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View Results 21 - 30 of 271
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Good intentions aren't good enough: Moral courage in opposing sexual harassment

Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men. 
Rachael Goodwin, Jesse Graham, Kristina A. Diekmann (2020)
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The interaction effect of gender and ethnicity in loan approval: A Bayesian estimation with data from a laboratory field experiment

In Bolivia, ethnic discrimination in microfinance prevents indigenous women from obtaining loans at the same rate as their non-indigenous counterparts.
Rolando Gonzales Martínez, Gabriela Aguilera-Lizarazu, Andrea Rojas-Hosse, Patricia Aranda Blanco (2019)
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Melanin and Curls: Evaluation of Black Women Candidates

For Black voters, skin tone and hairstyle may play important, interactive roles in their responses to Black women candidates.
Danielle Casarez Lemi, Nadia E. Brown (2019)
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Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare

Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.
Christina M. Sanzari, Alexandra Dennis, Corinne A Moss-Racusin (2021)
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Gender differences in trust dynamics: Women trust more than men following a trust violation

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.  
Michael P. Haselhuhn, Jessica A. Kennedy, Laura Kray, Alex B. Van Zant, Maurice E. Schweitzer (2014)
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Countering Violence Against Women by Encouraging Disclosure: A Mass Media Experiment in Rural Uganda

In rural Uganda, a media campaign reduced rates of domestic violence by increasing women's willingness to report incidents.
Donald P. Green, Anna M. Wilke, Jasper Cooper (2020)
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The Beauty Myth: Prescriptive Beauty Norms for Women Reflect Hierarchy-Enhancing Motivations Leading to Discriminatory Employment Practices

The “prescriptive beauty norm” reflects a desire to enhance gender hierarchy and contributes to social policing of women and employment discrimination practices known as the “beauty tax.”
Leeat Ramati-Ziber, Nurit Shnabel, Peter Glick (2019)
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The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.
Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman (2020)
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Why the Gender of Traditional Authorities Matters: Intersectionality and Women's Rights Advocacy in Malawi

In Malawi, female traditional leaders are more effective in bolstering support for child marriage reforms than their state or male counterparts.
Ragnhild L. Muriaas, Vibeke Wang, Lindsay J. Benstead, Boniface Dulani, Lise Rakner (2019)
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Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.
Kaitlin McCormick-Huhn, Lizbeth M. Kim, Stephanie A. Shields (2020)
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Gender Based Violence Icon

Good intentions aren't good enough: Moral courage in opposing sexual harassment

Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men. 
Rachael Goodwin, Jesse Graham, Kristina A. Diekmann (2020)
Sharing
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Image
Bias Icon
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Leadership Icon
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Political Participation Icon

Melanin and Curls: Evaluation of Black Women Candidates

For Black voters, skin tone and hairstyle may play important, interactive roles in their responses to Black women candidates.
Danielle Casarez Lemi, Nadia E. Brown (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Decision Making Icon
Image
Negotiation Icon

Gender differences in trust dynamics: Women trust more than men following a trust violation

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.  
Michael P. Haselhuhn, Jessica A. Kennedy, Laura Kray, Alex B. Van Zant, Maurice E. Schweitzer (2014)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

The Beauty Myth: Prescriptive Beauty Norms for Women Reflect Hierarchy-Enhancing Motivations Leading to Discriminatory Employment Practices

The “prescriptive beauty norm” reflects a desire to enhance gender hierarchy and contributes to social policing of women and employment discrimination practices known as the “beauty tax.”
Leeat Ramati-Ziber, Nurit Shnabel, Peter Glick (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Leadership Icon
Image
Political Representation Icon

Why the Gender of Traditional Authorities Matters: Intersectionality and Women's Rights Advocacy in Malawi

In Malawi, female traditional leaders are more effective in bolstering support for child marriage reforms than their state or male counterparts.
Ragnhild L. Muriaas, Vibeke Wang, Lindsay J. Benstead, Boniface Dulani, Lise Rakner (2019)
Sharing
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Image
Entrepreneurship and Microfinance Icon
Image
Poverty Alleviation Icon
Image
Bias Icon

The interaction effect of gender and ethnicity in loan approval: A Bayesian estimation with data from a laboratory field experiment

In Bolivia, ethnic discrimination in microfinance prevents indigenous women from obtaining loans at the same rate as their non-indigenous counterparts.
Rolando Gonzales Martínez, Gabriela Aguilera-Lizarazu, Andrea Rojas-Hosse, Patricia Aranda Blanco (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Talent Management Icon
Image
Bias Icon

Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare

Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.
Christina M. Sanzari, Alexandra Dennis, Corinne A Moss-Racusin (2021)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Gender Based Violence Icon
Image
Decision Making Icon

Countering Violence Against Women by Encouraging Disclosure: A Mass Media Experiment in Rural Uganda

In rural Uganda, a media campaign reduced rates of domestic violence by increasing women's willingness to report incidents.
Donald P. Green, Anna M. Wilke, Jasper Cooper (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.
Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Talent Management Icon
Image
Technology Icon

Unconscious Bias Interventions for Business: An Initial Test of WAGES-Business (Workshop Activity for Gender Equity Simulation) and Google’s “re:Work” Trainings

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.
Kaitlin McCormick-Huhn, Lizbeth M. Kim, Stephanie A. Shields (2020)
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