Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions
Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.
Lakshmi Balachandra,
Tony Briggs,
Kim Eddleston,
Candida Brush
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,
Cheryl Kaiser,
Nava Caluori
Women Leaving the Playpen: The Emancipating Role of Female Suffrage
Being socialized at a young age in a society with female political empowerment, specifically women’s suffrage, increases a girl’s likelihood to participate in the labor force, divorce, and attain education as an adult.
A Network’s Gender Composition and Communication Pattern Predict Women’s Leadership Success
Women are more likely to be placed into high level leadership positions if they are centrally located in their social network and have a female-dominated inner circle.
We Ask Men to Win and Women Not to Lose: Closing the Gender Gap in Startup Funding
Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation. Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.
Dana Kanze,
Laura Huang,
Mark A. Conley,
E. Tory Higgins
History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women
Reminders of historic injustices against women increase men’s denial of current gender discrimination, thereby decreasing their support for employment equity policies that aim to promote the hiring of women.
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.
Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions
Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.
Lakshmi Balachandra,
Tony Briggs,
Kim Eddleston,
Candida Brush
Women Leaving the Playpen: The Emancipating Role of Female Suffrage
Being socialized at a young age in a society with female political empowerment, specifically women’s suffrage, increases a girl’s likelihood to participate in the labor force, divorce, and attain education as an adult.
History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women
Reminders of historic injustices against women increase men’s denial of current gender discrimination, thereby decreasing their support for employment equity policies that aim to promote the hiring of women.
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,
Cheryl Kaiser,
Nava Caluori
A Network’s Gender Composition and Communication Pattern Predict Women’s Leadership Success
Women are more likely to be placed into high level leadership positions if they are centrally located in their social network and have a female-dominated inner circle.
We Ask Men to Win and Women Not to Lose: Closing the Gender Gap in Startup Funding
Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation. Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.
Dana Kanze,
Laura Huang,
Mark A. Conley,
E. Tory Higgins
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.
