| 1. |
- Moberg, Christina, et al.
(författare)
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De unga gör helt rätt när de stämmer staten
- 2022
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Ingår i: Aftonbladet. - 1103-9000.
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Tidskriftsartikel (populärvet., debatt m.m.)abstract
- 1 620 forskare och lärare i forskarvärlden: Vi ställer oss bakom Auroras klimatkrav
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| 2. |
- Gustafsson Sendén, Marie, et al.
(författare)
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The (Not So) Changing Man: Dynamic Gender Stereotypes in Sweden
- 2019
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 10
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Tidskriftsartikel (refereegranskat)abstract
- According to Social Role Theory, gender stereotypes are dynamic constructs influenced by actual and perceived changes in what roles women and men occupy (Wood and Eagly, 2011). Sweden is ranked as one of the most egalitarian countries in the world, with a strong national equality discourse and a relatively high number of men engaging in traditionally communal roles such as parenting and domestic tasks. This would imply a perceived change toward higher communion among men. Therefore, we investigated the dynamics of gender stereotype content in Sweden with a primary interest in the male stereotype and perceptions of gender equality. In Study 1, participants (N = 323) estimated descriptive stereotype content of women and men in Sweden in the past, present, or future. They also estimated gender distribution in occupations and domestic roles for each time-point. Results showed that the female stereotype increased in agentic traits from the past to the present, whereas the male stereotype showed no change in either agentic or communal traits. Furthermore, participants estimated no change in gender stereotypes for the future, and they overestimated how often women and men occupy gender non-traditional roles at present. In Study 2, we controlled for participants' actual knowledge about role change by either describing women's increased responsibilities on the job market, or men's increased responsibility at home (or provided no description). Participants (N = 648) were randomized to the three different conditions. Overall, women were perceived to increase in agentic traits, and this change was mediated by perceptions of social role occupation. Men where not perceived to increase in communion but decreased in agency when change focused on women's increased participation in the labor market. These results indicate that role change among women also influence perceptions of the male stereotype. Altogether, the results indicate that social roles might have stronger influence on perceptions of agency than perceptions of communion, and that communion could be harder to incorporate in the male stereotype.
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| 3. |
- Klysing, Amanda
(författare)
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Exposure to Scientific Explanations for Gender Differences Influences Individuals’ Personal Theories of Gender and Their Evaluations of a Discriminatory Situation
- 2020
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Ingår i: Sex Roles: A Journal of Research. - : Springer Science and Business Media LLC. - 0360-0025. ; 82:5-6, s. 253-265
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Tidskriftsartikel (refereegranskat)abstract
- Gender lay theory is a framework of information interpretation related to gender categorisation and can be divided into twogeneral forms: gender essentialism versus gender as socially constructed. The present study investigated how exposure toscientifically framed explanations for gender differences affects individuals’ gender lay theory and if endorsement of an essentialist gender lay theory influences discrimination attribution. The 413 Swedish participants were exposed to scientific explanations of gender differences, with either a biological or a social constructionist perspective, or to no-explanation control. Comparedto the control condition, the social constructionist condition showed higher endorsement of a non-essentialist gender lay theory.The biological condition did not differ from the control condition, indicating that an essentialist view of gender might be theprevailing norm in Sweden. Discrimination attribution was indirectly affected by exposure to social constructionist explanationsof gender differences through increasing endorsement of a non-essentialist gender lay theory, which predicted a higher degree ofdiscrimination attribution. In other words, exposure to social constructionist explanations of gender differences predicted agreater recognition of discriminatory behaviour as such than did exposure to biological explanations or no explanation.Implications of the current study include the potential for social constructionist theories of gender to be used for educationalpurposes to increase recognition of discriminatory behaviour.
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| 4. |
- Klysing, Amanda, et al.
(författare)
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Expressions of the Gender Binary in Recruitment Situations : Gender Normativity in Equal Employment Opportunity Statements and Applicant Gender Expression
- 2021
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The current research studied effects of different gender expressions (non-normative or normative)in two phases of recruitment: applicant attraction and applicant evaluation. Experiment 1 (N = 404) investigated how Equal Employment Opportunity (EEO) statements in an organisation description that emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender) influenced organisational evaluations. There was no significant effect of EEO statement on evaluations of the organisation. Multi-gendered and de-gendered EEO statements increased perceptions of the organisation as having a gender diverse staff body. This indicates that gender minorities can be explicitly included in EEO statements without negative impact on gender majority groups. Experiment 2 (N = 214) investigated how job 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. Women were in general rated as the most likely to be hired, and women with a non-normative gender expression were rated as more likely to be employed than ditto men. Having a non-normative gender expression was thus not found to be a cause for biased evaluations in this simulated initial recruitment situation.
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| 5. |
- Klysing, Amanda, et al.
(författare)
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Gender diversity in recruitment: Influence of gender trouble on applicant attraction and evaluation
- 2022
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Ingår i: Journal of Applied Social Psychology. - : Wiley. - 0021-9029 .- 1559-1816. ; 52:8, s. 781-802
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Tidskriftsartikel (refereegranskat)abstract
- 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. © 2021 The Authors. Journal of Applied Social Psychology published by Wiley Periodicals LLC
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| 6. |
- Klysing, Amanda, et al.
(författare)
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Gendered stereotype content for people with a nonbinary gender identity : [version 1; 1 peer review: 1 approved with reservations]
- 2023
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Ingår i: Routledge Open Research. - 2755-1245. ; 2:45
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Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract
- BackgroundGender stereotypes about women and men have a complementary structure, where women and men are seen as high/low in feminine characteristics and low/high in masculine characteristics. These stereotypes are related to representation within social roles, where beliefs about social role occupation influences which characteristics are associated with women or men. It is not known how people with gender identities that do not fit a binary structure are stereotyped. The current study provides a first step towards addressing this gap.MethodsSwedish participants (N = 152) reported descriptive stereotype content (positive/negative feminine/masculine personality characteristics) and estimations of representation within domestic and occupational social roles for people with a nonbinary gender identity for the past, present, and future in a between-groups design. Stereotype content for the past included a higher degree of feminine compared to masculine characteristics, but ratings for the present and future showed no differentiation between femininity and masculinity.ResultsPeople with a nonbinary gender identity were believed to more frequently occupy feminine compared to masculine social roles for all time points; this was especially pronounced for occupational social roles. The theorised connection between social role occupation and stereotype content did not emerge: degree of positive masculinity and femininity correlated positively with representation in masculine domestic and occupational roles respectively, but positive femininity was negatively correlated with representation in feminine occupational roles.ConclusionsThese results indicate that stereotypes about people with a nonbinary gender identity do not show the same complementary pattern or reliance on social roles as gender stereotypes about women and men, but that there is a feminine bias in perceptions of social role occupation for people with a nonbinary gender identity.
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| 7. |
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| 8. |
- Klysing, Amanda
(författare)
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Normative gender bias : Effects of pronoun forms on mental representations of individuals with different gender expressions
- 2022
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Konferensbidrag (refereegranskat)abstract
- Gender-fair language planning aims to increase linguistic inclusion of underrepresented groups, for example by using paired pronouns (he/she) instead of generic masculine forms (he). However, using paired binary forms might evoke a normative gender bias where words lead to stronger associations to individuals with normative gender expressions than to individuals with non-normative gender expressions. In two online experiments in a simulated recruitment context, we compared the extent that the paired pronouns he/she (Swedish and English), the neo-pronouns hen (Swedish) and ze (English), and singular they (English), evoked a normative gender bias for Swedish- (N = 227 and 268) and English- (N = 600) speaking participants. The results showed that the paired pronouns he/she evoked a normative gender bias, whereas Swedish hen did not. In contrast to hen, ze and singular they did evoke a normative gender bias. However, among participants familiar with ze as a non-binary pronoun, it seemed to reduce a normative gender bias, while familiarity had no effect regarding singular they. These results suggest that neo-pronouns, but not paired pronouns, have the potential to reduce a normative gender bias, but that they should be actively created new words, and well-known to the language users as non-binary pronouns.
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| 9. |
- Klysing, Amanda, et al.
(författare)
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Perception of gender equality statements : Explicit mention of non-binary gender identities as a strategy for creating a more inclusive organization image
- 2019
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Ingår i: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 1802-1802
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Konferensbidrag (refereegranskat)abstract
- Purpose: Many organizations include gender equality policy statements in their information material. Our aim was to explore if different types of equality statements influence organization appeal and estimates of organization diversity.Design: We tested three types of equality statements in a between-groups design (N = 424): (1) gender-balance (equality between women and men), (2) gender-blind (equality regardless of gender), (3) inclusive-gender (equality between women, men and individuals with a non-binary or other gender identity). Dependent variables were organization appeal, estimated organization equity and estimated diversity within the organization.Results: For organization appeal and organization equity, no differences were found between conditions. General diversity within the organization was rated as significantly higher in the inclusive-gender condition compared to the gender-balance condition. No other between-group comparison was significant.Limitations: Potential positive effects of an inclusive gender equality statement for individuals with a non-binary gender identity could not be assessed due to lack of participants.Implications: Gender equality statements which explicitly include individuals of all gender identities (i.e., does not treat gender as a binary variable) seem to be received similarly to the other types of equality statements tested, with the exception of higher estimated diversity compared to a genderbalance statement. Results support the use of inclusive gender equality statements since they are inclusive of a larger number of individuals and do not differ from a gender-blind statement.Originality: This is the first study investigating the impact of different types of gender equality statements which include gender identities other than women and men.
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| 10. |
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