focused concerns significantly reduced the accommodation of third-party prejudice against women (Study 4). We also found that gatekeepers accommodate third-party prejudice regardless of their own beliefs and attitudes (Studies 5 and 6), or their own desire to get along or affiliate with the third party (Study 7), and despite leading to feelings of guilt (Studies 4 and 5). Both men and women accommodated third-party prejudice against women. A role-based framework can be useful to understand the persistence of gender inequality in various fields and organizations, even as individuals endorse increasingly gender-egalitarian views. (PsycINFO Database Record (c) 2019 APA, all rights reserved)
