Professional workplaces that embody an “ideal worker” image that is implicitly white and male set-up persistent biases against the competence and suitability for authority of those who are not white men, forcing them to work harder to prove their competence and fit in. The added labor of coping with these burdens is largely invisible to dominant actors in the workplace who do not experience them. To facilitate change by making such burdens visible for all, we present data from a survey of 1,349 architects, including white, Asian, Black, Latinx, and mixed race/other underrepresented men and women, about their specific behavioral experiences of prove-it-again (competence) bias, tightrope (authority) bias, problems of fit, exclusion, emotion work, and interruptions. Across all measures, white men architects report significantly lower levels of these burdens than do women of any race and almost all non-white men. Consistent with status expectations and stereotype prototypicality theories, we find intersectional patterns in the relative burdens experienced by women and men of different racial groups. Gender differences in bias experiences are greatest among white, less among Asian, and least among Black architects. Women of color report the highest levels of bias overall.

体现“理想工人”形象的专业工作场所是隐含的白人和男性，对那些非白人男性的能力和对权威的适用性存在持久的偏见，迫使他们更加努力地工作以证明自己的能力和适应。对于没有经历过这些负担的工作场所的主要参与者来说，应对这些负担的额外劳动在很大程度上是看不见的。为了通过让所有人都能看到这些负担来促进变革，我们提供了一项对 1,349 名建筑师（包括白人、亚洲人、黑人、拉丁裔和混血/其他代表性不足的男性和女性）的调查数据，了解他们在证明这一点时的具体行为经历。再次（能力）偏见，走钢丝（权威）偏见，适合问题，排斥，情感工作和干扰。在所有措施中，白人男性建筑师报告的这些负担明显低于任何种族的女性和几乎所有非白人男性。与地位期望和刻板印象原型理论一致，我们发现不同种族群体的女性和男性所经历的相对负担的交叉模式。偏见经历的性别差异在白人中最大，在亚洲人中较小，在黑人建筑师中最小。有色人种女性报告的总体偏见程度最高。在黑人建筑师中最少。有色人种女性报告的总体偏见程度最高。在黑人建筑师中最少。有色人种女性报告的总体偏见程度最高。