Can an Angry Woman Get Ahead?

Abstract

Three studies examined the relationships among anger, gender, and status conferral. As in prior research, men who expressed anger in a professional context were conferred higher status than men who expressed sadness. However, both male and female evaluators conferred lower status on angry female professionals than on angry male professionals. This was the case regardless of the actual occupational rank of the target, such that both a female trainee and a female CEO were given lower status if they expressed anger than if they did not. Whereas women's emotional reactions were attributed to internal characteristics (e.g., "she is an angry person,""she is out of control"), men's emotional reactions were attributed to external circumstances. Providing an external attribution for the target person's anger eliminated the gender bias. Theoretical implications and practical applications are discussed.

Interventions That Affect Gender Bias in Hiring: A Systematic Review

“…Other studies used business (MBA) or graduate students (3 studies and 1 substudy), 15–18 managers, 12,19,20 adult workers, 21,22 and members of human resource associations. 14 Twenty-three studies were conducted in the United States: 3 at specified universities, 11,13,17 7 in identified regions, 12,14,19–21,23,24 and 13 at unspecified locations. Two studies were conducted in the Netherlands 25,26 and 2 in Germany.…”

“…Two studies were conducted in the Netherlands 25,26 and 2 in Germany. 27,28 Participants in all studies were categorized by gender; 11 had descriptors of age (means or ranges), 13,14,17,19,21,23,27–31 and 2 provided some description of race and ethnicity. 21,23 Whites made up 72% to 90% of participants in these two studies.…”

“…27,28 Participants in all studies were categorized by gender; 11 had descriptors of age (means or ranges), 13,14,17,19,21,23,27–31 and 2 provided some description of race and ethnicity. 21,23 Whites made up 72% to 90% of participants in these two studies. Studies established applicant gender visually by photograph 19,28,29,32–36 or video, 13,21,37 designation of sex on the application, 18,24 in-person interview, 27,37 and/or the use of gendered names and pronouns (modifications of the Goldberg paradigm 38 ).…”

Perceptions of Dating Behavior: The Role of Ambivalent Sexism

“…Thus, we expected that ambivalent sexism would be negatively associated with ratings of targets' warmth in the gender counter-stereotypic scenario (Hypothesis 3b). Finally, when behavior violates cultural norms and one's own expectations, negative evaluations of competence should ensue (Brescoll and Uhlmann 2008), in part because the ability to enact socially accepted behaviors is seen as an indication of social competence (Eaton and Rose 2011;Rose and Frieze 1993). Thus, we expected that ambivalent sexism would also be negatively associated with ratings of targets' competence in the gender counter-stereotypic scenario (Hypothesis 3c).…”

“…For completeness, we also investigated competence ratings, the other basic dimension along which people and stereotypes differ (Fiske et al 2006). Backlash research has demonstrated that counter-stereotypic behavior also has negative consequences with regard to outcomes related to competence, such as hireability (Brescoll and Uhlmann 2008). Enacting counter-stereotypic behavior may also negatively impact competence ratings, as the ability to enact socially acceptable behaviors may be seen as a form of social skills or competence (Eaton and Rose 2011;Rose and Frieze 1993).…”