It's fair for us: Diversity structures cause women to legitimize discrimination
The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.
Laura M. Brady,
Cheryl R. Kaiser,
Brenda Major,
Teri A. Kirby
Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions
Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.
Lakshmi Balachandra,
Tony Briggs,
Kim Eddleston,
Candida Brush
Do mentoring, information, and nudge reduce the gender gap in economics majors?
Initiatives providing mentoring, additional information, and nudges to encourage more female economics majors have a greater effect on female students with above-median grades, increasing their likelihood of majoring in economics.
In Good Company: When Gender Diversity Boosts a Company’s Reputation
White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.
Leigh S. Wilton,
Diana T. Sanchez,
Miguel M. Unzueta,
Nava Caluori
We Ask Men to Win and Women Not to Lose: Closing the Gender Gap in Startup Funding
Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation. Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.
Dana Kanze,
Laura Huang,
Mark A. Conley,
E. Tory Higgins
Penalized or Protected? Gender and the Consequences of Nonstandard and Mismatched Employment Histories
Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.
Descriptive norms and gender diversity: Reactance from men
When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.
How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM: Professors’ Biased Evaluations of Physics and Biology Post-Doctoral Candidates
Intersectional stereotypes about gender and race hinder the advancement of women, Latinx people, and African Americans in STEM.
Asia A. Eaton,
Jessica F. Saunders,
Ryan K. Jacobson,
Keon West
It's fair for us: Diversity structures cause women to legitimize discrimination
The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.
Laura M. Brady,
Cheryl R. Kaiser,
Brenda Major,
Teri A. Kirby
Do mentoring, information, and nudge reduce the gender gap in economics majors?
Initiatives providing mentoring, additional information, and nudges to encourage more female economics majors have a greater effect on female students with above-median grades, increasing their likelihood of majoring in economics.
Penalized or Protected? Gender and the Consequences of Nonstandard and Mismatched Employment Histories
Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.
Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions
Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.
Lakshmi Balachandra,
Tony Briggs,
Kim Eddleston,
Candida Brush
In Good Company: When Gender Diversity Boosts a Company’s Reputation
White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.
Leigh S. Wilton,
Diana T. Sanchez,
Miguel M. Unzueta,
Nava Caluori
We Ask Men to Win and Women Not to Lose: Closing the Gender Gap in Startup Funding
Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation. Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.
Dana Kanze,
Laura Huang,
Mark A. Conley,
E. Tory Higgins
Descriptive norms and gender diversity: Reactance from men
When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.
How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM: Professors’ Biased Evaluations of Physics and Biology Post-Doctoral Candidates
Intersectional stereotypes about gender and race hinder the advancement of women, Latinx people, and African Americans in STEM.
Asia A. Eaton,
Jessica F. Saunders,
Ryan K. Jacobson,
Keon West
