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View Results 1 - 10 of 184 for:
Economic Opportunity
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The Effect of Gender-Targeted Transfers: Experimental Evidence From India

Evidence from India suggests gender-targeted cash transfer programs can empower women in household decision-making processes but have little effect on household expenditures, savings, income, or nutrition.  
Ingvild Almås, Vincent Somville, Lore Vandewalle (2020)
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What’s in a Pronoun: Exploring Gender Pronouns as an Organizational Identity-Safety cue among Sexual and Gender minorities

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 
India R. Johnson, Evava S. Pietri, David M. Buck, Roua Daas (2021)
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A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 
Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)
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Reducing Discrimination in the Field: Evidence from an Awareness Raising Intervention Targeting Gender Biases in Student Evaluations of Teaching

Encouraging students not to incur in gender discrimination is likely to be ineffective; a more effective approach is to present them data of past gender discrimination made by students. 
Anne Boring, Arnaud Philippe (2021)
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The Effect of Task Choice and Task Assignment on the Gender Wage Gap: An Experimental Study

In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task. 
Kai Ou, Xiaofei Pan (2021)
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Missing Women in Tech: The Labor Market for Highly Skilled Software Engineers

Without self-promotion, female software engineers are left behind in tech recruitment.
Raviv Murciano-Goroff (2021)
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Multiple Discrimination against Female Immigrants Wearing Headscarves

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves. 
Doris Weichselbaumer (2020)
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The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.  
Valentina Di Stasio, Edvard N. Larsen (2020)
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Intersectional Patterns of Prejudice Confrontation by White, Heterosexual and Cisgender Allies

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.
Kim Case, Desdamona Rios, Amy Lucas, Kelsey Braun, Carrie Enriquez (2020)
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An ally you say? Endorsing White women as allies to encourage perceptions of allyship and organizational identity-safety among Black women

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.
India R. Johnson, Evava S. Pietri (2020)
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Poverty Alleviation Icon

The Effect of Gender-Targeted Transfers: Experimental Evidence From India

Evidence from India suggests gender-targeted cash transfer programs can empower women in household decision-making processes but have little effect on household expenditures, savings, income, or nutrition.  
Ingvild Almås, Vincent Somville, Lore Vandewalle (2020)
Sharing
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Read More
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Bias Icon
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Talent Management Icon
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A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 
Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
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Compensation Icon
Image
Decision Making Icon
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Talent Management Icon

The Effect of Task Choice and Task Assignment on the Gender Wage Gap: An Experimental Study

In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task. 
Kai Ou, Xiaofei Pan (2021)
Sharing
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Read More
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Bias Icon
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Talent Management Icon

Multiple Discrimination against Female Immigrants Wearing Headscarves

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves. 
Doris Weichselbaumer (2020)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

Intersectional Patterns of Prejudice Confrontation by White, Heterosexual and Cisgender Allies

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.
Kim Case, Desdamona Rios, Amy Lucas, Kelsey Braun, Carrie Enriquez (2020)
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
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Talent Management Icon
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What’s in a Pronoun: Exploring Gender Pronouns as an Organizational Identity-Safety cue among Sexual and Gender minorities

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 
India R. Johnson, Evava S. Pietri, David M. Buck, Roua Daas (2021)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

Reducing Discrimination in the Field: Evidence from an Awareness Raising Intervention Targeting Gender Biases in Student Evaluations of Teaching

Encouraging students not to incur in gender discrimination is likely to be ineffective; a more effective approach is to present them data of past gender discrimination made by students. 
Anne Boring, Arnaud Philippe (2021)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

Missing Women in Tech: The Labor Market for Highly Skilled Software Engineers

Without self-promotion, female software engineers are left behind in tech recruitment.
Raviv Murciano-Goroff (2021)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Competition Icon
Image
Talent Management Icon

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.  
Valentina Di Stasio, Edvard N. Larsen (2020)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Stem Icon
Image
Talent Management Icon

An ally you say? Endorsing White women as allies to encourage perceptions of allyship and organizational identity-safety among Black women

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.
India R. Johnson, Evava S. Pietri (2020)
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
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