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Browse 258 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.

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)

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)

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)

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman (2020)

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)

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)

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)

Topic Overview

Talent Management

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)

Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare

Christina M. Sanzari, Alexandra Dennis, Corinne A Moss-Racusin (2021)

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)

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

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

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)

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)

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)

The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

Edward H. Chang, Erika L. Kirgios, Aneesh Rai, Katherine L. Milkman (2020)

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

Joyce He, Sonia Kang, Nicola Lacetera (2019)

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

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