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.
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
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.
Female Role Models: Protecting Women’s Math Test Performance
The presence of a female role model can buffer women’s math test performance in the face of gendered stereotypes that can cause stress and lead women to underperform men in this field.
Gender and venture capital decision-making: The effects of technical background and social capital on entrepreneurial evaluations
In the high-tech industry, women without technical expertise are less likely to be awarded venture capital than their male counterparts who lack this same technical expertise. This gender gap does not exist when comparing men and women who both possess technical skill.
Justine Tinkler,
Kjersten Bunker Whittington,
Manwai C. Ku,
Andrea Rees Davies
International Gender Balancing Reforms in Postconflict Countries: Lab-in-the-Field Evidence from the Liberian National Police Force
Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.
Sabrina Karim,
Michael J. Gilligan,
Robert Blair,
Kyle Beardsley
One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women
Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.
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
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
Female Role Models: Protecting Women’s Math Test Performance
The presence of a female role model can buffer women’s math test performance in the face of gendered stereotypes that can cause stress and lead women to underperform men in this field.
International Gender Balancing Reforms in Postconflict Countries: Lab-in-the-Field Evidence from the Liberian National Police Force
Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.
Sabrina Karim,
Michael J. Gilligan,
Robert Blair,
Kyle Beardsley
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.
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.
Gender and venture capital decision-making: The effects of technical background and social capital on entrepreneurial evaluations
In the high-tech industry, women without technical expertise are less likely to be awarded venture capital than their male counterparts who lack this same technical expertise. This gender gap does not exist when comparing men and women who both possess technical skill.
Justine Tinkler,
Kjersten Bunker Whittington,
Manwai C. Ku,
Andrea Rees Davies
One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women
Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.