Understanding and remedying women's underrepresentation in majority-male fields and occupations require the recognition of a lesser-known form of cultural bias called masculine defaults. Masculine defaults exist when aspects of a culture value, reward, or regard as standard, normal, neutral, or necessary characteristics or behaviors associated with the male gender role. Although feminist theorists have previously described and analyzed masculine defaults (e.g., Bem, 1984; de Beauvoir, 1953; Gilligan, 1982; Warren, 1977), here we define masculine defaults in more detail, distinguish them from more well-researched forms of bias, and describe how they contribute to women's underrepresentation. We additionally discuss how to counteract masculine defaults and possible challenges to addressing them. Efforts to increase women's participation in majority-male departments and companies would benefit from identifying and counteracting masculine defaults on multiple levels of organizational culture (i.e., ideas, institutional policies, interactions, individuals). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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男性默认：识别和减轻隐藏的文化偏见。

理解和纠正女性在男性占多数的领域和职业中的代表性不足需要承认一种鲜为人知的文化偏见形式，称为男性默认。当文化价值、奖励或视为与男性性别角色相关的标准、正常、中性或必要特征或行为时，存在男性默认值。尽管女权主义理论家先前已经描述和分析了男性默认值（例如，Bem，1984；de Beauvoir，1953；Gilligan，1982；Warren，1977），但在这里我们更详细地定义男性默认值，将它们与更深入研究的偏见形式区分开来，并描述它们如何导致女性代表性不足。我们还讨论了如何抵消男性化的默认以及解决它们可能面临的挑战。努力增加妇女的 参与以男性为主的部门和公司将受益于在组织文化的多个层面（即，思想、制度政策、互动、个人）识别和抵消男性化的缺陷。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。