Laboratory Evidence on the Effects of Sponsorship on the Competitive Preferences of Men and Women
Formalized workplace sponsorship programs benefit men far more than women, but harnessing the positive impact of sponsors’ confidence in female protégés’ abilities could help close gender gaps.
Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well. This gap persists even when employers receive information about the candidate’s past performance.
Can Mentoring Help Female Assistant Professors in Economics? An Evaluation by Randomized Trial
Mentoring young female professors in economics, an academic field in which women are historically underrepresented, can lead to an increase in their likelihood of staying in academia and of receiving tenure at a top 30 or 50 economics program in the world, relative to their peers without mentors.
Francine D. Blau,
Janet M. Currie,
Rachel T. A. Croson,
Donna K. Ginther
Signaling Threat: How Situational Cues Affect Women In Math, Science, And Engineering Settings
When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging.
Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.
Female Leaders: Injurious or Inspiring Role Models for Women?
High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.
While generally women are more risk averse than men, when women have even small amount of income, they are more willing to take future risks. Instead, men increase their risk-taking after winning, even if the odds do not favor them subsequently.
Can Mentoring Help Female Assistant Professors in Economics? An Evaluation by Randomized Trial
Mentoring young female professors in economics, an academic field in which women are historically underrepresented, can lead to an increase in their likelihood of staying in academia and of receiving tenure at a top 30 or 50 economics program in the world, relative to their peers without mentors.
Francine D. Blau,
Janet M. Currie,
Rachel T. A. Croson,
Donna K. Ginther
Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.
While generally women are more risk averse than men, when women have even small amount of income, they are more willing to take future risks. Instead, men increase their risk-taking after winning, even if the odds do not favor them subsequently.
Laboratory Evidence on the Effects of Sponsorship on the Competitive Preferences of Men and Women
Formalized workplace sponsorship programs benefit men far more than women, but harnessing the positive impact of sponsors’ confidence in female protégés’ abilities could help close gender gaps.
Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well. This gap persists even when employers receive information about the candidate’s past performance.
Signaling Threat: How Situational Cues Affect Women In Math, Science, And Engineering Settings
When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging.
Female Leaders: Injurious or Inspiring Role Models for Women?
High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.