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Ambivalent sexism and neosexism: examining the role of affirmative action attitudes in sustaining workplace gender inequality

2025-02-10Artigo científico Acesso aberto
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datacite.subject.sdg05:Igualdade de Género
datacite.subject.sdg10:Reduzir as Desigualdades
datacite.subject.sdg08:Trabalho Digno e Crescimento Económico
dc.contributor.authorGomes, Alexandra
dc.contributor.authorGiger, Jean-Christophe
dc.contributor.authorSousa, Cátia
dc.contributor.authorVieira dos Santos, Joana
dc.contributor.authorSouza, Anna
dc.contributor.authorGonçalves, Gabriela
dc.date.accessioned2026-04-17T08:56:24Z
dc.date.available2026-04-17T08:56:24Z
dc.date.issued2025-02-10
dc.description.abstractGender-based affirmative action (GAA) in the workplace, despite targeting gender discrimination, elicits negative reactions. Few studies have explored socio-cognitive factors sustaining critics towards GAA. In this study we aim to fill the gap, asserting that individuals can simultaneously hold neosexist beliefs and positive attitudes towards GAA, forming an attitudinal combination that perpetuates workplace gender inequality. We argue that ambivalent sexism precedes adherence to this combination and that ambivalent sexists, high on both hostile and benevolent sexisms, endorse this combination more than other sexists. In a sample of 792 participants (n=555 employed in public and private institutions; n=237 college students), results showed that, men displayed higher levels of hostile and benevolent sexism, as well as neosexism, and supported GAA less than women. Additionally, hierarchical cluster analysis identified four sexist profiles, with an analysis of variance revealing that these profiles were linked to varying levels of neosexism endorsement and support for GAA. Overall, ambivalent sexists reported significantly higher levels of both neosexism and support for GAA compared to hostile, benevolent, or nonsexist participants.eng
dc.description.sponsorshipUIDB/PSI/04345/2020
dc.identifier.doi10.1007/s12147-025-09354-y
dc.identifier.eissn1936-4717
dc.identifier.issn1098-092X
dc.identifier.urihttp://hdl.handle.net/10400.1/28701
dc.language.isoeng
dc.peerreviewedyes
dc.publisherSpringer
dc.relation.ispartofGender Issues
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/
dc.subjectGender-based affirmative action
dc.subjectGender inequality
dc.subjectNeosexism
dc.subjectAmbivalent exism
dc.subjectWorkplace
dc.titleAmbivalent sexism and neosexism: examining the role of affirmative action attitudes in sustaining workplace gender inequalityeng
dc.typejournal article
dspace.entity.typePublication
oaire.citation.issue2
oaire.citation.startPage10
oaire.citation.titleGender Issues
oaire.citation.volume42
oaire.versionhttp://purl.org/coar/version/c_970fb48d4fbd8a85
person.familyNameGomes
person.familyNameGiger
person.familyNameSousa
person.familyNameVieira dos Santos
person.familyNameSouza
person.familyNameGonçalves
person.givenNameAlexandra
person.givenNameJean-Christophe
person.givenNameCátia
person.givenNameJoana
person.givenNameAnna
person.givenNameGabriela
person.identifier1731317
person.identifier301181
person.identifier605777
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person.identifier.ciencia-id021D-8180-2519
person.identifier.orcid0000-0003-1277-6730
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person.identifier.orcid0000-0003-2612-8056
person.identifier.orcid0000-0002-0574-8881
person.identifier.orcid0000-0002-9480-3239
person.identifier.ridG-3578-2018
person.identifier.scopus-author-id55938866800
person.identifier.scopus-author-id26657336000
person.identifier.scopus-author-id56673694000
person.identifier.scopus-author-id36849019100
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