Gender Action Portal

Browse 297 studies aiming to close gender gaps.

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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)

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)

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)

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)

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)

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)

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)

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)

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)

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)