Gender Action Portal

Browse 253 studies aiming to close gender gaps.

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Economic Opportunity

Challenge-seeking and the gender wage gap: A lab-in-the-field experiment with cleaning personnel

A greater range of task options can motivate female employees to take on challenges and, as a result, benefit from potential higher earnings.

Frauke von Bieberstein, Stefanie Jaussi, Claudia Vogel (2020)

Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male

Women's perception that they will have less power in majority-male leadership groups decreases their desire and intention to seek leadership roles.

Rachael Goodwin, Samantha J. Dodson, Jacqueline M. Chen, Kristina A. Diekmann (2020)

Good intentions aren't good enough: Moral courage in opposing sexual harassment

Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men.

Rachael Goodwin, Jesse Graham, Kristina A. Diekmann (2020)

The interaction effect of gender and ethnicity in loan approval: A Bayesian estimation with data from a laboratory field experiment

In Bolivia, ethnic discrimination in microfinance prevents indigenous women from obtaining loans at the same rate as their non-indigenous counterparts.

Rolando Gonzales Martínez, Gabriela Aguilera-Lizarazu, Andrea Rojas-Hosse, Patricia Aranda Blanco (2019)

Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare

Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.

Christina M. Sanzari, Alexandra Dennis, Corinne A Moss-Racusin (2021)

Gender differences in trust dynamics: Women trust more than men following a trust violation

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.

Michael P. Haselhuhn, Jessica A. Kennedy, Laura Kray, Alex B. Van Zant, Maurice E. Schweitzer (2014)

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.”

Leeat Ramati-Ziber, Nurit Shnabel, Peter Glick (2019)

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman (2020)

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)

Intended versus unintended consequences of migration restriction policies: evidence from a natural experiment in Indonesia

Restrictive migration policy , which restricted people from emigrating (migrating away) from their country of origin, deteriorated the local labor market by pushing a higher percentage of women than men into informal and agricultural work but also led to an increase in junior secondary school enrollment.

Mattia Makovec, Ririn S. Purnamasari, Matteo Sandi, Astrid Savitiri (2018)