65 Brook. L. Rev. 1037 (1999)
Cognitive Bases of Gender Bias, The; Valian, Virginia

handle is hein.journals/brklr65 and id is 1047 raw text is: ROUNDTABLE THE COGNITIVE BASES OF GENDER BIAS* Virginia Valiant Why do so few women occupy positions of power and prestige? In this paper I will concentrate on the reasons behind women's slow advancement in the professions and academia and discuss some remedies to speed up that advancement. Women's under-representation at the top of the ladder has many causes. This article details the cognitive sources of our attitudes toward men and women as professionals, along with the consequences of those attitudes. But first it is necessary to show that there is a problem to be explained, above and beyond any sex differences in performance, choices, or values. It may be that men and women do not perform in exactly the same way, do not make the same choices, and do not want exactly the same things from work and love. I will review data to show that, even when men and women are equalized on those dimensions (sometimes statistically, sometimes via choice of sample), women do not get the same rewards from their professional investments that men do. Whether we consider salary or promotion, women lose out compared to men. Further, as examples from business, law, and academia show, the phenomena are general. I. DATA ON WOMEN AND MEN IN THE PROFESSIONS A. Salaries in International Business Occupations The first example concerns salary in international busi- ness. The data come from a survey conducted in 1991 by Egan & Bendick' of United States business people who worked in @1999 Virginia Valian. All Rights Reserved. Professor of Psychology and Linguistics, Hunter College and CUNY Graduate Center, New York. 1 See Mary Lou Egan & Marc Bendick, Jr., International Business Careers in

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