The gender gap in occupational role attainment: A social dominance approach.

Abstract

The authors present archival evidence that men disproportionately hold occupational roles that enhance group-based inequality and that women disproportionately hold roles that attenuate group-based inequality. The authors found evidence for 3 processes that may contribute to this pattern: self-selection that is based on gender-linked differences in support for group inequality (social dominance orientation), hiring biases that are based on matching job applicants' group equality values with the hierarchy function of the job, and gender-stereotyped hiring biases. These processes were found across a number of occupations and participant variables. The social systems nature of these processes and the implications of the results for theoretical understandings of gender roles, social inequality, and theories of stereotyping are discussed.

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