The current research addresses gender trouble (acts that question the naturalness of a binary gender system) in two parts of the recruitment situation: applicant attraction and evaluation. Experiment 1 (N = 1,147) investigated how different Equal Employment Opportunity (EEO) statements in an organization description influenced organizational evaluations. The EEO statements emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender; compared with no EEO statement). Gender minority participants experienced decreased identity threat in response to the multi-gendered and the de-gendered EEO statements, which increased organizational attractivity. There was no significant effect of EEO statement for gender majority participants. Multi-gendered and de-gendered EEO statements increased perceived gender diversity within the organization. Experiment 2 (N = 214) investigated how applicants with a normative or non-normative gender expression were evaluated by HR-specialists. Applicants with a non-normative gender expression were rated as more suitable for the position and recommended a higher starting salary than applicants with a normative gender expression. Women with a non-normative gender expression were rated as more likely to be employed than men with a non-normative gender expression, while women applicants regardless of gender expression were rated as the most likely to acquire the position. This research indicates that gender minorities can be explicitly included in EEO statements without negative impact on gender majority groups and with a positive impact on gender minority groups. Furthermore, a non-normative gender expression was not found to be a cause for biased evaluations in an initial recruitment situation.

中文翻译：

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招聘中的性别多样性：性别问题对求职者吸引力和评价的影响

目前的研究解决了招聘情况的两个部分中的性别问题（质疑二元性别系统的自然性的行为）：申请人的吸引力和评估。实验一（N = 1,147) 调查了组织描述中不同的平等就业机会 (EEO) 声明如何影响组织评估。EEO 声明强调性别是二元的（女性和男性），性别是多样化的（多性别），或性别是不相关的（去性别；与没有 EEO 声明相比）。针对多性别和去性别的 EEO 声明，性别少数参与者的身份威胁减少，这增加了组织的吸引力。EEO 声明对性别占多数的参与者没有显着影响。多性别和去性别的 EEO 声明增加了组织内感知的性别多样性。实验二（N = 214）调查了人力资源专家如何评估具有规范或非规范性别表达的申请人。与具有规范性别表达的申请人相比，具有非规范性别表达的申请人被评为更适合该职位并推荐更高的起薪。性别表达不规范的女性被评为比性别表达不规范的男性更有可能被雇用，而无论性别表达如何，女性申请人被评为最有可能获得该职位。这项研究表明，性别少数群体可以明确地包含在平等就业机会声明中，而不会对性别多数群体产生负面影响，而会对性别少数群体产生积极影响。此外，