| dc.description.abstract | Previous research has examined the antecedents and consequences of tokenism, and recent research has begun to address the utility of interventions for coping with these experiences. This is of particular importance for women in in science, technology, engineering, and math fields (STEM) as they are likely to find themselves in token contexts due to their minority status. Research has yet to identify the impact that dominant group “allies” may have in reducing the negative effects of tokenism. In Study 1, we test the protective effects of the presence (vs absence) of male allies in token and gender-balanced contexts. We asked White women (N=194) to imagine applying for a job at a STEM related company, manipulated the gender composition of their coworkers, and the existence of a male coworker ally, and to respond to several dependent measures related to tokenism. The expected two-way interaction emerged on most dependent measures, with an ally in token conditions being protective compared to all other conditions. In Study 2, we assessed whether the gender of the ally matters. We asked White women (N = 204) to imagine working with either a male, female, or no ally. As expected, participants exposed to a male ally reported decreased effects of tokenism. In Study 3, we rule out the possibility that a friendly coworker would be as helpful as an ally. White women (N = 329) were asked to imagine working in a company while manipulating the gender of a coworker who was either an ally or a friend. Only participants who were shown a male ally showed decreased negative effects of tokenism. The results of this study present a possible novel intervention to help retain women in male dominated fields. | |
