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PurposeThe purpose of this paper is to describe how gender stereotypes and self-stereotypes of Danish managers vary among managers at different job levels, from lower level managers to CEO level, in a large survey of Danish private-sector managers.Design/methodology/approachThis study is explorative. Measures of stereotypes and self-stereotypes are constructed and analyzed with regressions models that control for a large number of individual and firm characteristics.FindingsThe results document significant gender differences in stereotyping among managers. Male managers have significantly more masculine stereotypes of successful leaders, and they rate themselves higher on masculine traits than female managers. For CEOs, the picture is different. Stereotypes do not differ by gender and female CEOs have more pronounced masculine stereotypes than female managers at lower levels. Female managers at the age of 50 are the least gender stereotyping managers. Younger female managers have significantly more masculine stereotypes about the role as a successful leader.Research limitations/implicationsThis study is based on cross-sectional data and does not claim to uncover causal relationships.Practical implicationsThe results suggest that gender stereotypes and self-stereotypes among Danish private-sector managers are not going to change quickly indicating that new government policies with more focus on gender equalization and affirmative actions are called for.Originality/valueMost earlier studies of stereotypes concerning female managers are based on studies of samples drawn from the general population or consisting of students. This study makes use of a large sample of managerial employees from all levels of the corporate hierarchy in different types of firms.

1. The social neuroscience of prejudice : then, now, and what's to come / David M. Amodio -- 2. Evolutionary perspectives on prejudice / Catherine A. Cottrell and Justin H. Park -- 3. When we see prejudice : the normative window and social change / Christian S. Crandall, Mark A. Ferguson, and Angela J. Bahns -- 4. An adaptationist perspective on the psychology of intergroup prejudice / Carlos David Navarrete and Joshua M. Tybur -- 5. Stereotype threat / Jenessa R. Shapiro and Joshua Aronson -- 6. Cultural dynamics of intergroup relations : how communications can shape intergroup reality / Yoshihisa Kashima -- 7. Stereotypes and prejudice from an intergroup relations perspective : their relation to social structure / Felicia Pratto, Kristin E. Henkel, and I-Ching Lee -- 8. From prejudiced people to prejudiced places : a social-contextual approach to prejudice / Mary C. Murphy and Gregory M. Walton -- 9. Social psychological approaches to understanding small-group diversity : the flexibility of cognitive representations / Julia D. O'Brien and Charles Stangor -- 10. Group identification and prejudice distribution : implications for diversity / Cheryl R. Kaiser and Kerry E. Spalding -- 11. Oh the places we should go! : stereotyping and prejudice in (real) mixed interactions / Eden King and Mikki Hebl.

Historically, the concept of 'stereotyping' has come to imply a fixed, polarized, & homogeneous set of attributes. Following Lippmann, who originated the term to symbolize the fixedness of some images, it has become customary to speak of acquiring (& relinquishing ) stereotypes as intact, cohesive sets of attributes. However, separating the dimension of homogeneity from the dimensions of fixedness & polarity, it is possible to discriminate a process of stereotyping, in which attributes relevant to a general evaluative criterion become increasingly homogeneous. Drawing on data from a panel study of candidate images during the 1960 presidential campaign, it is shown that R's tended to increase the homogeneity of image attributes as the campaign progressed, independent of changes in polarity. There were suggestive diff's between persons with varying levels of attribute homogeneity in their images, both in the initial levels & in the change levels. AA.

The judgment dimensions of competency and warmth capture much of the space into which our perceptions of individuals and groups fall. Though these dimensions are orthogonal to each other, they may also be inversely related, as perceivers may compensate for low ratings on one with high ratings on the other (Judd, James-Hawkins, Yzerbyt, & Kashima, 2005). We predicted that Whites would perceive Black targets as warmer but less competent relative to a White target, and that their behavior would be in accord with these perceptions. In two studies, behavioral indicators of warmth and competence (as well as explicit judgments) were assessed among White participants who anticipated interacting with a Black or White partner. Black targets were judged and received treatment consistent with low competency but high warmth perceptions. In Study 1, these indicators were negatively correlated only when the target was Black, and particularly among those high in prejudice. The data are discussed in terms of the functions of compensatory stereotyping and importance of considering multiple indicators of judgment and behavior in anticipated or actual interracial interactions.