What is it about?
This study looks at how people feel about efforts to promote gender equality, especially in workplaces and universities. It focuses on two psychological factors: * Social dominance orientation (SDO) — a tendency for some people to prefer social hierarchies, where certain groups have more power and status than others * Status threat — the feeling that one’s own group might lose influence or advantages as equality increases The researchers collected data from professors and employees at public and private higher education institutions in three countries: Brazil, Canada, and Portugal. They found that people who strongly support social hierarchies (high SDO) are less likely to support gender equality initiatives. Feeling threatened about losing status also reduces support, but SDO plays a bigger role. Interestingly, many employees across all three countries believe that their societies are already fair when it comes to gender and that special efforts to promote equality are no longer necessary — even though real inequalities still exist. The study also found differences in how people who identify as women and men view these initiatives. Overall, the research helps explain why some people resist gender equality programs, even when those programs aim to create fairness.
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Why is it important?
This research is important because gender equality remains a key global goal, yet many initiatives face resistance in workplaces and institutions. Understanding why people oppose or support these efforts is crucial for making progress. By linking attitudes toward gender parity to psychological factors like preference for inequality and fear of losing status, the study goes beyond surface-level explanations. It shows that resistance is not just about policies or lack of information — it is often tied to deeper beliefs about power and social order. The cross-country approach also helps reveal how cultural and national contexts influence these attitudes. For example, even in countries where people believe equality has been achieved, support for continued action may be low, which can slow real change. For policymakers, educators, and organizational leaders, these findings can help design more effective gender equality initiatives by addressing underlying concerns and misconceptions.
Perspectives
From a personal perspective, this study touches on a tension many people notice in everyday conversations about gender equality. On one hand, most individuals say they support fairness and equal opportunities. On the other hand, when specific programs or policies are introduced to promote gender parity, some people react with discomfort or resistance. This manuscript helps explain why that happens. It suggests that for some, supporting equality feels like a threat to existing advantages or social positions, even if they don’t consciously intend to be unfair. Others may genuinely believe that society has already achieved gender equality and that further efforts are unnecessary. What makes the study especially relatable is its focus on real workplaces — universities and organizations where people collaborate daily. It shows that attitudes toward equality are shaped not just by laws or ideals, but by personal beliefs about status, fairness, and social structure. Ultimately, the manuscript encourages readers to reflect on their own assumptions: Do we truly live in an equal society? And how do our hidden beliefs influence whether we support change? By shedding light on these questions, the research helps move the conversation about gender parity in a more honest and constructive direction.
Antonio Carrizo Moreira
Universidade Aberta
Read the Original
This page is a summary of: Attitudes Toward Gender Parity Initiatives—A Comparative Study, Sustainable Development, March 2025, Wiley,
DOI: 10.1002/sd.3438.
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