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.
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.
Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?
When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.
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.
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.
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.
Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?
When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.