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Third-party prejudice accommodation increases gender discrimination.
Andrea C Vial1, Victoria L Brescoll1, John F Dovidio1
1Department of Psychology, Yale University.
Journal of Personality and Social Psychology
|October 19, 2018
Summary
Gatekeepers sometimes make discriminatory hiring decisions to avoid conflict with prejudiced third parties. This "third-party prejudice effect" persists regardless of the gatekeeper's own views, contributing to gender inequality.
Area of Science:
- Organizational Psychology
- Social Psychology
- Gender Studies
Background:
- Gatekeepers in hiring may face pressure to align with prejudiced third parties.
- Understanding the 'third-party prejudice effect' is crucial for addressing workplace discrimination.
Purpose of the Study:
- To investigate how gatekeepers accommodate third-party prejudice in hiring decisions.
- To identify the mediating factors and boundary conditions of this effect.
Main Methods:
- Multiple studies involving personnel decision-makers and simulated hiring scenarios.
- Experimental manipulation of task-focused concerns to assess their role.
Main Results:
- Gatekeepers were less likely to hire women when a prejudiced third party was involved.
- Interpersonal and task-focused concerns mediated this accommodation.
- Reducing task-focused concerns lessened the effect.
- Gatekeepers accommodated prejudice irrespective of personal beliefs or desire for affiliation.
Conclusions:
- The third-party prejudice effect demonstrates a mechanism perpetuating gender inequality.
- A role-based framework helps explain persistent inequality despite egalitarian views.
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