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Abstract
Purpose: To analyze the effects of gender differences in employment decisions.
Methods: We developed with an experiment design, which included the participation of 202 professionals who interpreted the role of selectors
Originality/Relevance: there is a scarcity of studies that analyze gender bias in employee’s selections with a quantitative approach.
Results: Compared to women candidate for a job vacancy for the leadership level, the male candidate was better evaluated in terms of suitability for the position, likely to hiring and promotion. Furthermore, she was considered more competent and less friendly.
Theoretical / Methodological Contributions: The study provides evidence that allows us to challenge the theoretical argument that women would be depecrated in terms os employment choices necessarily because of rational factors, such as motherhood.
Social / Practical Contributions: We suggested that organizations devote greater attention to processes involving women career organizations, since such decisions, when biased, can lead organizations to non-rational choices.
Keywords
References
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