Gender and Pregnancy Discrimination in the Selection Process. Does It (Still) Exist?

ABSTRACT Building on the social role theory of sex differences and the role congruity theories, we aim to test whether gender and pregnancy discrimination (still) emerge in individual and group decisions, alongside testing four explanatory mechanisms. A sample of 258 individuals (organized in 81 groups) read vignettes that manipulated the gender and the pregnancy condition of hypothetical applicants for a managerial position. Participants were asked to make several personnel selection decisions, first individually and then in groups. Results indicate that male were preferred in all the personnel decisions (intention to hire, salary offer, and competence ranking), both at the individual and group levels. Our results did not offer support for the hypothesis regarding the main effect of pregnancy, yet we found an interaction effect between gender and pregnancy in such a way that male with a pregnant spouse are seen as the most competent and the most preferred for hiring. In contrast, pregnant female are perceived as the least competent and the least preferred candidates for hiring. Our results did not show clear decision polarization tendencies in groups compared to individual choices. The impact of gender and pregnancy on personnel decisions is explained by expectations of counterproductive work behaviors, extra‐role performance behaviors, and perceived commitment. This study has valuable theoretical contributions by integrating social role theory and role congruity theory with group decision‐making models to explain, using perceived commitment and counterproductive work behaviors, how gender and pregnancy cues shape personnel selection outcomes. It addresses an underexplored intersection, namely, how group dynamics interact with parenthood cues to exacerbate or mitigate discriminatory tendencies in hiring decisions. This study offers valuable insights for building more inclusive organizations and promoting gender diversity in the upper organizational echelons.