How We Describe Male and Female Job Applicants Differently

The words we use to describe men versus women differ in significant ways that can affect their careers. This starts early on — as girls who are called “bossy” are viewed negatively in ways that boys are not — and continues into adulthood — where the description of being “ambitious” is an insult for women but not for men. The impact words can have is accentuated in the workplace, where people are often asked to recommend, select, and endorse certain employees. Research finds that people (both men and women) choose to use different sets of words to describe male versus female applicants; that these word choices result in more negative evaluations of female than male applicants; and that men and women not only describe others differently but also represent themselves, as job applicants, differently.

Words matter. And the words we use to describe men versus women differ in significant ways that can affect their careers.

Mikki Hebl is the Martha and Henry Malcolm Lovett Professor of Psychology and Management at Rice University. She is an expert in discrimination and diversity, and she received the 2014 lifetime award from AOM for having advanced knowledge of gender and diversity in organizations. She teaches in the executive MBA program at Rice University and she has published over 150 journal articles and book chapters in outlets such as Journal of Applied Psychology, Journal of Business and Psychology, and Journal of Management.

Christine L. Nittrouer is a sixth-year graduate student in the I/O PhD program at Rice University. She is the recipient of Rice’s prestigious Vaughn Fellowship and conducts research on the ways that individuals, groups, and organizations reduce discrimination. She has 13 publications already and her work has been published in Proceedings of the National Academy of Sciences and Journal of Vocational Behavior.

Abigail R. Corrington is a fourth-year graduate student who spent time in the corporate world prior to joining the I/O Phd programs at Rice University. She focuses her research on the difference ways that people express and remediate discrimination. She has received several grants for her work and has published in Journal of Vocational Behavior and Equality, Diversity, and Inclusion.

Juan M. Madera is an associate professor at the University of Houston’s Conrad N. Hilton College. Dr. Madera’s research examines employee perceptions of workplace diversity and discrimination and strategies organizations can use to increase positive perceptions of diversity management programs. He has published over 50 journal articles and book chapters in outlets such as Journal of Applied Psychology, Journal of Business and Psychology, and Cornell Hospitality Quarterly.