Which Identity Frames Boost Support for and Mobilization in the #BlackLivesMatter Movement? An Experimental Test
Framing the Black Lives Matter movement through Black nationalist, feminist, or LGBTQ+ rights lenses produces varied effects on African Americans' attitudes about the movement and willingness to support it.
Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?
People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.
Katie Wang,
Keshia Walker,
Evava S. Pietri,
Leslie Ashburn-Nardo
Who Can Lean In? The Intersecting Role of Race and Gender in Negotiations
In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.
Negin R. Toosi,
Shira Mor,
Zhaleh Semnani-Azad,
Katherine W. Phillips,
Emily T. Amanatullah
Good intentions aren't good enough: Moral courage in opposing sexual harassment
Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men.
Rachael Goodwin,
Jesse Graham,
Kristina A. Diekmann
Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare
Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.
Christina M. Sanzari,
Alexandra Dennis,
Corinne A Moss-Racusin
The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations
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.
Edward H. Chang,
Erika L. Kirgios,
Aneesh Rai,
Katherine L. Milkman
Which Identity Frames Boost Support for and Mobilization in the #BlackLivesMatter Movement? An Experimental Test
Framing the Black Lives Matter movement through Black nationalist, feminist, or LGBTQ+ rights lenses produces varied effects on African Americans' attitudes about the movement and willingness to support it.
Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?
People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.
Katie Wang,
Keshia Walker,
Evava S. Pietri,
Leslie Ashburn-Nardo
Who Can Lean In? The Intersecting Role of Race and Gender in Negotiations
In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.
Negin R. Toosi,
Shira Mor,
Zhaleh Semnani-Azad,
Katherine W. Phillips,
Emily T. Amanatullah
Good intentions aren't good enough: Moral courage in opposing sexual harassment
Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men.
Rachael Goodwin,
Jesse Graham,
Kristina A. Diekmann
Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare
Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.
Christina M. Sanzari,
Alexandra Dennis,
Corinne A Moss-Racusin
The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations
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.
Edward H. Chang,
Erika L. Kirgios,
Aneesh Rai,
Katherine L. Milkman
