The Beauty Myth: Prescriptive Beauty Norms for Women Reflect Hierarchy-Enhancing Motivations Leading to Discriminatory Employment Practices
The “prescriptive beauty norm” reflects a desire to enhance gender hierarchy and contributes to social policing of women and employment discrimination practices known as the “beauty tax.”
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
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
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.
(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.
The Beauty Myth: Prescriptive Beauty Norms for Women Reflect Hierarchy-Enhancing Motivations Leading to Discriminatory Employment Practices
The “prescriptive beauty norm” reflects a desire to enhance gender hierarchy and contributes to social policing of women and employment discrimination practices known as the “beauty tax.”
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
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
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.
(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.
