Beyond the Binary: Occupational Gender Stereotypes of Transgender Individuals.
Using hypothetical hiring scenarios, we compared research participants’ (N = 534) judgements of cis- and transgender applicants’ competence, likelihood of being hired, and co-worker comfort for stereotypical masculine and feminine jobs, as well as jobs high and low in people-orientation. Across masc...
| Publicado en: | Sex Roles Vol. 91; no. 6; pp. 1 - 15 |
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| Autores principales: | , , |
| Formato: | Artículo |
| Publicado: |
Springer Nature
Jun2025
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=185646698&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 185646698 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 03600025 SXR jtl: Sex Roles issn: 03600025 maglogo: N pubinfo: dt: Jun2025 vid: 91 iid: 6 pid: 237 pub: Springer Nature artinfo: ui: 185646698 10.1007/s11199-025-01587-1 ppf: 1 ppct: 14 formats: fmt: – @attributes: type: T – @attributes: type: P size: 1.1MB tig: atl: Beyond the Binary: Occupational Gender Stereotypes of Transgender Individuals. aug: au: Masters, Stephanie Peeples, Blake Barth, Joan M affil: https://ror.org/04e6ngf61 Department of Psychology and Counseling, Hood College, 21701, Frederick, MD, USA https://ror.org/01ckdn478 Department of Psychological and Brain Sciences, The University of Louisville, Louisville, KY, USA https://ror.org/03xrrjk67 Institute for Social Science Research, The University of Alabama, Tuscaloosa, AL, USA keyword: Gender nonconformity Inclusive hiring Occupation Stereotypes Transgender Workplace bias Gender nonconformity Inclusive hiring Occupation Stereotypes Transgender Workplace bias ab: Using hypothetical hiring scenarios, we compared research participants’ (N = 534) judgements of cis- and transgender applicants’ competence, likelihood of being hired, and co-worker comfort for stereotypical masculine and feminine jobs, as well as jobs high and low in people-orientation. Across masculine and feminine stereotyped occupations, ratings for hiring, competence, and co-worker comfort were more favorable for cisgender applicants compared to transgender applicants with two exceptions: Cis- and trans-men did not significantly differ in ratings for hiring or competence for feminine stereotyped occupations. Transgender applicants were rated especially poorly in people-oriented jobs compared to cisgender applicants. Results suggest an overall bias against transgender applicants, rather than bias grounded in traditional gender stereotypes. The findings highlight the role of broader intolerance for gender nonconformity in workplace bias and emphasize the need for more inclusive hiring practices. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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