Institutional signals of inclusion: Increasing perceptions of possibilities available for the self and others in STEM

Abstract

Women in Science, Technology, Engineering, and Math (STEM) face systemic barriers due to the prominent masculine culture that has been established within the field. The present research aims to examine strategies for improving the experiences of women in STEM by exploring the benefits that institutional signals of inclusion can have on perceptions of what is possible for the self and others at work. Across four studies, participants were randomly assigned to one of two conditions where we manipulated the extent to which the company policies at a fictitious technology development company were gender-inclusive. Studies 1 through 3 assessed the impact of gender-inclusive policies on beliefs regarding how possible the work culture of the described organization would make it to behave inclusively (Study 1), be your authentic self (Study 2), and achieve professional goals (Study 3). Results revealed that gender-inclusive policies led individuals to anticipate a warmer interpersonal climate and possess a stronger belief that it would be possible to behave in an inclusive manner, authentically express themselves, and achieve professional goals. In Study 4, participants rated their preferences between job candidates and selected who they would hire for a position in STEM from an array of candidate profiles. The findings demonstrated that gender-inclusive policies result in a significant preference for qualified women candidates and increase the likelihood of hiring qualified women in STEM. This research suggests strategies to improve experiences in STEM by expanding perceptions of what is possible for the self and others in male-dominated domains.