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View Results 11 - 20 of 271
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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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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 (2020)
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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.
Tabitha Bonilla, Alvin B. Tillery Jr (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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Work-Family Programs and Nonwork Networks: Within-Group Inequality, Network Activation, and Labor Market Attachment

At an Indian garment factory, employer-sponsored childcare increases working mothers' attendance, especially among mothers with daughters. 
Aruna Ranganathan, David Pedulla (2020)
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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 (2019)
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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 (2019)
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Challenge-seeking and the gender wage gap: A lab-in-the-field experiment with cleaning personnel

A greater range of task options can motivate female employees to take on challenges and, as a result, benefit from potential higher earnings. 
Frauke von Bieberstein, Stefanie Jaussi, Claudia Vogel (2020)
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Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male

Women's perception that they will have less power in majority-male leadership groups decreases their desire and intention to seek leadership roles. 
Rachael Goodwin, Samantha J. Dodson, Jacqueline M. Chen, Kristina A. Diekmann (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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Read More
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Academic Achievement Icon
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Access to Education Icon

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 (2020)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
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Stem Icon
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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)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

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 (2019)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
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Compensation Icon

Challenge-seeking and the gender wage gap: A lab-in-the-field experiment with cleaning personnel

A greater range of task options can motivate female employees to take on challenges and, as a result, benefit from potential higher earnings. 
Frauke von Bieberstein, Stefanie Jaussi, Claudia Vogel (2020)
Sharing
Share
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)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Political Representation Icon

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.
Tabitha Bonilla, Alvin B. Tillery Jr (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Maternal Health Icon

Work-Family Programs and Nonwork Networks: Within-Group Inequality, Network Activation, and Labor Market Attachment

At an Indian garment factory, employer-sponsored childcare increases working mothers' attendance, especially among mothers with daughters. 
Aruna Ranganathan, David Pedulla (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Compensation Icon
Image
Negotiation Icon

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 (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Leadership Icon
Image
Talent Management Icon

Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male

Women's perception that they will have less power in majority-male leadership groups decreases their desire and intention to seek leadership roles. 
Rachael Goodwin, Samantha J. Dodson, Jacqueline M. Chen, Kristina A. Diekmann (2020)
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