![]() However, women quotas and men quotas differ in one important way. Women and men quotas are characterized by the same modus operandi (i.e., preferential treatment based on sex/gender 2). Men quotas have been discussed for hiring research personnel ( Kutter, 2013 Die Presse, 2014) and to increase the number of male students in currently women-dominated study fields, such as psychology and medicine ( Lindstad, 2017 Dordowsky, 2018). Nonetheless, the idea of using men quotas in women-dominated academic fields (e.g., psychology) has gained popularity. In contrast, men quotas are discussed considerably less. Their usefulness in increasing fairness and meritocracy has also been discussed within the scientific community ( Seierstad, 2016 Terjesen and Sealy, 2016 Madison, 2019). Women quotas are widely debated and stir up controversy ( He and Kaplan, 2017 Debating Europe, 2018). Women quotas are defined as an instrument aimed to accelerate the achievement of gender-balanced participation and representation by establishing a defined percentage of positions, which are allocated to women, generally under certain rules or criteria ( European Institute for Gender Equality, 2019). In academia, the application of women quotas, when hiring research personnel, for the composition of evaluation boards, and for research grants and fellowships has also been discussed, and some countries (e.g., Austria 1) have implemented them ( Wallon et al., 2015). In the US, California was the first state to introduce mandatory women quotas in corporate boards in 2018 ( Ortiz, 2018). Most prominently, the European Union pushed for mandatory women quotas in corporate boardrooms ( Boffey, 2017 Zillman, 2017). Enhancing the opportunities for women, there has been an upsurge in the use of women quotas in politics and economics in the recent years ( Bonitz, 2017 International Institute for Democracy and Electoral Assitance, 2018). In academia in many countries (e.g., EU, U.S.), women hold half of the doctoral degrees, but represent only one-third of researchers ( UNESCO Institute for Statistics, 2018 European Commission, 2019). Moreover, women lead less than five percent of Fortune 500 companies and hold only 29 percent of senior management roles ( Catalyst, 2019b). In 2019, only 11 percent of elected head of states and 24 percent of parliamentarians worldwide were women ( Catalyst, 2019a UN Women, 2019). In the 21st century, women represent a small proportion of political and economic leaders. ![]() Potential factors underlying students’ perceptions of both quotas are discussed. Concerns over the negative perceptions of quota beneficiaries were associated more frequently with women quotas than men quotas. Students perceived women quotas as counterproductive, derogatory, and unfair, whereas they perceived men quotas as beneficial and fair. ARE WOMEN GIVEN PREFERENTIAL TREATMENT FREEIn addition, we explored the semantic content of the free associations to identify specific concerns over each quota. However, students did not have more emotional associations with women quotas than with men quotas. As predicted, students had more negative associations with women quotas than with men quotas. Specifically, we hypothesized that students would have more negative and more emotional associations with women quotas than men quotas. In line with a support paradox, that is, the perception that support for women is less fair and less legitimate than support for men, we expected that students would reject women quotas in academia more vehemently than men quotas. However, women quotas help a low-status group, whereas men quotas help a high-status group. ![]() Women and men quotas are characterized by the same modus operandi (i.e., preferential treatment based on sex/gender). In this study, we analyze the free verbal associations to the stimuli women quotas and men quotas of 327 medical students. Department of Applied Psychology, Work, Education and Economy, Faculty of Psychology, University of Vienna, Vienna, Austria. ![]()
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