This study seeks to extend previous research on the experiences of pregnant job applicants from retail settings (see Botsford Morgan, Walker, Hebl, & King, 2013) to entry-level professional jobs. The current research utilized a 2 (expectant status: not pregnant, pregnant) x 4 (counterstereotypic information: control, competence, commitment, flexibility) betweensubjects factorial design to empirically test the relative efficacy of real, practical interventions designed to reduce the interpersonal discrimination (enhanced negativity and reduced positivity) that pregnant women may encounter when applying for entry-level professional jobs. Results reveal that pregnant job applicants experience more positive interactions when presenting information about their competence than when they say nothing. This study extends our understanding of manifestations of bias and its reduction with regard to pregnant workers applying for entry-level professional jobs.
Singletary Walker, Sarah and Botsford Morgan, Whitney
"Reducing Interpersonal Discrimination for Pregnant Job Applicants Seeking Professional Jobs,"
Personnel Assessment and Decisions: Number 5
, Article 5.
Available at: https://scholarworks.bgsu.edu/pad/vol5/iss2/5
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