HW3

CRAAP TEST
HA NGUYEN DOAN THANH
AE-T122WSB-9

Gender stereotypes and workplace bias

Heilman, M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational
Behavior, 32, 113–135.
https://doi.org/10.1016/j.riob.2012.11.003

This chapter discusses how gender preconceptions, both descriptive and prescriptive,

might lead to gender prejudice in the workplace. It explores how descriptive gender

stereotypes promote gender prejudice by creating negative performance expectations due

to the assumption that there is a poor "match" between the stereotype of women and the

traits thought to be required for success in male gender-typed occupations. Conditions that

worsen or minimize their effects are taken into account.

The article was published in 2012

Gender stereotypes influence how people explain gender

disparities in the workplace.

Cundiff, J. L., & Vescio, T. K. (2016). Gender stereotypes influence how people explain gender

disparities in the workplace. Sex Roles, 75(3-4), 126-138. ProQuest

http://dx.doi.org/10.1007/s11199-016-0593-2

The paper looks into how gender stereotypes give logical reasons why women are

underrepresented in high-level positions in STEM jobs while males are overrepresented.

Gender differences were less likely to be attributed to discrimination among participants

who firmly supported gender stereotypes. The findings highlight the importance of

1
determining when people admit to prejudice, which is a critical first step in eliminating

discrimination.

The paper was published in 2012, and there has been no sign of any updates since then.

The topic needs information from the past and the present, so the more recent the source,

the better. The link of the article is always functional; it leads to the publisher's website and

not to the research library, ProQuest.

The information mainly relates to a part of the topic: traditional gender role stereotypes.

Therefore, it only supports the introduction to the stereotypes of gender in general and not

their effect on the business environment. The target audiences of the article are anyone

interested in the gender role stereotypes topic. The report is relatively easy to understand.

Although the method of conducting the two studies was not that understandable, the

conclusion and discussion are enough to draw information. After careful consideration of

the topic and data availability, this source is worth using. This source might be a citation in

the essay to introduce the relationship between gender role stereotypes and the

workplace.

Cundiff and Vescio are the authors, and Springer is the publisher of this paper. Jessica L.

Cundiff is a social psychologist with expertise in the psychology of gender, stereotyping,

and discrimination. She is currently working at the Missouri University of Science and

Technology. As a professor who teaches social psychology, social influence, and general

psychology to graduate and undergraduate students, Cundiff is a specialist in the field and

is credible and authoritative. She has also published various works throughout the year.

There is an email from Cundiff on the online version of the article. It is her internal email

address of the Missouri University.

I found the article on ProQuest and the publisher's website with full access. Since the

article is the conclusion that is drawn from two studies, the information and opinions are

supported by credible shreds of evidence. Since it was published, it has not been reviewed,

but fifty other reliable sources cited it. The article uses references from one hundred and

2
one credible source, and most of them are cited over a hundred times. The other

references were from the statistics and data of the U.S government department. The tone

is unbiased and free of emotion since the information is formed based on the results of the

studies. There seem to be no grammatical or spelling errors because it has gone through a

well-known publisher, Springer.

The article's primary purpose is to inform the audience about how gender stereotypes lead

to discrimination. The article is well-written, the opinions are arranged logically, and the

studies are well-conducted. Also, the paper discusses the results clearly, and much

information was drawn from the outcome. The information is factual, based on the results

of the studies, and was supported by the references with careful analysis. Since the data is

derived from facts and reliable sources, the point of view is majorly impartial and objective.

There are no biases in the article; the information was not affected by personal prejudices

towards any aspects.