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.
The Impact of an Inclusive Education Intervention on Learning Outcomes for Girls with Disabilities within a Resource-poor Setting
A holistic approach to inclusive education — one that spans both school and community settings — may benefit the educational attainment of girls with disabilities in Kenya.
Mark Carew,
Marcella Deluca,
Nora Groce,
Sammy Fwaga,
Maria Kett
Which Identity Frames Boost Support for and Mobilization in the #BlackLivesMatter Movement? An Experimental Test
Framing the Black Lives Matter movement through Black nationalist, feminist, or LGBTQ+ rights lenses produces varied effects on African Americans' attitudes about the movement and willingness to support it.
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
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.
The Impact of an Inclusive Education Intervention on Learning Outcomes for Girls with Disabilities within a Resource-poor Setting
A holistic approach to inclusive education — one that spans both school and community settings — may benefit the educational attainment of girls with disabilities in Kenya.
Mark Carew,
Marcella Deluca,
Nora Groce,
Sammy Fwaga,
Maria Kett
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
Which Identity Frames Boost Support for and Mobilization in the #BlackLivesMatter Movement? An Experimental Test
Framing the Black Lives Matter movement through Black nationalist, feminist, or LGBTQ+ rights lenses produces varied effects on African Americans' attitudes about the movement and willingness to support it.
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
