Archive for the ‘It’s hard to be a woman’ Category
Almost five years ago, we wrote about research saying men with deep voices were more persuasive. Science has moved forward though and now, women can also be more persuasive when using a deeper voice. Some call it a “sultry voice”. New work tells us your voice doesn’t have be a deep and resonant baritone to be persuasive—you simply have to lower your speech pitch over the course of your interactions with others to be more persuasive. And—it works for both genders! If you don’t want to read the article itself, Scientific American has a nice summary that you can either listen to as a podcast or just read the full transcript.
Basically what the researchers did is recorded 191 undergraduate students (Canadian subjects, ranging in age from 17 to 52 years, 54% male) who debated in small groups about the equipment most useful after a disaster on the moon. [This is an old team-building exercise found on the internet under many different names but officially called “Lost on the Moon”] You are told you have crash landed on the moon and need to identify what items present in the spaceship will be most useful. The recorded discussions for the first study were held in same sex groups ranging in size from four to seven participants.
Researchers also did a second study online with 274 participants (ranging in age from 15 to 61 years and 60.58% female)—181 were recruited from a “large Canadian university and the remaining 93 participants were recruited from an online database of research volunteers. The reason for the second experiment being online was so they could be sure there were not visual factors interfering with persuasion by lowered voice pitch.
Results from both studies (that is, in person or online where the voice was heard but the person’s appearance was not seen) were consistent. Those participants, both male and female, who lowered their voice pitch during the negotiations required to rank 15 items in order of importance for survival on the moon were seen as more persuasive and given a higher “social ranking” in the group than those who kept their voice pitch the same or raised it.
It is a victory for women. You do not have to have a deep baritone voice in order to be persuasive. It is more a matter of shifting tonal ranges for effect—just go into negotiations or discussion with your ‘regular’ voice and then, over the course of discussion, lower your voice. Of course, it’s hard to recreate this finding in the real world since you are rarely negotiating in single-sex groups. On the other hand, it’s an interesting strategy to try. Does lowering your voice during day-to-day decision-making make you more persuasive? If it does, you might try it in lower stakes situations at work and if it still works try it out in other situations as well!
Note: If at any point during your practice, you are challenged about “faking” a deeper voice—you may need a bit more practice! It can also be thought to connote silly dramatics when overdone.
Cheng JT, Tracy JL, Ho S, & Henrich J (2016). Listen, follow me: Dynamic vocal signals of dominance predict emergent social rank in humans. Journal of Experimental Psychology, General, 145 (5), 536-47 PMID: 27019023
It’s tough to see the same old themes come up over and over again but—here we go again… Women who react emotionally are seen as less intelligent, but if they react in a “measured and manly way” they are thought not trustworthy. In other words, you can’t win for losing.
“Men were rated as both more emotionally competent and more intelligent in general when they showed restraint. For women, however, the opposite pattern emerged, in that they were perceived as more emotionally competent and intelligent when they reacted immediately.”
In other words, say the researchers, we expect men and women to act according to gender stereotypes and we are suspicious of those who fail to behave accordingly.
Participants in the first study (59 undergraduates from the University of Haifa in Israel—30 men and 29 women) were shown photos found to elicit both sadness and anger. Then they watched videos featuring different people allegedly reacting to those same images. Half of the actors reacted almost immediately (within 1/2 second) while others did not show an expression change for a second and a half. After viewing the videos of people reacting to the images, the participants rated each character for “emotional competence” and assessed their level of sensitivity, caring, and the appropriateness and authenticity of their reactions.
Men who paused for 1.5 seconds prior to changing their expression were seen as more emotionally competent. Women who paused were seen as less emotionally competent.
The second study (with 58 students) was much the same as the first but the participants also rated the perceived intelligence of the character in the video.
“Men who showed delayed reactions were perceived as significantly more intelligent than those who reacted immediately, whereas for women, delayed reactions resulted in less perceived intelligence.”
The authors say that these results reflect the strength of gender stereotypes about women as “more emotionally volatile but also more emotionally competent” and say that when women delay their reaction to an emotionally charged image they may be seen as “strategic rather than spontaneous”.
From a litigation advocacy perspective, this will be important when considering the impact of male and female witnesses, for preparation of parties, and even for attorney behavior in the courtroom. You are always being watched and evaluated. Assumptions are going to be made for better or worse.
Help jurors see your female witness/party/self as thoughtful and competent but as having learned to stop and consider actions and consequences prior to reacting. That is done more by offering jurors some context for respecting the witness or party, rather than trying to train them to significantly change their response style. In other words, this time it has to be about teaching the jurors how to judge quality, rather than teaching the witness how to overcome the gender bias.
Hess, U, David, S, & Hareli S (2016). Emotional restraint is good for men only: The influence of emotional restraint on perceptions of confidence. Emotion
If you have not guessed by the title, it’s another installment of ‘things you want to know’. As we go through many articles to blog about, we discard many, keep a few, and collect tidbits we don’t want to expend an entire post on but also don’t want to toss. That is how you are gifted with these tidbits—interesting things you want (maybe) to know. Think of it as a jambalaya where you creatively incorporate leftovers from the refrigerator.
What do you know about science?
We’ve blogged before about the disturbing lack of knowledge we see in our mock jurors when it comes to science and technology. A new examination suggests that adults in the US are improving in science knowledge in over the past two decades. But (naturally) there is a catch. The study of American adults knowledge on general science is sponsored by the National Science Foundation and summarized here with correct answers to the questions courtesy of the Business Insider. Apparently, getting correct answers on the science quiz depends on how the question is worded. Let that be a lesson to you as you craft your next case narrative.
Yes, there are occasions when women like to be sexually objectified
In December 2014, we blogged about a video of a woman being harassed and whistled at that was presented as “research” and getting a lot of attention but was not particularly well done when looked at more closely by observers. So when we saw this article (citation at the bottom of the post), we thought of that video and the idea that for some reason, some men think that “cat-calling” a woman they do not know is going to be a good thing. These researchers note the conflicting literature in this area: on one hand there are articles that say women do not like being sexually objectified, but on the other hand, women spend a lot time of appearance (according to these researchers) that is meant to “enhance their sexual appeal”. Naturally, these academics wanted to clear this up for all of us. What they found was that when women were in a committed relationship, they enjoyed a little objectification as long as it was from the person to whom they were committed. From other people? Not so much. Perhaps the cat-calling video makers should revisit those streets and hand out this article to all those cat-callers. We are quite sure that would stop the behavior altogether.
Who earns less money and is it all in your genes?
New research from the University of Exeter says if you are a short man or an overweight women—you earn less than those who are taller or slimmer. Is it due to discrimination? Perhaps, but the researchers looked at genetic data from almost 120,000 people between 40 and 70 years of age. Specifically, they examined “400 genetic variants” associated with height and “70 genetic variants” associated with body mass index (BMI). They compared these genetic variants (along with the actual height and weight of the people involved) to participant-provided information on their living situations and income. They found that shorter men and heavier women earned less than their taller and slimmer peers—and that was regardless of all other factors. The study is open-access and published in the British Medical Journal.
Are you green with Facebook envy or red with Twitter rage?
You’ve likely seen the studies that say spending a lot of time on Facebook decreases your overall well-being. A new article in Scientific American looks at some of the literature and says that when you react to Facebook posts, it is often with envy (especially if you read but do not comment or post yourself). The authors recommend that if you are going to spend time on Facebook, you do so by actively commenting and posting which will allegedly reduce your experience of Facebook envy.
After solving Facebook issues, the writers move on to Twitter (which we’ve also blogged about) and say that Twitter users who rant online often see it as cathartic even though those who read their angry tweets may simply see them as “Twitter ragers”—so common there are even self-help lists for surviving the attack of the ragers. The writers also comment that Twitter ragers are also likely to be angry and aggressive offline as well. That doesn’t really come as a surprise to us at all.
Do you have a unibrow, gray hair or a bushy beard?
You can rest easier knowing it is all in your genes and product developers (as well as forensic scientists) are paying very, very close attention. While many genes are being discovered, the genes for the rate at which your hair goes gray, how bushy your beard or eyebrows are, or whether your eyebrows form a unibrow—have only just now been discovered. Apparently, forensic scientists want to use this information to figure out how to create images of criminal suspects when all they have is the suspect’s DNA. Product developers are expected to use the genetic information to aid in new product development. And, believe it or not, hair growth patterns are related to some diseases so it is believed medical researchers can learn from this seemingly frivolous study as well.
Meltzer, AL McNulty, JK Maner, JK (2016) Women like being valued for sex, as long as it is by a committed partner. Archives of Sexual Behavior.
We’re unsure if this strategy would work for women but it seems to work for men—at least in medical schools and teaching hospitals. We do presume those male leaders with mustaches do not have the sort of mustache illustrating this post but what do we know? We also tend to believe that if a woman were to grow this sort of mustache, she would also not be selected to advance as a leader. But, we digress. On to the real point of this blog post.
Each year, the British Medical Journal publishes a Christmas issue where they offer a more light-hearted look at important issues of the day. We posted about one of their articles on Christmas Day. Here is another important paper that (alas) reflects what women know all too well when it comes to women in leadership. These researchers (two medical residents, a professor of law ,and a professor of dermatology) examined (carefully and presumably visually) “clinical department leaders (n=1018) at the top 50 US medical schools funded by the National Institutes of Health (NIH)” to see if they were male or female and whether they had mustaches. None of the women in the sample had a mustache. The researchers defined a mustache in the following way: “the visible presence of hair on the upper cutaneous lip” and they included the presence of both standalone mustaches and mustaches in combination with other facial hair. They specifically did not include facial hair such as “mutton chops” or “chin curtains” as mustaches.
According to the researchers women accounted for only 13% of department leaders in the sample (137 women out of 1,018 department leaders).
Leaders with mustaches (none of them, as mentioned earlier, women) accounted for 19% of the sample (190/1,018 total leaders). And according to them, less than 15% of men in the country have mustaches so mustached men are over-represented among medical department leadership. .
The proportion of female leaders ranged from 0% to 26% across institutions and from 0% to 36% across specialties.
Only seven specific institutions and five specialties had more than 20% of female department leaders.
The researchers developed a novel unit of measure called the mustache index. (Essentially this is computed by looking at the number of mustached leaders versus the number of female leaders.) “The overall mustache index of all academic medical departments studied was 0.72 (p<.004). In other words, a medical department is much more likely to be led by a man with a mustache than by a woman. Only six of 20 separate medical specialties had “more women than mustaches” (for a mustache index > 1).
The researchers recommend that “mustachioed” individuals should number less than the number of women in medical department leadership (and they state they clearly do not mean a “no mustache” policy). They want to call attention to the disparity in these leadership positions between men and women—hence the tongue-in-cheek “mustache index”. They offer a number of suggestions to help increase the number of women in leadership positions that revolve around developing job criteria prior to evaluating candidates, flexible work schedules as well as increased personal control over work time and cite the high levels of satisfaction among women physicians in specialties that allow “controllable lifestyle” such as dermatology and anesthesiology.
From a litigation perspective, this really applies most to law office management and we’ve written before about the importance of hiring practices that do not discriminate against applicants by gender or race and ethnicity (as well as other descriptive characteristics). You can see all those posts by looking at our blog category on law office management. Do a quick count in your own office. Do leaders with mustaches outnumber leaders who are women?
Wehner MR, Nead KT, Linos K, & Linos E (2015). Plenty of moustaches but not enough women: cross sectional study of medical leaders. BMJ (Clinical research ed.), 351 PMID: 26673637