Citation

Rashotte LS, Webster M. Soc. Sci. Res. 2005; 34(3): 618-633.

Copyright

(Copyright © 2005, Elsevier Publishing)

DOI

10.1016/j.ssresearch.2004.05.004

PMID

unavailable

Abstract

The continued existence of gender-based inequality is puzzling in light of changes in formal and informal norms prescribing equality and in the presence of attitudes reflecting belief in equality held by many people. An influential analysis by Ridgeway (1997) identifies status beliefs, ideas about competence differences that can be created by gender, as the root cause of such inequality. Status beliefs may exist below conscious awareness, and they exert weak yet continuous biasing of evaluations, behavior, and reward outcomes that can re-create gender advantages and disadvantages. We analyze the theoretical meaning of status beliefs and report an empirical study showing persistent status beliefs produced by gender, even in the presence of beliefs in gender equality and expressed intention to hire without regard to gender. We also report a new way to assess countervailing norms of equality in the presence of status beliefs. Finally, we suggest ways to use Ridgeway's analysis and our findings to develop interventions aimed at countering effects of status beliefs in organizational settings.