What does differential psychology have to say about sex differences in the workplace?

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[Where does the idea of unconscious bias come from? Can it be questioned? It is believed that the origin of sexism is unconscious driven thoughts or social constructs. What leads to believe that these “unconscious thoughts” should be addressed consciously in order to solve sexism (in this case, in the workplace by workshops and “equal” representation ).]

[What Damore is actually doing is looking at why there are some differences in men and women, referring to them as not exclusively as a social construct that can be changed by workshops, but to something that can be measurable using statistical analyses that vary in their level of explanation; the work of differential and organizational psychology]

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It is assumed that undesirable tendencies such sexism or racism are driven by implicit processes of that humans are not aware. There is an extensive field of research and its own methodologies to attempt to assess this idea. One of them is the implicit-association test or IAT. How valid are the outcomes of this studies and their reproducibility remained questioned.

James Damore, the author of Google’s Ideological Echo Chamber, refers to possible “non bias causes of the gender gap in tech” in contrast to the “implicit (unconscious) and explicit biases” that are assumed to be holding women back in tech and leadership.

 


I would try to write this story as unbiased as possible. So my goal is to have empirical evidence for each argument here. Please, feel free to send all your suggestions.

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