Charlotta Stern

Political diversity will improve social psychological science.

Psychologists have demonstrated the value of diversity--particularly diversity of viewpoints--for enhancing creativity, discovery, and problem solving. But one key type of viewpoint diversity is lacking in academic psychology in general and social psychology in particular: political diversity. This article reviews the available evidence and finds support for four claims: (1) Academic psychology once had considerable political diversity, but has lost nearly all of it in the last 50 years. (2) This lack of political diversity can undermine the validity of social psychological science via mechanisms such as the embedding of liberal values into research questions and methods, steering researchers away from important but politically unpalatable research topics, and producing conclusions that mischaracterize liberals and conservatives alike. (3) Increased political diversity would improve social psychological science by reducing the impact of bias mechanisms such as confirmation bias, and by empowering dissenting minorities to improve the quality of the majoritys thinking. (4) The underrepresentation of non-liberals in social psychology is most likely due to a combination of self-selection, hostile climate, and discrimination. We close with recommendations for increasing political diversity in social psychology.

Professors and their politics: The policy views of social scientists

Abstract Academic social scientists overwhelmingly vote Democratic, and the Democratic hegemony has increased significantly since 1970. Moreover, the policy preferences of a large sample of the members of the scholarly associations in anthropology, economics, history, legal and political philosophy, political science, and sociology generally bear out conjectures about the correspondence of partisan identification with left/right ideal types; although across the board, both Democratic and Republican academics favor government action more than the ideal types might suggest. Variations in policy views among Democrats is smaller than among Republicans. Ideological diversity (as judged not only by voting behavior, but by policy views) is by far the greatest within economics. Social scientists who deviate from left‐wing views are as likely to be libertarian as conservative.

The gender gap in the business elite: stability and change in characteristics of Swedish top wage earners in large private companies, 1993-2007

Using unique Swedish register data on all employees in large private companies, we study trends in the gender composition of top wage employees from 1993 to 2007. The analyses reveal that the likelihood of women holding top wage positions has more than doubled since the early 1990s, but men are still markedly over-represented in this group of employees. We focus on educational choices, considering level and field of study as well as university attended. One important conclusion is that, although education is important in reaching a top wage position, field of education and university attended only marginally explain the gender gap. However, relative to other women, having a career signalling degree (i.e. economics, law or engineering) from a more prestigious university helps women. Dividing the sample into different cohorts indicates that the gender gap is partly a cohort effect, i.e. it is smaller among those born in the 1960s compared to cohorts born in the 1940s and 1950s. It should be noted that there is still a gender gap among employees born in the 1960s and that the gap widens after age 30. Future studies should focus more deeply on this family-related ‘period of divergence’.

Scandinavian Rational Choice Sociology

The present status of rational choice sociology in Scandinavia is discussed in the form of a review, examining representative work and highlighting important scholars. Despite a reputation of having a strong Scandinavian rational choice tradition, rational choice sociology is practically non-existent in Denmark, Finland and Iceland. Rational choice sociology in Scandinavia is by-and-large concentrated in Oslo and Stockholm universities, where insightful discussions and relevant applications are found, but not in impressive numbers.

It may be harder than we thought, but political diversity will (still) improve social psychological science.

In our target article, we made four claims: (1) Social psychology is now politically homogeneous; (2) this homogeneity sometimes harms the science; (3) increasing political diversity would reduce this damage; and (4) some portion of the homogeneity is due to a hostile climate and outright discrimination against non-liberals. In this response, we review these claims in light of the arguments made by a diverse group of commentators. We were surprised to find near-universal agreement with our first two claims, and we note that few challenged our fourth claim. Most of the disagreements came in response to our claim that increasing political diversity would be beneficial. We agree with our critics that increasing political diversity may be harder than we had thought, but we explain why we still believe that it is possible and desirable to do so. We conclude with a revised list of 12 recommendations for improving political diversity in social psychology, as well as in other areas of the academy.

Intelligence, competitive altruism, and "clever silliness" may underlie bias in academe

Why is social bias and its depressing effects on low-status or low-performing groups exaggerated? We show that the higher intelligence of academics has at best a very weak effect on reducing their bias, facilitates superficially justifying their biases, and may make them better at understanding the benefits of social conformity in general and competitive altruism specifically. We foresee a surge in research examining these mechanisms and recommend, meanwhile, reviving and better observing scientific ideals.

Elite mobility among college graduated men in Sweden: Skills, personality and family ties

Using Swedish registry data, we study the chances of mobility into the Swedish labour market elite for men who graduated in the years 1985−2005. The elite is defined as top earners within mid- and large sized firms and within the public sector organisations (henceforth, we use organisation for both firms and public organisations). Using discrete time event history models, we study the incidence of elite entry in terms of external recruitment and internal promotion. The choice of field of study and of college or university are important, as are personality and, to a limited extent, cognitive ability. What is most striking is that having kin in elite positions increases the chance of elite entry in general, and having parents in top positions in the same organisation increases the likelihood of internal promotion. In sum, elite entry among college-educated males is associated with a diversity of factors, suggesting that complex explanations for labour market success should be considered, where skills, personality, and family ties all seem to matter.