Editing Double standard (section)

==Causes and explanations==
Double standards are believed to develop in people's minds for a multitude of possible reasons, including: finding an excuse for oneself, emotions clouding judgement, twisting facts to support beliefs (such as [[confirmation bias]]es, [[cognitive bias]]es, attraction biases, [[prejudice]]s or the desire to be right). Human beings have a tendency to evaluate people's actions based on who did them.

In a study conducted in 2000, Dr. Martha Foschi observed the application of double standards in group competency tests. She concluded that [[Social status|status]] characteristics, such as [[gender]], [[ethnicity]] and [[socioeconomic class]], can provide a basis for the formation of double standards in which stricter standards are applied to people who are perceived to be of lower status. Dr. Foschi also noted the ways in which double standards can form based on other socially valued attributes such as [[beauty]], [[morality]], and [[mental health]].<ref>{{cite journal |last1=Foschi |first1=Martha |title=Double Standards for Competence: Theory and Research |journal=[[Annual Review of Sociology]] |year=2000 |volume=26 |pages=21–42 |publisher=Annual Reviews |language=en|jstor=223435 |doi=10.1146/annurev.soc.26.1.21 }}</ref>

Dr. Tristan Botelho and Dr. Mabel Abraham, Assistant Professors at the [[Yale School of Management]] and [[Columbia Business School]], studied the effect that gender has on the way people rank others in financial markets. Their research showed that average-quality men were given the benefit of the doubt more than average-quality women, who were more often "penalized" in people's judgments. Botelho and Abraham also showed that women and men are similarly risk-loving, contrary to popular belief. Altogether, their research showed that double standards (at least in financial markets) do exist around gender. They encourage the adoption of controls to eliminate [[gender bias]] in application, hiring, and evaluation processes within organizations. Examples of such controls include using only initials on applications so that applicants' genders are not apparent, or auditioning musicians from behind a screen so that their skills, and not their gender, influence their acceptance or rejection into orchestras.<ref>{{cite journal |author1=Dr. Tristan Botelho |author2=Dr. Mabel Abraham |title=Pursuing Quality: How Search Costs and Uncertainty Magnify Gender-based Double Standards in a Multistage Evaluation Process |journal=Administrative Science Quarterly |date=1 December 2017 |volume=62 |issue=4 |pages=698–730 |doi=10.1177/0001839217694358 |s2cid=157322669 |url=https://www.gendereconomy.org/double-standards-in-evaluation/ |access-date=9 March 2019 |language=en |format=Journal article|url-access=subscription }}</ref> Practices like these are, according to Botelho and Abraham, already being implemented in a number of organizations.