A new study from Tanzania challenges a widely held belief that men have stronger socio-emotional skills than women. Researchers found that the commonly reported gender gap may be influenced more by how skills are measured rather than by actual differences in abilities.
The research, conducted by the Africa Gender Innovation Lab in partnership with Innovations for Poverty Action, examined more than 4,400 young people who were not in education, employment, or training across three Tanzanian cities: Dar es Salaam, Dodoma, and Iringa.
The study compared traditional self-reported surveys with behavioral assessments to understand whether reported differences in socio-emotional skills reflect real performance or differences in confidence and self-perception.
Socio-emotional skills, including empathy, self-awareness, perseverance, problem-solving, collaboration, and emotional regulation, are increasingly important in education, employment, and economic development programs.
Previous research has often relied on self-reported surveys, where individuals evaluate their own abilities. These surveys showed that men reported higher socio-emotional skills than women across many categories.
However, researchers found a different picture when participants completed behavioral assessments designed to measure actual responses in practical situations.
While self-reported data suggested a noticeable male advantage, behavioral tests showed little to no significant gender difference across most of the 14 skills examined. Only a few areas showed small variations, including active listening, emotional regulation, perseverance, problem-solving, and networking.
The findings suggest that perceived differences between men and women may not represent true differences in skill levels.
Researchers identified a key reason behind the gap between self-reported and behavioral results: men were more likely to overestimate their abilities.
The study found that men’s higher self-assessments were linked to social desirability and gender-based beliefs about competence. Men who strongly believed that males are naturally better at areas such as problem-solving and decision-making were more likely to report higher skills than their actual performance showed.
Women, on the other hand, did not show the same relationship between self-reported skills, social expectations, and gender beliefs.
This suggests that what appears to be a skills gap may actually be a perception gap created by differences in confidence and self-evaluation.
The findings have important implications for labor market policies, workforce training programs, and recruitment practices in developing economies.
Programs that rely only on self-reported measures to identify gender differences in skills may risk misunderstanding the real challenges facing women. Researchers recommend using self-reported data as an initial indicator rather than a complete measure of ability.
Behavioral assessments could provide a more accurate way to evaluate skills, especially when decisions about training, employment, and career opportunities depend on accurate measurement.
The study also highlights the need for changes in hiring practices. Employers who rely heavily on interviews, resumes, and self-promotion may unintentionally reward confidence rather than actual ability. Structured assessments that directly test skills could create fairer opportunities for both men and women.
The research shows that accurate measurement is essential for designing effective policies that support youth employment and women’s economic empowerment.
If measurement tools exaggerate gender differences, programs may focus on the wrong problems and overlook the real barriers affecting women’s participation in the workforce.
The evidence from Tanzania suggests that women may not have lower socio-emotional skills than men. Instead, traditional measurement methods may be creating an inaccurate picture of gender differences.
Better assessment tools can help policymakers, employers, and development organizations make more informed decisions and ensure that opportunities are based on actual skills and performance.
