Dr Vergoossen

Den 8 oktober disputerade Hellen Vergoossen i psykologi vid Stockholms universitet, med avhandlingen Breaking the Binary: Attitudes towards and cognitive effects of gender-neutral pronouns. Det är första gången någon av doktoranderna i vårt projekt disputerar. Grattis Hellen!

Läs Hellens avhandling här.

Language as a tool for breaking the gender binary

Hur påverkas binära könsnormer av språk? I detta Academic Pride-seminarium utforskade doktorand Amanda Klysing och doktorand Elli van Berlekom uppfattningar av inkluderande språk och hur det nya personliga pronomenet ”hen” har påverkat svenskspråkigas förståelse av kön.

Slides från deras presentation finns att ladda ner här.

Gender diversity in recruitment: Influence of gender trouble on applicant attraction and evaluation

Vår senaste artikel har nyligen blivit publicerad i Journal of Applied Social Psychology:

The current research addresses gender trouble (acts that question the naturalness of a binary gender system) in two parts of the recruitment situation: applicant attraction and evaluation. Experiment 1 (N = 1,147) investigated how different Equal Employment Opportunity (EEO) statements in an organization description influenced organizational evaluations. The EEO statements emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender; compared with no EEO statement). Gender minority participants experienced decreased identity threat in response to the multi-gendered and the de-gendered EEO statements, which increased organizational attractivity. There was no significant effect of EEO statement for gender majority participants. Multi-gendered and de-gendered EEO statements increased perceived gender diversity within the organization. Experiment 2 (N = 214) investigated how applicants with a normative or non-normative gender expression were evaluated by HR-specialists. Applicants with a non-normative gender expression were rated as more suitable for the position and recommended a higher starting salary than applicants with a normative gender expression. Women with a non-normative gender expression were rated as more likely to be employed than men with a non-normative gender expression, while women applicants regardless of gender expression were rated as the most likely to acquire the position. This research indicates that gender minorities can be explicitly included in EEO statements without negative impact on gender majority groups and with a positive impact on gender minority groups. Furthermore, a non-normative gender expression was not found to be a cause for biased evaluations in an initial recruitment situation.

APS Virtual Conference 2021

Vår forskargrupp har nyligen deltagit i den virtuella konferensen Association for Psychological Science:


Presentation: Exploring the gender-inclusive pronoun hen and its multiple meanings
Emma A. Renström (presenter), Anna Lindqvist, Marie Gustafsson Sendén


Presentation: The Swedish new third-person singular hen is truly gender-inclusive
Anna Lindqvist (presenter), Emma Renström, Amanda Klysing, Marie Gustafsson Sendén


Poster: Intersectional invisibility at the intersection of gender and sexual orientation –  Heterosexual gender prototypes
Amanda Klysing


Poster: The player behind the avatar – A social role theory perspective on perceptions of agency and communion in video games
Hellen Vergoossen, Thekla Morgenroth

Hen vinner mark

 

Doktorand Hellen Vergoossen. Foto: Juliana Wiklund

Tidningen Syre uppmärksammar vår forskning om hen:

Det könsneutrala hen blir alltmer accepterat i språket, även om negativa attityder fortfarande cirkulerar. Ett ofta förekommande argument som inte är av ideologisk karaktär är att det stör läsningen. Men en ny studie visar att hen är lika lättläst som hon och han.

Läs hela den vetenskapliga artikeln i Frontiers in Pyschology.

Gender Stereotypes in Student Evaluations of Teaching

Vår senaste artikel har precis blivit publicerad i Frontiers in Education:

This paper tests how gender stereotypes may result in biased student evaluations of teaching (SET). We thereby contribute to an ongoing discussion about the validity and use of SET in academia. According to social psychological theory, gender biases in SET may occur because of a lack of fit between gender stereotypes, and the professional roles individuals engage in. A lack of fit often leads to more negative evaluations. Given that the role as a lecturer is associated with masculinity, women might suffer from biased SET because gender stereotypes indicate that they do not fit with this role. In two 2 × 2 between groups online experiments (N’s = 400 and 452), participants read about a fictitious woman or man lecturer, described in terms of stereotypically feminine or masculine behavior, and evaluated the lecturer on different SET outcomes. Results showed that women lecturers were not disfavored in general, but that described feminine or masculine behaviors led to gendered evaluations of the lecturer. The results were especially pronounced in Experiment 2 where a lecturer described as displaying feminine behaviors was expected to also be more approachable, was better liked and the students rather attended their course. However, a lecturer displaying masculine behaviors were instead perceived as being more competent, a better pedagogue and leader. Gender incongruent behavior was therefore not sanctioned by lower SET. The results still support that SET should not be used as sole indicators of pedagogic ability of a lecturer for promotion and hiring decisions because they may be gender-biased.