Department of Psychology, University of Washington.
Department of Psychology, Stanford University.
Psychol Rev. 2020 Nov;127(6):1022-1052. doi: 10.1037/rev0000209. Epub 2020 Aug 17.
Understanding and remedying women's underrepresentation in majority-male fields and occupations require the recognition of a lesser-known form of cultural bias called masculine defaults. Masculine defaults exist when aspects of a culture value, reward, or regard as standard, normal, neutral, or necessary characteristics or behaviors associated with the male gender role. Although feminist theorists have previously described and analyzed masculine defaults (e.g., Bem, 1984; de Beauvoir, 1953; Gilligan, 1982; Warren, 1977), here we define masculine defaults in more detail, distinguish them from more well-researched forms of bias, and describe how they contribute to women's underrepresentation. We additionally discuss how to counteract masculine defaults and possible challenges to addressing them. Efforts to increase women's participation in majority-male departments and companies would benefit from identifying and counteracting masculine defaults on multiple levels of organizational culture (i.e., ideas, institutional policies, interactions, individuals). (PsycInfo Database Record (c) 2020 APA, all rights reserved).
理解和纠正女性在以男性为主的领域和职业中的代表性不足，需要认识到一种鲜为人知的文化偏见形式，称为男性默认。当一种文化的某些方面重视、奖励或以男性性别角色相关的标准、正常、中性或必要特征或行为为常态时，就会出现男性默认。尽管女权主义理论家之前已经描述和分析了男性默认（例如，Bem，1984；de Beauvoir，1953；Gilligan，1982；Warren，1977），但在这里我们更详细地定义了男性默认，将其与更深入研究的偏见形式区分开来，并描述了它们如何导致女性代表性不足。我们还讨论了如何抵制男性默认以及解决这些问题可能面临的挑战。在确定和抵制组织文化多个层面（即观念、制度政策、互动、个人）的男性默认方面做出努力，将有利于增加女性在以男性为主的部门和公司中的参与度。（PsycInfo 数据库记录（c）2020 APA，保留所有权利）。
