Does it pay to be a sexist? The relationship between modern sexism and career outcomes

• Published in: Journal of vocational behavior Vol. 69; no. 3; pp. 524 - 537
• Main Authors: Watkins, Marla Baskerville, Kaplan, Seth, Brief, Arthur P., Shull, Amanda, Dietz, Joerg, Mansfield, Marie-Therese, Cohen, Robin
• Format: Journal Article
• Language: English
• Published: Philadelphia Elsevier Inc 01-12-2006; Elsevier; Elsevier Limited
• Subjects: Advice; Beliefs; Career outcomes; Careers; Correlation; Discrimination; Diversity; Equal Opportunities (Jobs); Gender Bias; Gender Differences; Group; Groups; Modern sexism; Neosexism; Network; Prejudice; Promotion (Occupational); Promotions; Sex discrimination; Sexism; Sexist; Studies; Subtle; Women; Work Environment; Women; Group; Promotions; Diversity; Prejudice; Subtle; Sexist; Discrimination; Career outcomes; Groups; Network; Modern sexism; Advice; Neosexism
• ISSN: 0001-8791; 1095-9084
• DOI: 10.1016/j.jvb.2006.07.004

In this study, we examined the consequences of harboring “modern sexist” beliefs on the career outcomes of both men and women. We argued that individuals endorsing these beliefs disproportionately rely on men (versus women) for work-related advice and, in turn, obtain more promotions than do their less sexist counterparts. Results obtained from a sample of 192 communication workers supported our primary prediction, namely that modern sexism was positively related to advantageous outcomes in the workplace. The discussion focuses on the implications of modern (versus blatant) sexism in the workplace, especially in terms of the need for researchers and managers to recognize and address the organizational consequences of holding these subtle sexist beliefs.