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<p class="MsoNormal">This is great, Ora. Thank you!<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal"><b>From:</b> Womeninmedicine <womeninmedicine-bounces@list.pitt.edu>
<b>On Behalf Of </b>Weisz, Ora Anna<br>
<b>Sent:</b> Tuesday, March 1, 2022 2:42 PM<br>
<b>To:</b> womeninmedicine@list.pitt.edu<br>
<b>Subject:</b> [Womeninmedicine] Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language<o:p></o:p></p>
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<p class="MsoNormal"><o:p> </o:p></p>
<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""><o:p> </o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:9.5pt;font-family:"AdvOT2b189473\.B""><a href="https://nam12.safelinks.protection.outlook.com/?url=https%3A%2F%2Fdoi.org%2F10.1073%2Fpnas.2026443119&data=04%7C01%7CKMM34%40pitt.edu%7Cb4677c3490f14bc4d05708d9fbbbc3de%7C9ef9f489e0a04eeb87cc3a526112fd0d%7C1%7C0%7C637817606169482840%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000&sdata=1yTEzrZTVBSmqmwRGayMha4HlZeCeqceAnYLhiuYZaw%3D&reserved=0">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"">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"">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"">organizational language</span></b><span style="font-size:22.0pt;font-family:"AdvOTc9c0ed35\.B""><o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:9.0pt;font-family:"AdvOT2b189473\.B"">M. Asher Lawson</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473\.B"">a,1
</span><span style="font-size:9.0pt;font-family:"AdvOT2b189473\.B"">, Ashley E. Martin</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473\.B"">b
</span><span style="font-size:9.0pt;font-family:"AdvOT2b189473\.B"">, Imrul Huda</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473\.B"">c</span><span style="font-size:9.0pt;font-family:"AdvOT2b189473\.B"">, and Sandra C. Matz</span><span style="font-size:6.0pt;font-family:"AdvOT2b189473\.B"">d<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:8.0pt;font-family:"AdvOT2b189473\.B""><o:p> </o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">nding<o:p></o:p></span></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B"">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"">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"">associated with changes in organizations</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B+20"">’
</span><span style="font-size:10.0pt;font-family:"AdvOT2b189473\.B"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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"">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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