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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 (2020)
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Negotiating a Better Future: How Interpersonal Skills Facilitate Intergenerational Investment

In Zambia, negotiation training for teen girls may increase their continued enrollment in school.
Nava Ashraf, Natalie Bau, Corinne Low, Kathleen McGinn (2020)
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Gender training and female empowerment: Experimental evidence from Vietnam

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.
Erwin Bulte, Robert Lensink, Nhung Vu (2016)
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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 (2020)
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The Gender Gap in Self-Promotion

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.
Christine L. Exley, Judd B. Kessler (2020)
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Women and African Americans are less influential when they express anger during group decision-making

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.
Jessica M. Salerno, Liana C. Peter-Hagene, Alexander C. V. Jay (2019)
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(Sex) Crime and Punishment in the #MeToo Era: How the Public Views Rape

Certain legally irrelevant features of rape (such as details relating to the victim's clothing and past criminal history) decrease respondents’ likelihood of reporting an incident and its perceived severity.
Susanne Schwarz, Dara Kay Cohen, Matthew Baum (2020)
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Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains

Perceiving greater women’s representation in organizations’ top leadership leads people to overgeneralize women's access to equal opportunities, which in turn predicts lower concern with ongoing gender inequality in other domains.
Oriane Georgeac, Aneeta Rattan (2019)
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Do Financial Education Interventions for Women from Poor Households Impact Their Financial Behaviors? Experimental Evidence from India

One-day financial education training programs may be cost-effective interventions for improving the financial behaviors of women from poor households. 
Aditi Bhutoria, Anna Vignoles (2018)
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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 (2015)
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Image
Bias Icon
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Talent Management Icon
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Technology Icon

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 (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Competition Icon

Gender training and female empowerment: Experimental evidence from Vietnam

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.
Erwin Bulte, Robert Lensink, Nhung Vu (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Competition Icon

The Gender Gap in Self-Promotion

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.
Christine L. Exley, Judd B. Kessler (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Gender Based Violence Icon
Image
Bias Icon

(Sex) Crime and Punishment in the #MeToo Era: How the Public Views Rape

Certain legally irrelevant features of rape (such as details relating to the victim's clothing and past criminal history) decrease respondents’ likelihood of reporting an incident and its perceived severity.
Susanne Schwarz, Dara Kay Cohen, Matthew Baum (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Poverty Alleviation Icon

Do Financial Education Interventions for Women from Poor Households Impact Their Financial Behaviors? Experimental Evidence from India

One-day financial education training programs may be cost-effective interventions for improving the financial behaviors of women from poor households. 
Aditi Bhutoria, Anna Vignoles (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Negotiation Icon
Image
Access to Education Icon

Negotiating a Better Future: How Interpersonal Skills Facilitate Intergenerational Investment

In Zambia, negotiation training for teen girls may increase their continued enrollment in school.
Nava Ashraf, Natalie Bau, Corinne Low, Kathleen McGinn (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Talent Management Icon

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 (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Bias Icon
Image
Negotiation Icon

Women and African Americans are less influential when they express anger during group decision-making

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.
Jessica M. Salerno, Liana C. Peter-Hagene, Alexander C. V. Jay (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Leadership Icon

Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains

Perceiving greater women’s representation in organizations’ top leadership leads people to overgeneralize women's access to equal opportunities, which in turn predicts lower concern with ongoing gender inequality in other domains.
Oriane Georgeac, Aneeta Rattan (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Talent Management Icon

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 (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

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