Gender Action Portal

Browse 297 studies aiming to close gender gaps.

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And the Children Shall Lead: Gender Diversity and Performance in Venture Capital

When senior partners have more daughters, their venture capital firms hire more women, improving deal and fund performance.

Sophie Calder Wang, Paul A. Gompers (2021)

Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.

M. Asher Lawson, Ashley E. Martin, Imrul Huda, Sandra C. Matz (2022)

Valuing Alternative Work Arrangements

Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.

Amanda Pallais, Alexandre Mas (2017)

Subtle Linguistic Cues Increase Girls’ Engagement in Science

Subtle shifts in linguistic cues, such as describing science as an action instead of as an identity, may decrease the gender gap in science among young children.

Marjorie Rhodes, Sarah-Jane Leslie, Kathryn M. Yee, Katya Saunders (2019)

Girl Empower – A gender transformative mentoring and cash transfer intervention to promote adolescent wellbeing: Impact findings from a cluster-randomized controlled trial in Liberia

The Girl Empower intervention in Liberia, with a conditional cash transfer component, led to improvements in the sexual and reproductive health, gender attitudes, and life skills of 13 to 14-year-old adolescent girls, but did not improve sexual violence, schooling, psychosocial wellbeing, and protective factors outcomes.

Berk Özler, Kelly Hallman, Marie-France Guimond, Elizabeth A. Kelvin, Marian Rogers, Esther Karnley (2020)

Knowing When to Ask: The Cost of Leaning In

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.

Christine L. Exley, Muriel Niederle, Lise Vesterlund (2020)

He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.

Elizabeth Lauren Campbell, Oliver Hahl (2022)

Narrow Prototypes and Neglected Victims: Understanding Perceptions of Sexual Harassment

When it comes to sexual harassment, people perceive women who possess less feminine features as less credible victims and view their perpetrators as less deserving of harsh punishment.

Jin X. Goh, Bryn Bandt-Law, Nathan N. Cheek, Stacey Sinclair, Cheryl R. Kaiser (2021)

Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court

Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).

Jessica M. Salerno, Hannah J. Phalen, Rosa N. Reyes, N. J. Schweitzer (2018)

Empowered by Absence: Does male out-migration empower female household heads left behind?

Women from households with male migrants are more likely to own assets than women from non-immigrant households; however, there is no improvement in their decision-making over productive use of resources.

Adnan M.S. Fakir, Naveen Abedin (2020)