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Browse 297 studies aiming to close gender gaps.

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Business Case

Topic Overview

Business Case

Gender diversity has been linked to a country’s economic performance and increased organizational productivity. Explore the relationship between gender equality and prosperity, and how to leverage this critical asset toward a prosperous future for people of all genders.

And the Children Shall Lead: Gender Diversity and Performance in Venture Capital

When senior partners have more daughters, their venture capital firms hire more women, improving deal and fund performance.

Sophie Calder Wang, Paul A. Gompers (2021)

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 (2017)

In Good Company: When Gender Diversity Boosts a Company’s Reputation

White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.

Leigh S. Wilton, Diana T. Sanchez, Miguel M. Unzueta, Nava Caluori (2019)

The Paradox of Meritocracy in Organizations

Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.

Emilio J. Castilla, Stephan Benard (2010)

Looking up and looking out: Career mobility effects of demographic similarity among professionals.

Workgroup sex and race composition affects turnover and career mobility.

Kathleen McGinn, Katherine L. Milkman (2013)

The Impact of Gender Diversity on the Performance of Business Teams: Evidence from a Field Experiment

Business teams with an equal number of women and men perform better in terms of sales and profits, than do male-dominated teams.

Sander Hoogendoorn, Hessel Oosterbeek, Mirjam van Praag (2013)

When Performance Trumps Gender Bias: Joint Versus Separate Evaluation

Decrease gender bias in hiring and promotion decisions by evaluating candidates in groups, rather than one by one.

Iris Bohnet, Alexandra van Geen, Max H. Bazerman (2015)

The Changing of the Boards: The Impact on Firm Valuation of Mandated Female Board Representation

Quotas for corporate boards are effective in increasing gender diversity, but in Norway imposed costs on firms and shareholders.

Kenneth Ahern, Amy K Dittmar (2012)

When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism

The use of gender-exclusive language (such as using masculine pronouns) can cause women to feel ostracized and less motivated in important professional environments.

Jane G. Stout, Nilanjana Dasgupta (2011)

Evidence from a Collective Intelligence Factor in the Performance of Human Groups

Collective intelligence is significantly correlated to group composition, and is higher with a higher concentration of females in the group.

Anita Williams Woolley, Christopher F. Chabris, Alex Pentland, Nada Hashmi, Thomas Malone (2010)

Topic Overview

Business Case

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 (2017)

The Paradox of Meritocracy in Organizations

Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.

Emilio J. Castilla, Stephan Benard (2010)

The Impact of Gender Diversity on the Performance of Business Teams: Evidence from a Field Experiment

Business teams with an equal number of women and men perform better in terms of sales and profits, than do male-dominated teams.

Sander Hoogendoorn, Hessel Oosterbeek, Mirjam van Praag (2013)

The Changing of the Boards: The Impact on Firm Valuation of Mandated Female Board Representation

Quotas for corporate boards are effective in increasing gender diversity, but in Norway imposed costs on firms and shareholders.

Kenneth Ahern, Amy K Dittmar (2012)

Evidence from a Collective Intelligence Factor in the Performance of Human Groups

Collective intelligence is significantly correlated to group composition, and is higher with a higher concentration of females in the group.

Anita Williams Woolley, Christopher F. Chabris, Alex Pentland, Nada Hashmi, Thomas Malone (2010)

And the Children Shall Lead: Gender Diversity and Performance in Venture Capital

When senior partners have more daughters, their venture capital firms hire more women, improving deal and fund performance.

Sophie Calder Wang, Paul A. Gompers (2021)

In Good Company: When Gender Diversity Boosts a Company’s Reputation

Leigh S. Wilton, Diana T. Sanchez, Miguel M. Unzueta, Nava Caluori (2019)

Looking up and looking out: Career mobility effects of demographic similarity among professionals.

Workgroup sex and race composition affects turnover and career mobility.

Kathleen McGinn, Katherine L. Milkman (2013)

When Performance Trumps Gender Bias: Joint Versus Separate Evaluation

Decrease gender bias in hiring and promotion decisions by evaluating candidates in groups, rather than one by one.

Iris Bohnet, Alexandra van Geen, Max H. Bazerman (2015)

When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism

The use of gender-exclusive language (such as using masculine pronouns) can cause women to feel ostracized and less motivated in important professional environments.

Jane G. Stout, Nilanjana Dasgupta (2011)

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