What Works to Advance Gender Equity?

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People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.

Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings

Kaitlin McCormick-Huhn, Lizbeth M. Kim, Stephanie A. Shields

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.

Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings

Kaitlin McCormick-Huhn, Lizbeth M. Kim, Stephanie A. Shields

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.

Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings

Kaitlin McCormick-Huhn, Lizbeth M. Kim, Stephanie A. Shields