There is an assumption that placing women in organizations’ high-status groups will be instrumental in the further diversification of their group. However, research has demonstrated that women, who are often sole representatives of their gender in high-status groups (solos), do not support female candidates trying to gain membership. As a result, management may look to female incumbents who have voluntarily helped other women in the past, although these female solos may actually feel licensed to give up the opportunity to select female candidates. In this seminar, Michelle Duguid examines experimental studies demonstrating that value threat underlies female solos’ decisions in the selection of a female candidate. For example, in situations where women experience less value threat, such as when they are majority group members or when they feel valued by their group members, they are more likely to favor a female candidate.

Consequences of Value Threat

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Consequences of Value Threat

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