Date of Award


Degree Type

Restricted to Claremont Colleges Dissertation

Degree Name

Psychology, PhD


School of Social Science, Politics, and Evaluation

Advisor/Supervisor/Committee Chair

Michelle Bligh

Dissertation or Thesis Committee Member

Jason Siegel

Dissertation or Thesis Committee Member

Jeffrey Yip

Dissertation or Thesis Committee Member

Miguel Unzueta

Terms of Use & License Information

Creative Commons Attribution 4.0 License
This work is licensed under a Creative Commons Attribution 4.0 License.

Rights Information

© 2020 Vienne Wing-yan Lau


gender inclusion, men, self-interest, social dominance orientation, zero-sum

Subject Categories

Organizational Behavior and Theory


In the Post-#MeToo era, an increasing number of men are feeling discriminated against and threatened. To realize gender equality in the workplace, change efforts ought to encourage men to recognize their stake in the issue rather than highlighting their “contribution” to the problem or excluding them altogether. The present dissertation aims to investigate whether self-interest may be utilized to motivate men to support gender inclusion initiatives in the workplace. In Study 1 (N = 177), using an experimental design with a student sample, I tested whether framing a gender inclusion initiative as beneficial to self (as well as others) leads to more support from men compared to framing the initiative as beneficial to others only. I also examined the moderating effect of social dominance orientation (SDO) and the mediating effect of zero-sum gender beliefs (ZSGBs). In Study 2 (N = 267), I tested the moderating effect of champion gender with a 2 (Framing: Self-interest, No Self-interest) x 2 (Champion gender: Male, Female) factorial between- subject design with male, full-time, non-contingent workers, recruited on Mechanical Turk (MTurk). Together, the two studies revealed that a gender inclusion initiative framed as beneficial to men garnered more support than when it is framed as beneficial to women only and this effect was significantly moderated by SDO. However, the results demonstrated that having a male champion does not alleviate the negative impact SDO has on the relationship between self-interest and support for gender inclusion; this relationship was not mediated by ZSGBs either. Taken together, the findings of the current studies urge a paradigm shift from focusing on mitigating gender biases that affect women and direct attention to emphasizing the positive changes that can be brought by a more inclusive approach to gender equality in the workplace. I discuss relations of the findings to the literature on gender and diversity and management.