Going it alone: Competition increases the attractiveness of minority status
When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios,
Edward H. Chang,
Katherine L. Milkman
Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation
In male-dominated fields, quantitative performance ratings for judging a professor’s merit elicit more gender bias when ratings are assessed on a 10-point scale than when assessed on a 6-point scale.
The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.
(Sex) Crime and Punishment in the #MeToo Era: How the Public Views Rape
Certain legally irrelevant features of rape (such as details relating to the victim's clothing and past criminal history) decrease respondents’ likelihood of reporting an incident and its perceived severity.
Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains
Perceiving greater women’s representation in organizations’ top leadership leads people to overgeneralize women's access to equal opportunities, which in turn predicts lower concern with ongoing gender inequality in other domains.
Do School Counselors Exhibit Bias in Recommending Students for Advanced Coursework?
Black female students are statistically least recommended and rated as least prepared for AP Calculus by high school counselors, which has implications for their likelihood of success in the long-term.
Dania V. Francis,
Angela de Oliveira,
Carey Dimmitt
It's fair for us: Diversity structures cause women to legitimize discrimination
The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.
Laura M. Brady,
Cheryl R. Kaiser,
Brenda Major,
Teri A. Kirby
Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions
Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.
Lakshmi Balachandra,
Tony Briggs,
Kim Eddleston,
Candida Brush
Going it alone: Competition increases the attractiveness of minority status
When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios,
Edward H. Chang,
Katherine L. Milkman
The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.
(Sex) Crime and Punishment in the #MeToo Era: How the Public Views Rape
Certain legally irrelevant features of rape (such as details relating to the victim's clothing and past criminal history) decrease respondents’ likelihood of reporting an incident and its perceived severity.
Do School Counselors Exhibit Bias in Recommending Students for Advanced Coursework?
Black female students are statistically least recommended and rated as least prepared for AP Calculus by high school counselors, which has implications for their likelihood of success in the long-term.
Dania V. Francis,
Angela de Oliveira,
Carey Dimmitt
It's fair for us: Diversity structures cause women to legitimize discrimination
The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.
Laura M. Brady,
Cheryl R. Kaiser,
Brenda Major,
Teri A. Kirby
Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation
In male-dominated fields, quantitative performance ratings for judging a professor’s merit elicit more gender bias when ratings are assessed on a 10-point scale than when assessed on a 6-point scale.
Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains
Perceiving greater women’s representation in organizations’ top leadership leads people to overgeneralize women's access to equal opportunities, which in turn predicts lower concern with ongoing gender inequality in other domains.
Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions
Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.
Lakshmi Balachandra,
Tony Briggs,
Kim Eddleston,
Candida Brush
