Exploring the Biological Foundations of Managing People at Work
Chapter 4: Gender fluidity at work: is sexual dimorphism an advantage in the labor market?
This chapter explores employment discrimination against non-binary job applicants whom present as neither exclusively male, nor exclusively female. It draws from social identity theory to explain why cisgendered hiring managers tend to impose discrete male/ female categorizations on job applicants. The results of the experiment suggest that masculine men are rated significantly higher on perceived employability than, feminized men, feminine women, and masculinized women. A relative decrease in employability ratings between masculine men and feminized men was found, but the same relative reduction was not found between feminine women and masculinized women. The study confirms that sexual dimorphism is an advantage in the labor market, at least for men.
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