In a study on How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM, researchers from i.a. Florida International University examined professors’ biased evaluations of physics and biology post-doctoral candidates.
From the abstract:
Using a fully-crossed, between-subjects experimental design, biology and physics professors (n = 251) from eight large, public, U.S. research universities were asked to read one of eight identical curriculum vitae (CVs) depicting a hypothetical doctoral graduate applying for a post-doctoral position in their field, and rate them for competence, hirability, and likeability. The candidate’s name on the CV was used to manipulate race (Asian, Black, Latinx, and White) and gender (female or male), with all other aspects of the CV held constant across conditions. Faculty in physics exhibited a gender bias favouring the male candidates as more competent and more hireable than the otherwise identical female candidates.
Further, physics faculty rated Asian and White candidates as more competent and hireable than Black and Latinx candidates, while those in biology rated Asian candidates as more competent and hirable than Black candidates, and as more hireable than Latinx candidates. An interaction between candidate gender and race emerged for those in physics, whereby Black women and Latinx women and men candidates were rated the lowest in hirability compared to all others. Women were rated more likeable than male candidates across departments.