 Abstract. Literature
on the motherhood penalty and gender-based hiring discrimination
illustrates that women are more likely than men to suffer disadvantages
through pay allocation, hireability, and perceived job-related skills.
These already prominent disadvantages are shown to be exacerbated by a
woman indicating she is a parent; however, this effect has not been
shown for men. Previous research focusing on these problems explains
that stereotypes are the reason for such differential treatment. Unfortunately, current research does not fully explain this occurrence,
as gender counter-stereotypical information fails to eradicate
discrimination completely. Ambivalent sexism is proposed to be an
important contributor to this problem, and its effect was tested in a
paradigm in which evaluators were given identical information, save for
gender and parental status. Participants were human resource managers
and university students. Data are currently being analyze to determine
if gender differences exist on the Ambivalent Sexism Inventory (ASI).
Further, if gender differences do exist, data will be analyzed to
determine if participant's sexism scores influence ratings of
applicant's competence, likability, hirability, and salary allocation. |
