Abstract Women frequently feel alienated in science, technology, engineering, and mathematics (STEM) environments due to gender biases, ultimately leading them to feel less competent or leave the field altogether. This study utilizes personal statements from a subset of participants from a National Science Foundation (NSF) funded Research Experiences for Undergraduates (REU) Site: Biomedical Engineering in Simulations, Imaging, and Modeling (BME-SIM) to investigate how confidence is shown by participants and how confidence is perceived by faculty reviewers in personal statements. This study compares feedback from faculty reviewers to perceived and self-reported confidence using lexical (i.e., word choices and use) and syntactic (i.e., structures of language segments such as sentences, phrases, and organization of words) features of these personal statements. Women received more negative feedback related to confidence compared to their male counterparts, notably in relation to modesty. Few differences were found between writing styles of genders in their pre- and post-program statements. Overall, writing styles did not seem to correlate with the genders' perceived or self-reported confidence; however, perception of confidence suggested a relationship between genders' pre- and post-program statements when examined by noun and adjective variation. A similar relationship was found between self-reported confidence and noun variation in men and women participants. Findings suggest that writing style perceptions and practices may be influenced by gender norms; however, without looking at the specific diction and content of personal statements, these conclusions cannot be fully established.
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Same‐gender supervisors protect women's leadership aspirations after negative performance feedback
Two studies examined how the gender of a workplace supervisor can affect a woman's response to performance evaluations and also her professional advancement aspirations. In Study 1, employed women reviewed a performance evaluation in which feedback was manipulated to reflect one of two stereotypes of women (high in warmth or low in competence). Findings showed that participants were more likely to attribute negative (i.e., low competence) feedback from men supervisors to gender biases than the same feedback from women supervisors. There was no effect of supervisor gender when the feedback was positive (i.e., high warmth) or neutral. In Study 2, negative feedback from men supervisors, regardless of evaluative dimension (competence or warmth) resulted in women reporting decreased professional aspirations. This relationship was mediated by women's attribution of supervisor feedback to gender biases. Together, these findings suggest that same‐gender supervisors can potentially buffer women's long term professional aspirations after a discouraging performance review.
more » « less- NSF-PAR ID:
- 10072868
- Publisher / Repository:
- Wiley-Blackwell
- Date Published:
- Journal Name:
- Journal of Applied Social Psychology
- Volume:
- 48
- Issue:
- 8
- ISSN:
- 0021-9029
- Page Range / eLocation ID:
- p. 437-447
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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Abstract Objective This study investigates how
healthcare seeking for oneself and “healthcare work” for family—constellations that include the continuation of health insurance, access to formal medical care, and medication adherence—change during a period of unemployment.Background “Intensive mothering” norms that promote selfless caregiving may discourage women's (but not men's) engagement in own healthcare seeking behavior. Breadwinning norms may oblige men (but not women) to provide income and other resources, including health insurance.
Method This article relies on data from 100 in‐depth interviews with unemployed men and women conducted from 2013 to 2015. An iterative coding process guided data analysis; themes and patterns were evaluated to determine their importance across the data.
Results After a job loss, many women (but few men) stopped seeking previously maintained healthcare for themselves. In contrast, some men rejected obligations to provide health insurance for their family. Moreover, the majority of women (but few men) discussed the prioritization of family in their healthcare decision‐making.
Conclusion The intersection of financial inequalities and changing gender norms in healthcare seeking and family healthcare work placed a unique toll on women's health.
Implications These findings expand current understanding of how gender functions as a primary frame and how these frames change, suggesting that gender beliefs about family responsibilities extend to healthcare seeking and family healthcare work and are constrained by social class, even as gender frames change to reshape men's obligations to provide health insurance.
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