![]() ![]() Discrimination against Queer Women in the U.S. The American Economic Review 94: 991-1013. Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. Science faculty's subtle gender biases favor male students. Double Jeopardy? Gender Bias Against Women of Color in Science. A 2016 study revealed that fictitious women's résumés that signaled queer identity received about 30 percent fewer callbacks than their perceived straight counterparts.A 2003 study found that fictitious résumés with randomly generated White-sounding names received 50 percent more interview callbacks than African American-sounding names.Names were randomly assigned to the application materials of each student, and yet, female and male faculty were equally as likely to exhibit gender bias against the female student. Faculty participants also chose a higher starting salary and more mentoring support for the male applicant. A 2012 study revealed that both women and men science faculty from research-intensive universities were more likely to rate male applicants as more competent and hireable than identical female applicants for a laboratory manager position.Asian women were confronted with the racial stereotype of being "foreign" and complimented on their ability to speak English. Black women also revealed being openly confronted about racial stereotypes such as being asked if they had relatives in jail or on drugs. A 2014 study revealed that 48% of Black and 47% of Latina women scientists were mistaken for administrative or custodial staff.Watch a video on microaggressions in the classroom.Guide to Recognizing Microaggressions and the Messages They Send compiled from Derald Wing Sue's 2010 book Microaggressions in everyday life: Race, gender, and sexual orientation.Microaggressions may seem small in isolation, yet are harmful because they often occur with high frequency and from multiple sources, with negative effects on people's self-esteem and health. Microaggressions can be verbal (spoken and written), visual, behavioral, or environmental. ![]() Microaggressions are brief, everyday exchanges that send denigrating messages based on identity or group membership. Understanding implicit bias is critical because both positive and negative unconscious beliefs can lead to structural inequity. This bias can influence the way the empowered majority group thinks and behaves, which may manifest as "microaggressive" actions. As explicit forms of discrimination have become less socially acceptable over time, implicit bias continues to negatively affect the success of diverse groups, particularly those that have been historically underrepresented in science.
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