Benevolent prejudice operates only at implicit, not explicit, levels.

Evidence

To complement the theoretical analyses of Eagly and Diekman and of Jackman, this chapter considered evidence for two benevolent barriers to gender equity. Each has implications for women’s progress and, in each case, their presence was revealed when implicit (but not explicit) beliefs and attitudes were assessed. First, perceivers who possess automatic female benevolent stereotypes may devalue masterful women (the backlash effect). Second, women who implicitly rely on men for power and prestige may hinder their own aspirations, perhaps due to a belief that “someday their prince will come” (the glass-slipper effect). In concert, these barriers help to explain why women continue to be largely employed in low-status occupations at the turn of a new millennium. — , Rudman, Laurie A - On the Nature of…, 774

Categorization

Category: Factual Claims

• DEFINE: Names and defines two named effects: the backlash effect and the glass-slipper effect, both implicit-only.
• SHARE: Worth sending to anyone working on implicit bias measurement or gender disparities in the workplace.

Related

• Benevolent stereotypes produce a backlash effect against agentic women (similarity 0.91)
• Women participate in benevolent sexism as strongly as men do (similarity 0.84)
• Backlash effects make women curb agency and depend on men for status (similarity 0.82)
• Implicit beliefs that women are nice but weak suppress their advancement. (similarity 0.81)
• Implicit measures show more positive evaluation of women than men (similarity 0.81)
• Naming benevolent treatment as harmful is a key step toward gender equity (similarity 0.80)
• Benevolent sexism blocks women’s advancement despite appearing favorable. (similarity 0.80)
• Transparent prejudice measures lose power as explicit bias declines socially (similarity 0.80)
• Disguised and implicit measures confirm no overall negative evaluation of women (similarity 0.80)
• Women self-select away from the highest-reward positions, sustaining gender hegemony (similarity 0.79)
• Both men and women hold pro-female rather than anti-female attitudes. (similarity 0.79)
• Implicitly idealizing men as rescuers dampens women’s career ambition (similarity 0.79)
• Implicit but not explicit stereotyping predicts backlash against agentic women candidates (similarity 0.79)
• Prejudice toward women includes positive beliefs, not just antipathy (similarity 0.78)
• Women receive positive evaluations yet remain targets of discrimination (similarity 0.78)