Rodna pristranost studenata pri hipotetskoj situaciji zapošljavanja

• Post by: Psyche General
• 01.07.2020.
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Sažetak

Brojna istraživanja pokazuju široku zastupljenost stereotipa i njihov utjecaj na ponašanje, afekte i kognicije. Rodne stereotipe obilježavaju uvjerenja o nejednakim sposobnostima muškaraca i žena. Cilj ovog istraživanja je utvrditi postojanje rodne pristranosti studenata pri hipotetskoj situaciji zapošljavanja. U istraživanju je sudjelovalo 118 studenata psihologije i ekonomije koji studiraju u Zagrebu. Za potrebe ovog istraživanja konstruiran je životopis kandidata za posao u kojem je variran rod kandidata. Tako su korištene muška i ženska verzija životopisa kao opis kandidata/kandidatkinje za posao. Po čitanju životopisa, sudionici su procjenjivali radne karakteristike zamišljenog kandidata ili kandidatkinje te donosili sud o njegovoj/njezinoj prikladnosti poslu. Podaci su prikupljeni pomoću online upitnika koji je sadržavao životopis i čestice za procjenu radnih karakteristika kandidata. Obradom podataka utvrđeno je da se za većinu radnih karakteristika kandidata koje su studenti procjenjivali,  procjene ne razlikuju ovisno o rodu kandidata kojeg su procjenjivali. Iznimka je osobina društvenosti za koju je utvrđeno da se žensku kandidatkinju smatra društvenijom nego muškog kandidata. Ovi rezultati mogli bi govoriti o smanjenju pristranosti pri zapošljavanju, ali s druge strane važno je imati na umu metodološke nedostatke ovog istraživanja i kritički pristupiti rezultatima.

Ključne riječi: društvenost, rodna pristranost pri zapošljavanju, rodni stereotipi, selekcija kandidata

Abstract

Numerous studies have shown the widespread presence of stereotypes and their impact on behavior, and cognition. Gender stereotypes are characterized by beliefs about the unequal abilities of men and women. The aim of this research is to determine the existence of gender bias of students in a hypothetical employment situation. The research involved one hundred eighteen psychology and economics students studying in Zagreb. For the purpose of this research, a CV of the job candidate was constructed in which the gender of the candidate was varied. Thus, the male and female versions of the CV were used to describe the candidate for the job. After reading the CV, the participants evaluated the work characteristics of the imagined candidate and made judgments about his/her suitability for the job. The data were collected through an online questionnaire containing the CV and assessment of the candidate’s characteristics. The processing of the data showed that for most of the job characteristics of the candidates evaluated by the students, the estimates did not differ depending on the gender of the candidate that they were evaluating. An exception is the sociability characteristic of a female candidate who is considered to be more social than the male candidate. These results may speak to reducing employment bias, but on the other hand, it is important to bear in mind the methodological shortcomings of this research and to critically approach the results.

Keywords: candidate selection, gender bias in recruitment, gender stereotypes, sociability