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<p class="MsoNormal">This article just came out in PNAS- might be of interest…<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:22.0pt;font-family:"AdvOTc9c0ed35.B",sans-serif"><o:p> </o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:9.5pt;font-family:"AdvOT2b189473.B",sans-serif"><a href="https://nam12.safelinks.protection.outlook.com/?url=https%3A%2F%2Fdoi.org%2F10.1073%2Fpnas.2026443119&data=04%7C01%7Cwomeninmedicine%40list.pitt.edu%7C9409695fd1a940e122b508d9fbbb899f%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C637817605645999567%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000&sdata=a1aX452e7e82y2RePI%2BNQw22MK4uGFIPTjhosjSgRFM%3D&reserved=0" originalsrc="https://doi.org/10.1073/pnas.2026443119" shash="x/SieumTtx43ZUpHNz8n6qmkVm9g9qGMWoeWpra7rYsFm2qLfeB/F1IZ7Y1BB2jSnm6wz1v7hw0DTZ5cJThuUxaN/T6iO7R4ujZmhRIDZer4WjSAl8TrC42KGGFL3/2KWRlSEzHT8F5x5HykuWRr7t0VYv8jCiUBV/ncxDYXh8U=">https://doi.org/10.1073/pnas.2026443119</a><o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><b><span style="font-size:12.0pt;font-family:"AdvOTc9c0ed35.B",sans-serif">Hiring women into senior leadership positions is<o:p></o:p></span></b></p>
<p class="MsoNormal" style="text-autospace:none"><b><span style="font-size:12.0pt;font-family:"AdvOTc9c0ed35.B",sans-serif">associated with a reduction in gender stereotypes in<o:p></o:p></span></b></p>
<p class="MsoNormal" style="text-autospace:none"><b><span style="font-size:12.0pt;font-family:"AdvOTc9c0ed35.B",sans-serif">organizational language</span></b><span style="font-size:22.0pt;font-family:"AdvOTc9c0ed35.B",sans-serif"><o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:9.0pt;font-family:"AdvOT2b189473.B",sans-serif">M. Asher Lawson</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473.B",sans-serif">a,1
</span><span style="font-size:9.0pt;font-family:"AdvOT2b189473.B",sans-serif">, Ashley E. Martin</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473.B",sans-serif">b
</span><span style="font-size:9.0pt;font-family:"AdvOT2b189473.B",sans-serif">, Imrul Huda</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473.B",sans-serif">c</span><span style="font-size:9.0pt;font-family:"AdvOT2b189473.B",sans-serif">, and Sandra
C. Matz</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473.B",sans-serif">d<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:8.0pt;font-family:"AdvOT2b189473.B",sans-serif"><o:p> </o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">Women continue to be underrepresented in leadership positions.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">This underrepresentation is at least partly driven by gender stereotypes<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">that associate men, but not women, with achievement oriented,<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">agentic traits (e.g., assertive and decisive). These stereotypes<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">are expressed and perpetuated in language, with women being<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">described in less agentic terms than men. The present research<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">suggests that appointing women to the top tiers of management<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">can mitigate these deep-rooted stereotypes that are expressed in<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">language. We use natural language processing techniques to analyze<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">over 43,000 documents containing 1.23 billion words,
</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B+fb"">fi</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">nding<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">that hiring female chief executive of</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B+fb"">fi</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">cers
and board members is<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">associated with changes in organizations</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B+20",sans-serif">’
</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">use of language, such<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">that the semantic meaning of being a woman becomes more similar<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">to the semantic meaning of agency. In other words, hiring<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">women into leadership positions helps to associate women with<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">characteristics that are critical for leadership success. Importantly,<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">our
</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B+fb"">fi</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">ndings suggest that changing organizational language<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">through increasing female representation might provide a path<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">for women to break out of the double bind: when female leaders<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">are appointed into positions of power, women are more strongly<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">associated with the positive aspects of agency (e.g., independent<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">and con</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B+fb"">fi</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">dent)
in language but not at the cost of a reduced association<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">with communality (e.g., kind and caring). Taken together,<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">our
</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B+fb"">fi</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">ndings suggest that female representation is not merely an<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">end, but also a means to systemically change insidious gender<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">stereotypes and overcome the trade-off between women being<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:10.0pt;font-family:"AdvOT2b189473.B",sans-serif">perceived as either competent or likeable.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:14.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:14.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:7.5pt;color:black">_____________________________________________________________________</span><span style="font-size:12.0pt;font-family:"Times New Roman",serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Ora A. Weisz, PhD | Professor of Medicine, Cell Biology, and Clinical and Translational Science</span><span style="font-size:12.0pt;font-family:"Times New Roman",serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Vice Chair of Faculty Development, Department of Medicine</span><span style="font-size:12.0pt;font-family:"Times New Roman",serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Associate Dean for Faculty Development, University of Pittsburgh School of Medicine</span><span style="font-size:12.0pt;font-family:"Times New Roman",serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Assistant Vice Chancellor for Faculty Excellence, University of Pittsburgh Health Sciences</span><span style="font-size:12.0pt;font-family:"Times New Roman",serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Renal-Electrolyte Division | 978.1 Scaife Hall | 3550 Terrace St. | Pittsburgh PA 15261<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black"><a href="https://www.weiszlab.pitt.edu"><span style="color:blue">https://www.weiszlab.pitt.edu</span></a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Tel: 412-383-8891 | Email:
<a href="mailto:weisz@pitt.edu"><span style="color:blue">weisz@pitt.edu</span></a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
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