ABSTRACT When gender bias arises at work, inaction all too often follows. Can simple prompts to consider inclusion or leadership orient observers toward combatting bias? Four experiments using six samples (three preregistered; N = 4712) tested effects of a focus manipulation among people observing workplace sexism. Before viewing a video of a sexist episode, participants were randomly assigned via a one‐sentence instruction (Studies 1 and 2) or questions about their workplace (Studies 3 and 4) to focus on inclusion, leadership, or no specific focus (control). In mega‐analyses across studies, focusing on inclusion (vs. leadership) led participants to perceive more gender bias in the situation, blame the target of sexism less, and spontaneously express target support intentions. Focusing on inclusion (vs. leadership) improved impressions (Studies 1–3), affiliation (Studies 2 and 3), and pay allocation (Study 4) for the target relative to the perpetrator. We discuss implications for fostering more inclusive workplace environments.
Bergsieker et al. (2025) studied this question.