Imagine you are a successful filmmaker in Hollywood. You are planning to make a high budget action thriller movie full of explosions, car chase and shootouts. The next step is to generate a short list of actors to consider the protagonist. What name do you think of?
Most people soon imagine something like Dwayne “The Rock” Johnson, Tom Cruise, Ryan Reynolds. In other words, a male actor. This is because “action thriller heroes” are commonly associated with typical male traits. Men fit the bill more easily when people imagine candidates for these roles.
Film is not the only industry that suffers from this prejudice. Fields of science, technology, engineering, mathematics (STEM) When Leading position Despite these same organizations proclaiming a commitment to diversity, the top organizations are notorious for being male-dominated.
One problem is that, despite the organization’s commitments, cognitive bias pervades all types of decision making, including hiring choices. Study of me and my colleagues , Published in the journal Nature Human Behavior , Let’s take a look at the informal recruitment process. Specifically, look at the informal short list, the first list of role candidates. This list usually includes candidates that come to mind. In a new mentor protégé, a prominent employee at last month’s meeting, a referral from Uncle Joey, and a male-dominated industry, they are often men. Our research suggests a seemingly simple solution to this problem. To lengthen an informal short list.
In the first series of studies, we invited 858 college students and other adults to participate in the Hollywood filmmaker’s thinking exercises described at the beginning of this article. We asked participants to make a short list of the three actors to consider as the protagonists. Then I asked them to expand the first list by adding three more names. The first list contained about 1: 8 female-to-male ratios, while the expanded list has about 1: 6 female-to-male ratios, a 33% increase in female candidates. Found to be included (all ratios reported) rounded).This is called an increase Longer short list effect ..
Two more studies set up in the technology industry found similar results. Throughout the survey, I imagined that we hired 265 people with a background in this area to consult a California tech startup looking for a new CEO. Participants were asked to suggest a list of three candidates for the company to consider, and were instructed to expand the list by adding three more names. The first list contained a female-to-male ratio of about 1: 6, but the extended list ratio was about 1: 4, showing a 44% increase in female candidates. ..
What explains this? The longer shortlist effect has to do with how your brain remembers information. When you think of an “action thriller hero”, you automatically land on the most typical or common example you’ve ever seen (for example, Dwayne Johnson).But the more you think about the question, the more answers you get Branch from the prototype response. Therefore, in the category where the prototype is male gender, the more responses you […]