relationship. Men score more highly on NS when they feel threatened (.45), view women as intrusive (.24), and
estimate higher percentages of women in their job class (.25); neosexism then correlates with pro-male bias in
evaluating women’s and men’s competence (.41), as well as unwillingness to support women ( /C0.35, Beaton,
Tougas, & Joly, 1996 ).
Location
Tougas, F., Brown, R., Beaton, A.M., & Joly, S. (1995). Neosexism: Plus c ¸a change, plus c’est pareil. Personality
and Social Psychology Bulletin, 21(8) , 842/C0849.
Results and Comments
NS is especially useful in contexts related to affirmative action, perceived discrimination, employment, and
gender rights. Applicable across cultures, NS focuses on gender-related attitudes in society.
NEOSEXISM SCALE
Items (and Their Parallels in Current
Racism Scales)
1.Discrimination against women in the labor force is
no longer a problem in Canada. ( McConahay, 1986 )
2.I consider the present employment system to be fair
to women.* ( Gaertner & Dovidio, 1986 )
3.Women shouldn’t push themselves where they are
not wanted. ( Gaertner & Dovidio, 1986; Kinder &
Sears, 1981 ;McConahay, 1986 )
4.Women will make more progress by being patient
and not pushing too hard for change. ( Jacobson,
1985 )
5.It is difficult to work for a female boss.
6.Women’s requests in terms of equality between the
sexes are simply exaggerated. ( McConahay, 1986 ;
McConahay & Hough, 1976 )
7.Over the past few years, women have gotten more
from government than they deserve. ( McConahay,
1986 )8.Universities are wrong to admit women in costly
programs such as medicine, when in fact, a large
number will leave their jobs after a few years to
raise their children.
9.In order not to appear sexist, many men are inclined
to overcompensate women.
10.Due to social pressures, firms frequently have to
hire underqualified women.
11.In a fair employment system, men and women
would be considered equal.*
Notes :
No instructions appear in print. Response scale is: 1,
total disagreement, to 7, total agreement. Unspecified
filler items were included in the original studies.
*Reverse scored item.
Copyright Sage. Reproduced with permission.
Ambivalent Sexism Inventory (ASI)
(Glick & Fiske, 1996 ).
Variable
Like modern sexism and neosexism, ambivalent sexism builds on modern forms of racism. Unlike those scales,
the ambivalent sexism scale builds specifically on ambivalent racism ( Katz & Hass, 1988 ). But unlike all that ear-
lier work, ambivalent sexism analyzes the interdependent relationships between men and women, to predict the
specific sources of ambivalence ( Glick & Fiske, 1996 ). Like all ingroup-outgroup relations, one group (men) has
higher societal status, but uniquely among ingroup-outgroup relations, men and women are intimately interde-
pendent. The theory posited male ambivalence having three sources: paternalism, gender differentiation, and
heterosexuality. Women who resist subordination are punished by hostile sexism (HS), which resembles but is
more intimately relational than earlier concepts of old-fashioned sexism. The theory predicts resentment of non-
traditional women along each dimension: dominative paternalism, competitive gender differentiation, and het-
erosexual hostility. In contrast, women who cooperate with traditional forms of interdependence elicit
subjectively benevolent sexism (BS) on the same three dimensions: protective paternalism, complementary gender704 24. MEASURES OF STEREOTYPING AND PREJUDICE: BAROMETERS OF BIAS
VI. SOCIOCULTURAL INTERACTION AND CONFLICT