The current study evaluated the impact ambivalent sexism has on peer evaluations of a female interviewee. Participants listened to audio interviews between a male interviewer and a female applicant, and then evaluated the female on likability and competence using a validated interview evaluations scale.

It was predicted that the stereotypes associated with benevolent and hostile sexism would have an impact on the applicant's perceived competency, as well as hostile behavior appears to have an impact on her perceived likability. In addition, participants who scored high on the Ambivalent Sexism Inventory were predicted to rate a woman less likely to be suitable for a managerial position.

The study found those in the Hostile condition reported significantly higher levels of likability towards the candidate. In addition, the male participants did not score the interviewee as qualified or as competent as did the female participants.

Implications for future research and organizations are discussed.