Affirmative action policies aim to reduce gaps between social groups, yet they are often perceived negatively. The present research examined reactions to an organization's preferential treatment policy based on gender, focusing on whether positive versus negative framing of the scenario and gender of the beneficiary matter for these reactions. The results of two preregistered experiments conducted in Sweden (N = 556) did not provide support for the hypothesis that framing the affirmative action scenario as adding minority women compared to framing it as rejecting majority men would produce more favorable perceptions and reduced feelings of resentment. Moreover, we found no support for the hypothesis that the effects of framing would be weaker in the case of male beneficiaries compared to female beneficiaries. However, we found clear support for the hypothesis that the policy was perceived more favorably when the beneficiary was female rather than male. Theoretical and practical implications are discussed.

中文翻译：

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对招聘中平权行动政策的反应：框架和受益人性别的影响

平权行动政策旨在缩小社会群体之间的差距，但它们往往被认为是负面的。本研究检查了对基于性别的组织优惠待遇政策的反应，重点是这些反应的受益人的情景和性别的积极与消极框架。在瑞典进行的两个预注册实验的结果（N= 556) 没有提供支持这样的假设，即将平权行动方案构建为增加少数族裔女性，而不是将其构建为拒绝多数族裔男性会产生更有利的看法并减少怨恨感。此外，我们发现没有支持这样的假设，即男性受益人与女性受益人相比，框架的影响会更弱。然而，我们发现明确支持以下假设：当受益人是女性而不是男性时，该政策被认为更有利。讨论了理论和实践意义。