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North America

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)

Were California’s Decarceration efforts smart? A quasi-experimental examination of racial, ethnic, and gender disparities

Decarceration efforts that do not explicitly address racial, ethnic, and gender disparities in incarceration rates risk exacerbating such gaps, even as they reduce overall incarceration.

Aaron Gottlieb, Pajarita Charles, Branden McLeod, Jean Kjellstrand, Janaé Bonsu (2020)

Leaning In or Not Leaning Out? Opt-Out Choice Framing Attenuates Gender Differences in the Decision to Compete

Restructuring the promotion process so that individuals are automatically considered for a promotion with the option to opt-out rather than having to self-nominate can narrow the gender gap in management.

Joyce He, Sonia Kang, Nicola Lacetera (2019)

A Female Leadership Trust Advantage in Times of Crisis: Under What Conditions?

Female leaders exhibiting high levels of relational behaviors are trusted more than male leaders exhibiting high levels of relational behaviors when organizations are in crises with low uncertainty about consequences.

Corinne Post, Ioana M. Latu, Liuba Y. Belkin (2019)

The effect of California’s paid family leave policy on parent health: A quasi-experimental study

Paid family leave policies support the health of families with newborn children, with particular improvements in health status and psychological distress in mothers and particular benefits in reduced alcohol use in fathers.

Bethany C. Lee, Sepideh Modrek, Justin S. White, Akansha Batra, Daniel F. Collin, Rita Hamad (2020)

Negotiating Femininity: Gender-Relevant Primes Improve Women’s Economic Performance in Gender Role Incongruent Negotiations

Simple strategies that prime women to focus on past negotiation successes or prepare by imagining helping a friend negotiate can help women succeed in negotiations.

Julia B. Bear, Linda Babcock (2017)

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 (2020)

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.

Lauren A. Rivera, András Tilcsik (2019)

The Gender Gap in Self-Promotion

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.

Christine L. Exley, Judd B. Kessler (2020)

Women and African Americans are less influential when they express anger during group decision-making

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.

Jessica M. Salerno, Liana C. Peter-Hagene, Alexander C. V. Jay (2019)