Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings
Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.
Kaitlin McCormick-Huhn,
Lizbeth M. Kim,
Stephanie A. Shields
Were California’s Decarceration efforts smart? A quasi-experimental examination of racial, ethnic, and gender disparities
Decarceration efforts that do not explicitly address racial, ethnic, and gender disparities in incarceration rates risk exacerbating such gaps, even as they reduce overall incarceration.
Aaron Gottlieb,
Pajarita Charles,
Branden McLeod,
Jean Kjellstrand,
Janaé Bonsu
A Female Leadership Trust Advantage in Times of Crisis: Under What Conditions?
Female leaders exhibiting high levels of relational behaviors are trusted more than male leaders exhibiting high levels of relational behaviors when organizations are in crises with low uncertainty about consequences.
The effect of California’s paid family leave policy on parent health: A quasi-experimental study
Paid family leave policies support the health of families with newborn children, with particular improvements in health status and psychological distress in mothers and particular benefits in reduced alcohol use in fathers.
Bethany C. Lee,
Sepideh Modrek,
Justin S. White,
Akansha Batra,
Daniel F. Collin,
Rita Hamad
Negotiating Femininity: Gender-Relevant Primes Improve Women’s Economic Performance in Gender Role Incongruent Negotiations
Simple strategies that prime women to focus on past negotiation successes or prepare by imagining helping a friend negotiate can help women succeed in negotiations.
Dual-anonymization Yields Promising Results for Reducing Gender Bias: A Naturalistic Field Experiment of Applications for Hubble Space Telescope Time
Anonymizing information, such as gender, about grant applicants reduced gender bias, particularly in male reviewers, who tended to rate female applicants significantly worse than male applicants.
Going it alone: Competition increases the attractiveness of minority status
When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios,
Edward H. Chang,
Katherine L. Milkman
Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship
In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.
The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.
Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings
Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.
Kaitlin McCormick-Huhn,
Lizbeth M. Kim,
Stephanie A. Shields
A Female Leadership Trust Advantage in Times of Crisis: Under What Conditions?
Female leaders exhibiting high levels of relational behaviors are trusted more than male leaders exhibiting high levels of relational behaviors when organizations are in crises with low uncertainty about consequences.
Negotiating Femininity: Gender-Relevant Primes Improve Women’s Economic Performance in Gender Role Incongruent Negotiations
Simple strategies that prime women to focus on past negotiation successes or prepare by imagining helping a friend negotiate can help women succeed in negotiations.
Going it alone: Competition increases the attractiveness of minority status
When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios,
Edward H. Chang,
Katherine L. Milkman
The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.
Were California’s Decarceration efforts smart? A quasi-experimental examination of racial, ethnic, and gender disparities
Decarceration efforts that do not explicitly address racial, ethnic, and gender disparities in incarceration rates risk exacerbating such gaps, even as they reduce overall incarceration.
Aaron Gottlieb,
Pajarita Charles,
Branden McLeod,
Jean Kjellstrand,
Janaé Bonsu
The effect of California’s paid family leave policy on parent health: A quasi-experimental study
Paid family leave policies support the health of families with newborn children, with particular improvements in health status and psychological distress in mothers and particular benefits in reduced alcohol use in fathers.
Bethany C. Lee,
Sepideh Modrek,
Justin S. White,
Akansha Batra,
Daniel F. Collin,
Rita Hamad
Dual-anonymization Yields Promising Results for Reducing Gender Bias: A Naturalistic Field Experiment of Applications for Hubble Space Telescope Time
Anonymizing information, such as gender, about grant applicants reduced gender bias, particularly in male reviewers, who tended to rate female applicants significantly worse than male applicants.
Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship
In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.
