Gender Prejudice Assessment Test

Understand how gender bias may shape your leadership views in just 3 minutes. Get clear, actionable insight from 16 quick items to support fairer decisions and stronger team trust.

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Questions: 163 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

25,438 views

2,052 completions

1,705 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

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How the Scales are Structured

example score

21/40

Self-Interest Advancement (SIA)

Measures the tendency to assert and advance one’s own goals and interests through independent, initiative-driven behavior.

Lower

Moderate

Higher

8 – 24: Lower | 25 – 32: Moderate | 33 – 40: Higher

A score of 21 falls in the Lower range, suggesting a comparatively modest tendency to prioritize and actively promote personal interests in leadership-related situations.

example score

21/40

Caring for Others (CfO)

Measures the tendency to prioritize caring, support, and empathy toward others in work interactions.

Lower focus on care

Balanced care

Strong caring orientation

8 – 24: Lower focus on care | 25 – 32: Balanced care | 33 – 40: Strong caring orientation

A score of 21 falls in the lower focus on care range, suggesting caring and supportive behaviors may be expressed less consistently in leadership-related situations.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

People Managers

41%OF USERS

Managers take it to spot hidden gender assumptions that may affect hiring, feedback, promotions, and day-to-day leadership decisions.

HR and L&D Specialists

35%OF USERS

HR and training professionals use it to diagnose bias patterns and shape practical steps for a more inclusive team culture.

Team Members in Conflict

24%OF USERS

Employees take it to understand where gender stereotypes might be driving misunderstandings and to reset communication in the team.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

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Get insights on behavioral and thought patterns you might not notice on your own. By uncovering subtle connections between your responses, you’ll better understand what may be driving your current results.

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Used in 52+ countries

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See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Promoting One's Own Interests (POOI)

Average

30.3

Normal range

25.9 — 34.6

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Caring for Others (CfO)

Average

28.7

Normal range

24.2 — 33.1

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

What does this assessment measure?

It screens for gender-based assumptions about leadership roles and effectiveness. It identifies patterns that may affect judgment and workplace interactions.

How long does it take to complete?

Completion typically takes about 3 minutes. The assessment includes 16 items.

How should responses be selected?

Select the option that best reflects current beliefs and impressions. Respond quickly and avoid overthinking individual items.

How are results interpreted?

Scores indicate the relative presence of gender-biased expectations in leadership-related judgments. Results are used to guide reflection and targeted discussion.

Is this a diagnostic tool?

No, it is a brief screening measure and not a clinical diagnosis. Results should be interpreted in context and may be followed by training or further assessment.

WHAT THE TEST MEASURES

About This Assessment

Gender Prejudice Assessment Test - Symptoms and Signs

leadership

This brief self-report measure is designed to screen for attitudes and assumptions related to gender roles and gender-based bias in interpersonal and workplace contexts. The Gender Prejudice Assessment can be used to support reflection on how such beliefs may influence judgment, communication, and leadership expectations.

The instrument consists of 16 items and typically takes about 3 minutes to complete. Items ask respondents to indicate their level of agreement with statements relevant to gender and leadership; responses are summarized to indicate the relative presence of gender-prejudicial views.

Results from the Gender Prejudice Assessment should be interpreted as an indicator of attitudinal tendencies rather than a diagnostic determination, and are best considered alongside contextual information and other assessment data.

Author: alice-h-eagly, janet-shibley-hyde

Literature: Eagly, A. H., & Carli, L. L. Through the labyrinth: The truth about how women become leaders. Harvard Business School Press. 2007.

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