A Google employee recently shared a memo that referenced some of my scholarly research on psychological sex differences (e.g., personality traits, mate preferences, status-seeking). Alongside other evidence, the employee argued, in part, that this research indicates affirmative action policies based on biological sex are misguided. Maybe, maybe not. Let me explain.
I think it’s really important to discuss this topic scientifically, keeping an open mind and using informed skepticism when evaluating claims about evidence. In the case of personality traits, evidence that men and women may have different average levels of certain traits is rather strong. For instance, sex differences in
negative emotionality are universal across cultures; developmentally emerge across all cultures at exactly the same time; are linked to diagnosed (not just self-reported) mental health issues; appear rooted in sex differences in neurology, gene activation, and hormones; are larger in more gender egalitarian nations; and so forth (for a short review of this evidence,
see here.)
But it is not clear to me how such sex differences are relevant to the Google workplace. And even if sex differences in negative emotionality were relevant to occupational performance (e.g., not being able to handle stressful assignments), the
size of these negative emotion sex differences is not very large (typically, ranging between “small” to “moderate” in statistical effect size terminology; accounting for less than 10% of the variance). So, using someone’s biological sex to essentialize an entire group of people’s personality would be like operating with an axe. Not precise enough to do much good, probably will cause a lot of harm. Moreover, men are more emotional than women in certain ways, too. Sex differences in emotion depend on the type of emotion, how it is measured, where it is expressed, when it is expressed, and lots of other contextual factors.