Influence of Gender Stereotypes in Hiring Decisions

Purpose: The aim of the study was to investigate the influence of gender stereotypes in hiring decisions. Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Findings: The findings reveal that there exists a contextual and methodological gap relating to the influence of gender stereotypes in hiring decisions. Preliminary empirical review revealed that gender bias significantly influenced hiring processes, favoring male candidates over equally qualified female candidates. Through an analysis of empirical evidence from various studies conducted by scholars, it was evident that gender stereotypes intersected with other forms of discrimination, such as racial or ethnic bias, exacerbating disparities in employment opportunities, particularly for women of color. Despite increasing awareness of the importance of diversity, gender bias persisted, hindering progress towards gender parity in the workplace. Recommendations included implementing blind recruitment processes and diversity training to address bias and promote transparency in hiring practices, facilitating the creation of more equitable and inclusive workplaces. Unique Contribution to Theory, Practice and Policy: Social Role Theory, Ambivalent Sexism theory and Intersectionality theory may be used to anchor future studies on influence of gender stereotypes in hiring decisions. The study provided several recommendations that contributed to theory, practice, and policy. It emphasized the need to raise awareness of gender bias, suggested implementing structural changes like blind recruitment, advocated for diversity and inclusion initiatives, highlighted the role of organizational culture, and called for the involvement of policymakers in addressing systemic barriers. These recommendations aimed to promote fairness, equity, and diversity in employment practices within STEM and beyond, contributing to theoretical understanding, informing practical strategies, and shaping policy interventions.