Reducing discrimination against job seekers with and without employment gaps
Redesigning résumés reduces discrimination against female jobseekers with child-related employment gaps and overall improves hireability of applicants with and without employment gaps.
Ariella S. Kristal,
Leonie Nicks,
Jamie Lee Gloor,
Oliver P. Hauser
Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.
Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.
Christine L. Exley,
Muriel Niederle,
Lise Vesterlund
He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment
Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.
Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court
Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).
Jessica M. Salerno,
Hannah J. Phalen,
Rosa N. Reyes,
N. J. Schweitzer
Empowered by Absence: Does male out-migration empower female household heads left behind?
Women from households with male migrants are more likely to own assets than women from non-immigrant households; however, there is no improvement in their decision-making over productive use of resources.
Gender Quotas, Competitions, and Peer Review: Experimental Evidence on the Backlash Against Women
In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.
Andreas Leibbrandt,
Liang Choon Wang,
Cordelia Fooc
Business training plus for female entrepreneurship? Short and medium-term experimental evidence from Peru
Two experimental business development programs for female microentrepreneurs in Lima, Peru showed that both women in the group that received general training and those in the group that received general training in addition to technical assistance experienced increased sales revenues and significant growth two years after the end of the treatment programs.
Reducing discrimination against job seekers with and without employment gaps
Redesigning résumés reduces discrimination against female jobseekers with child-related employment gaps and overall improves hireability of applicants with and without employment gaps.
Ariella S. Kristal,
Leonie Nicks,
Jamie Lee Gloor,
Oliver P. Hauser
Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.
Christine L. Exley,
Muriel Niederle,
Lise Vesterlund
Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court
Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).
Jessica M. Salerno,
Hannah J. Phalen,
Rosa N. Reyes,
N. J. Schweitzer
Gender Quotas, Competitions, and Peer Review: Experimental Evidence on the Backlash Against Women
In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.
Andreas Leibbrandt,
Liang Choon Wang,
Cordelia Fooc
Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.
He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment
Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.
Empowered by Absence: Does male out-migration empower female household heads left behind?
Women from households with male migrants are more likely to own assets than women from non-immigrant households; however, there is no improvement in their decision-making over productive use of resources.
Business training plus for female entrepreneurship? Short and medium-term experimental evidence from Peru
Two experimental business development programs for female microentrepreneurs in Lima, Peru showed that both women in the group that received general training and those in the group that received general training in addition to technical assistance experienced increased sales revenues and significant growth two years after the end of the treatment programs.
