Michelle R. Hebl

Formal and Interpersonal Discrimination: A Field Study of Bias Toward Homosexual Applicants

The current research studies discrimination from the perspective of people in stigmatized roles in actual employment settings. Confederates, who were portrayed as being homosexual or not, applied for jobs at local stores. Measures of formal bias (e.g., job offers), interpersonal behavior (e.g., length of interactions), and perceptions of bias (e.g., anticipated job offers by applicants) were assessed. Although confederates portrayed as homosexual were not discriminated against in formal ways relative to confederate applicants not presented as gay, they were responded to significantly more negatively in interpersonal ways. Moreover, there was a stronger relationship between interpersonal treatment and anticipated employment actions for confederates than there was between interpersonal responses and actual job offers by employers. These findings reveal the dynamics of the development of different impressions and expectations by stigmatizers and targets. Theoretical and practical implications are considered.

The Weight of Obesity in Evaluating Others: A Mere Proximity Effect

Previous research demonstrates that we tend to derogate individuals who are perceived to be in a social relationship with stigmatized persons. Two experiments examined whether this phenomenon also occurs for individuals seen in the presence of an obese person and whether a social relationship is necessary for stigmatization to spread. The results from both experiments revealed that a male job applicant was rated more negatively when seen with an overweight compared to a normal weight female and that just being in the mere proximity of an overweight woman was enough to trigger stigmatization toward the male applicant. Experiment 2 examined possible moderating effects of the proximity finding. Applicants seated next to heavy (vs. average weight) individuals were denigrated consistently regardless of the perceived depth of the relationship, the participant’s anti-fat attitudes or gender, and whether or not positive information was presented concerning the woman. The profound nature of the obesity stigma and implications for impression formation processes are discussed.

The Stigma of Obesity in Women: The Difference is Black and White

This study examined whether there is subcultural variation in the stigma of obesity. Black and White women rated photographs of thin, average, and large Black and White women on a number of evaluative dimensions. The photographs depicted professional models dressed in fashionable clothing. Results showed that White women rated large women, especially large White women, lower on attractiveness, intelligence, job success, relationship success, happiness, and popularity than they did average or thin women. By contrast, Black women did not show the same denigration of large women, and this was especially true when they were rating large Black women. A number of possible explanations are offered for these results, such as the difference in Black and White womens social role models, weight salience, subcultural beliefs concerning obesity, and disidentification from mainstream values.

The Swimsuit Becomes Us All: Ethnicity, Gender, and Vulnerability to Self-Objectification

Self-objectification theory posits and past research has found that Caucasian women’s body image is negatively affected by a stigma of obesity and sociocultural norm of thinness that leads women to self-focus from a critical external perspective. However, research in this area is limited by its methodology and the restricted demographic composition of its study participants. The current study tested 176 men and 224 women of Caucasian, African American, Hispanic, and Asian American descent in a situation that induced a state of self-objectification (e.g., wearing a one-piece Speedo bathing suit) or that served as a control condition (e.g., wearing a sweater). Contrary to previous research, when put in a self-objectifying situation, men and women of every ethnicity experienced negative outcomes (e.g., lower math performance) that parallel those previously found for Caucasian women.

Conformity to sex-typed norms, affect, and the self-concept.

The self-concept plays an important role in conformity to sex-typed social norms. Normative beliefs that men are powerful, dominant, and self-assertive and that women are caring, intimate with others, and emotionally expressive represent possible standards for whom people ought to be and whom they ideally would like to be. In the present research, to the extent that sex role norms were personally relevant for participants, norm-congruent experiences (i.e., those involving dominance for men and communion for women) yielded positive feelings and brought their actual self-concepts closer to the standards represented by ought and ideal selves.

Gender and letters of recommendation for academia: agentic and communal differences.

In 2 studies that draw from the social role theory of sex differences (A. H. Eagly, W. Wood, & A. B. Diekman, 2000), the authors investigated differences in agentic and communal characteristics in letters of recommendation for men and women for academic positions and whether such differences influenced selection decisions in academia. The results supported the hypotheses, indicating (a) that women were described as more communal and less agentic than men (Study 1) and (b) that communal characteristics have a negative relationship with hiring decisions in academia that are based on letters of recommendation (Study 2). Such results are particularly important because letters of recommendation continue to be heavily weighted and commonly used selection tools (R. D. Arvey & T. E. Campion, 1982; R. M. Guion, 1998), particularly in academia (E. P. Sheehan, T. M. McDevitt, & H. C. Ross, 1998).

Promoting the “Social” in the Examination of Social Stigmas

This review highlights the value of empirical investigations examining actual interactions that occur between stigmatizers and targets, and is intended to stimulate and help guide research of this type. We identify trends in the literature demonstrating that research studying ongoing interactions between stigmatizers and targets is relatively less common than in the past. Interactive studies are challenging, complex, and have variables that are sometimes more difficult to control; yet, they offer unique insights and significant contributions to understanding stigma-related phenomena that may not be offered in other (e.g., self-report) paradigms. This article presents a conceptual and empirical overview of stigma research, delineates the unique contributions that have been made by conducting interactive studies, and proposes what can be further learned by conducting more of such research.

Hostile and benevolent reactions toward pregnant women: complementary interpersonal punishments and rewards that maintain traditional roles.

A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendliness) toward pregnant (vs. nonpregnant) customers. A second experiment revealed that pregnant women are especially likely to encounter hostility (from both men and women) when applying for masculine as compared with feminine jobs. The combination of benevolence toward pregnant women in traditional roles and hostility toward those who seek nontraditional roles suggests a system of complementary interpersonal rewards and punishments that may discourage pregnant women from pursuing work that violates gender norms.

Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity

Extending tokenism theory, the authors investigate psychological climate of gender inequity as a way to understand how token women experience their work environments. In the first study, responses from a sample of 155 women across varied occupations confirm the expectation that token women tend to perceive their organizational climates to be inequitable for women. The results of a second survey of 196 female managers suggest that the subjective processes of tokenism give rise to inequitable climate perceptions. Finally, the responses of 312 women in the construction industry indicate that the climate of gender inequity is related to job attitudes and behaviors.

The Stigma of Obesity: What About Men?

An accumulation of research has shown that women (particularly White women) stigmatize obesity and are stigmatized for being obese (e.g., Crocker, Cornwell, & Major, 1993; Hebl & Heatherton, 1997). Little research, however, has focused on the perspective of men. This study adopts a cultural perspective and fills this void by addressing the relation between men and obesity, both in terms of how they stigmatize obesity in others and how they themselves are stigmatized for being heavy. The results show a clear picture that women are not alone: Black and White men also stigmatize obesity and are stigmatized for being overweight. However, race and gender do significantly influence the outcomes. Specifically, Black men have a larger acceptable standard for their views of women than do White men; in addition, large Black men are stigmatized less than are large White men. Theoretical as well as practical implications of these results are discussed.