What did Uhlmann and Cohen (2007) find concerning applicants' ratings?

Uhlmann and Cohen's research revealed that when rational criteria were applied to evaluate applicants, male candidates tended to be rated significantly better than their female counterparts. This reflects a trend in which evaluations can be influenced by gender biases, even in settings where objective criteria are emphasized. Their findings underscore how subjective perceptions about gender can persist despite the use of structured assessments, demonstrating the role of stereotypes in shaping evaluative judgments. The study highlighted the complexities of bias in hiring practices and suggests that even when criteria aim to be neutral, underlying biases may still affect the outcomes. This understanding is crucial in addressing issues related to gender discrimination and promoting fairness in the evaluation processes.