Gender Action Portal

Browse 324 studies aiming to close gender gaps.

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Talent Management

Topic Overview

Talent Management

Unconscious biases often prevent employers from hiring and retaining women and other underrepresented groups. Explore the interventions that both help women navigate these innate barriers in workplace and find out how institutions can "debias" their organizational processes.

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?

Promoting diversity lowers performance evaluations for leaders who are women and/or people of color, but not for leaders who are white men.

David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, Wei Yang (2016)

What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching

Assistant instructors who were perceived as female received lower ratings from students than instructors perceived as male, regardless of their actual gender and teaching ability.

Lillian MacNell, Adam Driscoll, Andrea N. Hunt (2015)

Who Is Willing to Sacrifice Ethical Values for Money and Social Status? Gender Differences in Reactions to Ethical Compromises

Women have greater moral reservations about ethical compromises in business, contributing to the gender gap in business schools, companies, and leadership.

Jessica A. Kennedy, Laura Kray (2014)

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)

Much Ado About Nothing? Observers’ Problematization of Women’s Same-Sex Conflict at Work

Conflict between women is perceived as more problematic than conflict between men, or conflict between a woman and a man—even in otherwise identical workplace scenarios.

Leah D. Sheppard, Karl Aquino (2013)

When Trying Hard Isn’t Natural: Women’s Belonging with and Motivation for Male-Dominated STEM Fields as a Function of Effort Expenditure Concerns

Recognizing that effort is normal and necessary for success, rather than emphasizing the importance of “natural talent”, can increase women’s sense of belonging and motivation to continue in male-dominated STEM fields.

Jessi L. Smith, Karyn L. Lewis, Lauren Hawthorne, Sara D. Hodges (2013)

Effects of an Online Personal Resilience Training Program for Women in STEM Doctoral Programs

An online training program helps women develop the resilience, confidence, and problem-solving skills to persist in their pursuit of PhDs in STEM.

Jennifer M Bekki, Mary Lee Smith, Bianca L Bernstein, Caroline Harrison (2013)

National hiring experiments reveal 2:1 faculty preference for women on STEM tenure track

Male and female faculty revealed a 2:1 preference for hiring women across both math-intensive and non-math-intensive fields, with the single exception of male economists, who showed no gender preference.

Wendy M. Williams, Stephen J. Ceci (2015)

Compared to men, women view professional advancement as equally attainable, but less desirable

Women have a higher number of life goals than men, though a smaller proportion of these goals involves achieving power at work. Women also find high-level positions just as attainable but much less desirable than men, anticipating more negative outcomes and greater conflict with other life goals.

Francesca Gino, Caroline Ashley Wilmuth, Alison Wood Brooks (2015)

Failure Is Not An Option For Black Women: Effects Of Organizational Performance On Leaders With Single Versus Dual-Subordinate Identities

When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.

Ashleigh Shelby Rosette, Robert W. Livingston (2012)

Topic Overview

Talent Management

What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching

Assistant instructors who were perceived as female received lower ratings from students than instructors perceived as male, regardless of their actual gender and teaching ability.

Lillian MacNell, Adam Driscoll, Andrea N. Hunt (2015)

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)

When Trying Hard Isn’t Natural: Women’s Belonging with and Motivation for Male-Dominated STEM Fields as a Function of Effort Expenditure Concerns

Jessi L. Smith, Karyn L. Lewis, Lauren Hawthorne, Sara D. Hodges (2013)

National hiring experiments reveal 2:1 faculty preference for women on STEM tenure track

Wendy M. Williams, Stephen J. Ceci (2015)

Failure Is Not An Option For Black Women: Effects Of Organizational Performance On Leaders With Single Versus Dual-Subordinate Identities

When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.

Ashleigh Shelby Rosette, Robert W. Livingston (2012)

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?

Promoting diversity lowers performance evaluations for leaders who are women and/or people of color, but not for leaders who are white men.

David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, Wei Yang (2016)

Who Is Willing to Sacrifice Ethical Values for Money and Social Status? Gender Differences in Reactions to Ethical Compromises

Women have greater moral reservations about ethical compromises in business, contributing to the gender gap in business schools, companies, and leadership.

Jessica A. Kennedy, Laura Kray (2014)

Much Ado About Nothing? Observers’ Problematization of Women’s Same-Sex Conflict at Work

Conflict between women is perceived as more problematic than conflict between men, or conflict between a woman and a man—even in otherwise identical workplace scenarios.

Leah D. Sheppard, Karl Aquino (2013)

Effects of an Online Personal Resilience Training Program for Women in STEM Doctoral Programs

An online training program helps women develop the resilience, confidence, and problem-solving skills to persist in their pursuit of PhDs in STEM.

Jennifer M Bekki, Mary Lee Smith, Bianca L Bernstein, Caroline Harrison (2013)

Compared to men, women view professional advancement as equally attainable, but less desirable

Francesca Gino, Caroline Ashley Wilmuth, Alison Wood Brooks (2015)