Psychology
Gender Bias
Gender bias refers to the unequal treatment or representation of individuals based on their gender. In psychology, it can manifest in research, diagnosis, and treatment, leading to stereotypes and discrimination. Addressing gender bias is crucial for ensuring fair and accurate understanding of human behavior and mental processes.
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9 Key excerpts on "Gender Bias"
- Phil Gorman(Author)
- 2020(Publication Date)
- Routledge(Publisher)
Chapter 2 Gender BiasSpec check
Gender and culture in psychology – universality and bias. Gender Bias including androcentrism and alpha bias and beta bias.AO1 (Knowledge and understanding): Gender issues in psychology. Does gender play a role in psychological research?
Psychology has, historically, been dominated by men. In attempting to construct a timeline of psychology with my students recently, I found myself falling into this same gender trap. Our first version (guided by me) featured only men. Almost without thinking, I accepted the view that the major branches had all been developed by men and that it was perfectly reasonable to have no women on this timeline (the second version included a number of women).SuchGender Biashas been pervasive in scientific research for centuries and this has included psychological research, and maybe still does. This bias towards the focus on male researchers is, though, just one part of the issue of Gender Bias and, whilst this in itself may cause problems for the representation of women in psychological research, there is a bigger problem that lies beneath the assumptions made by psychological researchers.Whilst it is a problem if all of the people conducting psychological research are men, it is an even bigger problem if this leads to the conclusion that it doesn’t matter as men and women are all the same and therefore we can generalise from the study of men to the rest of the population regardless of gender.Universality and bias
This brings us to the question of whether it’s possible to assume that research carried out on humans can be generalised, regardless of the perceived differences between us. Indeed, in the past and to some extent still today, it has been assumed that we could generalise from the study of animals to human beings and therefore it should be possible to generalise from men to women. Unfortunately, such assumptions have led to some fairly devastating consequences in the field of medical research (thalidomide,DES
eBook - PDFGender Bias in Scholarship
The Pervasive Prejudice
- Winnie Tomm, Gordon Hamilton, Winnie Tomm, Gordon Hamilton(Authors)
- 2006(Publication Date)
- Wilfrid Laurier University Press(Publisher)
The next section describes some sources of bias in psychological theory and research. This is followed by an account of developments in Canada and the United States that demonstrate how professional psychology organizations provided reforms for the treatment of the sexes in many areas of the discipline. Particular emphasis is given to the efforts of the Canadian Psychological Association and Canadian women psychologists to influence research, practice, education, and the professional associations. Guidelines for researchers regarding 28 Gender Bias in Scholarship treatment of the sexes in research are summarized. Last, some suggestions are offered for continued efforts to reduce sex and Gender Bias. Sources of Sex and Gender Bias in Psychological Theory and Research What are the ways in which sex and Gender Bias occur in psychological theory and research? Many of the answers to this question are similar to those outlined in the booklet On the Treatment of the Sexes in Research by Margrit Eichler and Jean Lapointe (1985), which was the impetus for this paper and this volume. I shall analyse seven sources of sex and Gender Bias in psychological research and theory: building psychological theories on data obtained exclusively from males; using male behaviour as the norm; employing only male subjects in experiments; the lack of knowledge about sex roles; testing for sex differences; viewing masculine and feminine as dichotomies; the high value given to men's roles and the undervaluation to women's roles in Western culture. Psychological theories built on data from only male subjects have been a serious source of bias. The area of achievement motivation is a prime example of a theory developed primarily with reference to men (Frieze et at. 1978: 21) state that this may have occurred due to a nonconscious assumption that it was not important to study women because they obviously are not interested in achievement.
- Jamie Maniloff(Author)
- 2021(Publication Date)
- Omnigraphics(Publisher)
In the workplace, numerous studies have shown that Gender Bias leads people to perceive men and women differently for the same attitudes or behaviors. For instance, an assertive woman is much more likely to be described as bossy, pushy, or overbearing, while a man with the same trait will likely be seen and described as confident or a leader. This is due to implicit biases that associate traits like strength, power, authority, and assertiveness with masculinity. As a result, the same qualities are often considered unusual, unnatural, and even off-putting in women. Confirmation Bias: Confirmation bias is the tendency to look for or prioritize informa-tion that confirms something that is already believed. When confirmation bias is at work, we are likely to disregard or filter out facts or evidence that challenges something we have already made up our minds about. This is why many people will continue to hold onto 6 • Chapter 1 • Defining Bias, Prejudice, and Discrimination inaccurate beliefs or assumptions, even when presented with reasonable arguments or evidence to the contrary. Bropropriating: This term is a witty combination of the words “bro” and “appropriation” (to claim something that belongs to someone else as your own). The concept itself refers to the tendency to give credit to men at the expense of women. For example, many women have had experiences in which they make a point that nobody seems to hear or care for, only to later show support and enthusiasm when a male colleague makes the same suggestion. Moreover, this “new” idea will be considered originally his. These instances are often symp-toms of a larger company culture of Gender Bias. Height Discrimination: Evidence shows that companies often promote taller individu-als to senior positions, especially when they are male. Indeed, in America, the average male CEO is about three inches taller than the average male.
eBook - PDFWomen
Social, Political and Economical Changes in the last five decades
- Sirithida Wannachai(Author)
- 2019(Publication Date)
- Society Publishing(Publisher)
For success of any intervention or action related to democracy, rights, and equality it must incorporate gender equality as part of its methodology and analysis for change. In absence of which, interventions are not expected to succeed in their aims of adding to equality for all and more comprehensive and complete social transformation. Combining gender perspectives is not only about “incorporating” women or “thinking about” gender minorities and men but, also, considering what a gendered politics offers in terms of different ways of being, seeing, and doing that in themselves serve to transform patriarchal power relations. Gender Biasing in Social and Political Fronts 103 As per the Blackwell Encyclopedia of Sociology, “Sex forms the basis for the prejudice and supposed inferiority inherent in the term sexism. The term gender prejudice is more complete than the term sexism, as it includes both discrimination (behavior) and chauvinism (attitude) in its definition” (Ritzier, 2016). In the entire history, men and women have been treated distinctly. This has taken place in the homes, in the work place, in our schools— importantly, everywhere in our society. When people are treated distinctly based on their gender it is known as “Gender Bias” and not even barring the educational leaders. According to Joan Williams (2001), “Gender discrimination in academia is well and alive with professionally hampering results.” 4.2 FOUR ACCEPTED TYPES OF Gender Bias Gender Bias exists in all spheres of life and all over the world. In the United States of America, we have been lucky to make stride, mainly within our schools and workplaces. When we look at gender discrimination from the perspective of education particularly embarking educational professionals, we face four theories in which discrimination is used against females.
eBook - PDF- Walter Jost, Wendy Olmsted(Authors)
- 2003(Publication Date)
- Yale University Press(Publisher)
Thus, studies on sex differences that derived from either a psychodynamic or individual-difference perspective as-sumed that the characteristic being studied was part of the indi-vidual's personality (Unger, 1989). Sex-related traits were seen as stable and coherent—as part of the essential nature of the per-son. These assumptions derived from a positivist-objectivist worldview (Flax, 1987). Many feminist psychologists, however, recognized that sex forms the basis of a social classification system—gender. They realized that the traits and behaviors attributed to females and males had a prescriptive as well as a descriptive function (Pleck, 1981). They began to look for the origin of male-female dif-ferences within the social system rather than within the person. Thus, the study of gender represented a paradigm shift within psychology (Unger, 1983). The shift from the behavior of the sexes to the way the sexes are perceived reflected a shift in focus from existing social reality to the way that people construct so-cial reality. In this chapter, therefore, I define gender as a scheme for the social categorization of individuals (Sherif, 1982). Gender refers no Imperfect Reflections of Reality to the cognitive and perceptual mechanisms by which biological differentiation is translated into social differentiation. Since gen-der is defined here as a process rather than as something people possess, the term gender difference might produce some concep-tual confusion. It is certainly not a synonym for sex difference because it derives from an entirely different view of social reality. In fact, it can be argued that the term should be retired from use because it reflects our society's construction of the sexes as dif-ferent (Hare-Mustin & Marecek, 1988). At this time I use it spar-ingly to refer to beliefs about the way males and females differ in our society. Used in this sense, the term gender differences is very similar in meaning to the term gender stereotypes.
- Samina Azad, Lisa M. Balbes, Michelle Francl, Donna J. Dean, Cynthia L. Simpson, Blair Schneider, Mary Anne Holmes, Adrienne L. Traxler, Dontarie Stallings, Srikant Iyer, Rigoberto Hernandez, Asmeret Asefaw Berhe, Meredith Hastings, Blair Schneider, Erika Marín-Spiotta, Natalie A. LaFranzo, Nicholas Giordano, Edgar, Samina Azad(Authors)
- 2020(Publication Date)
- American Chemical Society(Publisher)
Our desired end state reflects a world where there is an appreciation for the unique contributions of a diverse society and workforce. An important step in this process is acknowledging and discussing the full gender spectrum, which may include new terminology or unfamiliar terms to those in the majority, cisgenders. Bias Is Tangible, Real, and Unacceptable Gender Bias is without a doubt a matter of ethics. In 2017, the percentage of people in the world identified (by sex) as female was 49.6% (2). With this statistic in hand, it should be reasonable to assume that women have the opportunity to contribute their unique skills and perspectives across sectors, and leadership levels, without fear. However, as described earlier in this book, there are a myriad of challenges that women face when they enter the workplace. From bias in hiring practices, to unequal pay, to challenges with obtaining promotions and leadership opportunities, each step of the way is filled with unethical practices that must be addressed. Whether it’s subtle discrimination, obvious bias, or overt sexual harassment, each comes with an emotional weight for the victim to carry, and often, a perception of shame (3, 4). Even behaviors that are considered “trivial” by the well-intentioned aggressor, often referred to as microaggressions, can result in feelings of frustration, anger, and embarrasment (5, 6). It is unacceptable for women to live in fear or to question their ability to contribute wholly to an organization, yet there remain systematic bias that perpetuate this reality. These practices must be discussed openly and effort put forward to dismantle the bias. Talking about the challenges that women face in the sciences (and in life) is uncomfortable. The reflex feelings of embarrassment, doubt, and shame make reporting harassment and bias painful and confusing. We must also recognize the role that power imbalances play in bias and harassment.
eBook - PDFReframing Women′s Health
Multidisciplinary Research and Practice
- Alice Dan(Author)
- 1994(Publication Date)
- SAGE Publications, Inc(Publisher)
Gender Bias in cardiac research has therefore been translated into bias in management of disease, leading to inequitable treatment for life-threatening conditions in women. Overcoming Gender Bias in Clinical Research Recognizing Gender Bias is the first step toward understanding the differ-ence it makes. Perhaps male researchers are less likely to see flaws in and question biologically deterministic theories that provide scientific justifica-tion for men's superior status in society because they gain social power and status from such theories. Researchers from outside the mainstream (femi-nists, for example) are much more likely to be critical of such theories that prevent their empowerment. To eliminate bias, the community of scientists undertaking clinical research must include individuals from as many diverse backgrounds as possible (Rosser, 1988). Only then is it less likely that the perspective of one group will bias research design, approaches, subjects, and interpretations. Similarly, researchers need to consider the influence that they have on the design, implementation, and conclusions of their studies, based on a variety of personal characteristics including their own ethnicity/culture, class, age, education, functional ability, and gender (Swigonski, 1993). In other words, researchers should acknowledge that most scientific endeavors, even one's own, are value laden. Biases, as well as their possible effects on the research, should be identified throughout the research process (Swigonski, 1993). Cross-disciplinary or multidisciplinary research methods are needed to ensure a comprehensive understanding of women's experiences from a variety of perspectives.
eBook - PDF- Richard B. Hays(Author)
- 1996(Publication Date)
- Yale University Press(Publisher)
It is likely that there are also real differences in prevalence, at least for certain disorders (e.g., conduct disorder, antisocial personality disorder) that reflect real differences between women and men. How TO UNDERSTAND DIFFERENCES IN GENDER PREVALENCES A number of psychiatric disorders have markedly different rates of occurrence in women and men. It is not clear whether these differences are inherent to actual differences in psychopathology between women and men or are the artifactual result of bi-ases in ascertainment, definition, or assessment (Brown 1986; Davidson and Abramovitz 1980; Deaux 1985; Earls 1987; Hamilton et al. 1986; Kaplan 1983; Lewine et al. 1984; Loring and Powell 1988; Russell 1985; Sherman 1980; Smith 1980; Snyder et al. 1985; Widiger and Nietzel 1984; Widi-ger and Settle 1987; Widiger and Spitzer 1991; Widom 1984; Zeldow 1984). Gender differences in treatment seeking or referral patterns may explain the different gender ratios that occur in commu-nity samples as opposed to more selected clinical samples. For example, there is a higher ratio of women with major depressive disorder in clinical than in epidemiological samples, perhaps because women are more likely to recognize and admit to depression. In contrast, there is a higher ratio of men with schizophrenia in clinical than in epidemiological samples, perhaps because men with schizophrenia are more disruptive and likely to require treatment intervention. However, there also appear to be data supporting the view that a higher rate of major depression in women is a real and not artifactual finding. Biases in definition may also play a role in gender differences in preva-GENDER AND THE PERSONALITY DISORDER CRITERIA Another extremely controversial issue has been the question of a possible Gender Bias within the DSM-III-R criteria sets, particularly for the diagnoses of histrionic personality disorder and dependent per-sonality disorder (Hirschfeld et al. 1991, 1996; Pfohl 1996).
eBook - PDFWomen and the Payscales
Overcoming the Imbalance
- Margaret F. Bello(Author)
- 2019(Publication Date)
- Society Publishing(Publisher)
22 1.13 Subtle Bias and the Glass Ceiling .......................................................................... 23 1.14 Identification of Subtle Bias .................................................................................. 23 1.15 Eradicating Subtle Bias ......................................................................................... 24 1.16 Recommendations to Avoid Gender Biasness In Workplaces and Pay Scale .......... 25 1.17 Case Study ............................................................................................................ 26 References .................................................................................................................... 29 Women and the Payscales: Overcoming the Imbalance 2 The concept of labor rights says that there should be equal pay for equal work at the workplace. Most commonly, utilizing it in the context of Gender Biasness, with respect to the gap in gender pay. Paying lower wages to the women segment in comparison to their male counterpart has a long historical background. Making up of many efforts to secure same level of remuneration that men receive while doing equal work. In this chapter, explaining the concept of Gender Biasness happened in detail. The reasons for disparity at workplace with respect to work and their pay are also briefed out. Furthermore, the role of HR in performance management, training and development, and techniques to control biasness among gender roles are also discussed in further sections. 1.1 INTRODUCTION Discrimination in employment is a type of discrimination based on gender identity, sexual orientation, age, mental or physical disability, national origin, religion, gender and role by the employers. Occupational differentiations or earnings differentials must not be confused with the discrimination of employment where the variance in pay comes from the variations in responsibilities and qualifications.
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