How gender-dissimilarity affects performance and well-being

Many organizations advocate for gender balance. They do so not only for reasons of fairness, but also to attract skilled employees and to enhance team performance. Nevertheless, historically underrepresented groups remain underrepresented in certain fields. For example, women and men in traditionally male- or female-dominated occupations and roles may still find themselves underrepresented within their teams or organizations. This makes it all the more important to understand why being underrepresented in a group can pose particular challenges. Affected individuals often face hidden disadvantages: they feel less included and may find it harder to reach their full potential. For a long time, such effects were primarily explained by negative stereotypes. However, recent research shows that simply being demographically different from the majority of a group can, in itself, impair well-being and performance. However, why this happens and through what processes remains poorly understood. Notably, some people are more affected than others when their gender places them in the minority. To understand why this is the case, we examine a personality trait that is part of our identity: each person has an individual need for how much they want to stand out from or resemble others. Some people define themselves more through personal traits that set them apart, while others place greater value on similarity and seek to assimilate to their social environment. Our research investigates whether this personality trait can help explain why group members respond differently when they visibly stand out due to being underrepresented in terms of gender. We also aim to uncover underlying psychological processes. To this end, we examine strategies of self-monitoring, which refers to the deliberate regulation of how one presents oneself. Specifically, we propose that the perception of being overly different or dissimilar promotes protective self- monitoring. While acquisitive self-monitoring aims to create a positive impression and gain influence within the group, protective self-monitoring serves as a form of self-protection. Individuals who engage in this strategy closely monitor how they come across in order to avoid negative judgments and to align their behavior with that of others. Although this can reduce perceived threats to personal needs, it is mentally exhausting. Constantly paying attention to others reactions creates inner tension and leads to less authentic behavior. Both can impair well-being and performance; and makes it harder to feel a sense of belonging within the group. This research project aims to uncover these hidden psychological processes. In doing so, it not only contributes to the theoretical understanding of group psychology but also lays the foundation for targeted measures to support underrepresented individuals in organizational contexts.

No additional funding sources recorded.