The Influence of Gender-Nonconformity and Gender on Ratings of Job Applicants

Abstract

This thesis investigates the possible influence of gender non-conformity on applicants’ chances in the job market and whether this effect is different for gender non-conforming men than for gender non-conforming women. Gender non-conformity means that a person does not look or act in accordance with cultural norms about gender roles. A sample of anonymous participants (n = 243) evaluated the online CV of a job applicant who had ostensibly applied for a job as a junior lawyer. All participants received a CV that was the same in all aspects except the picture. Participants were randomly assigned either a picture of a gender conforming woman, a gender non-conforming woman, a gender conforming man, or a gender non-conforming man. Participants rated the applicant’s competence and hireability and determined the amount of salary they would offer the applicant. Participant scores on modern sexism and endorsement of traditional masculinity were also measured, because it was hypothesized that these could be moderators for gender specific non-conformity bias. Gender non-conformity and gender interacted significantly for hireability and for offered salary. Gender conform men are seen as more hirable than gender conform women, while there is no difference in hireability between gender non-conform applicants. Gender non-conform women are also seen as more hirable than gender conform women. Gender conform men are offered significantly more salary than gender non-conform men. Sexism and endorsement of traditional masculinity were not found to interact with gender or gender non-conformity