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.
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.
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.
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.
Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?
People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.
Katie Wang,
Keshia Walker,
Evava S. Pietri,
Leslie Ashburn-Nardo
Who Can Lean In? The Intersecting Role of Race and Gender in Negotiations
In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.
Negin R. Toosi,
Shira Mor,
Zhaleh Semnani-Azad,
Katherine W. Phillips,
Emily T. Amanatullah
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.
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.
Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?
People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.
Katie Wang,
Keshia Walker,
Evava S. Pietri,
Leslie Ashburn-Nardo
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.
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.
Who Can Lean In? The Intersecting Role of Race and Gender in Negotiations
In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.
Negin R. Toosi,
Shira Mor,
Zhaleh Semnani-Azad,
Katherine W. Phillips,
Emily T. Amanatullah