Role congruity theory

Role congruity theory proposes that a group will be positively evaluated when its characteristics are recognized as aligning with that group's typical social roles (Eagly & Diekman, 2005). Conversely, the stereotype fit hypothesis suggests that group members will experience discrimination in different social roles or positions to the extent that their group stereotypically does not have characteristics associated with success in the position. For instance, women may not be considered a good fit for a managerial position if being aggressive is seen as a characteristic of a successful manager. Due to stereotype fit, men may be considered more qualified for the position and are not only more likely to be hired, but are also more likely to be promoted as well. rdf:langString