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Talent Management

Topic Overview

Talent Management

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

More Women in Tech? Evidence from a field experiment addressing social identity

De-biasing job application messaging can remove perceived barriers to success that prevent women from entering the technology workforce.

Lucía Del Carpio, Maria Guadalupe (2019)

A gender bias habit-breaking intervention led to increased hiring of female faculty in STEMM departments

An intervention treating gender bias as a changeable habit led to more gender-balanced hiring of university faculty over the next two years.

Patricia G. Devine, Patrick Forscher, William T. L. Cox, Anna Kaatz, Jennifer Sheridan, Molly Carnes (2017)

The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled Trial

A habit-breaking approach to gender bias led to behavioral changes and improved work climate among university faculty.

Molly Carnes, Patricia G. Devine, Linda Baier Manwell, Angela Byars-Winston, Eve Fine, Cecilia E. Ford, Patrick Forscher, Carol Isaac, Anna Kaatz, Wairimu Magua, Mari Palta, Jennifer Sheridan (2015)

Does Hiring Discrimination Cause Gender Segregation in the Swedish Labor Market?

In the Swedish labor market, the prevalence of either men or women in particular occupations cannot be explained by hiring discrimination.

Magnus Carlsson (2011)

International Gender Balancing Reforms in Postconflict Countries: Lab-in-the-Field Evidence from the Liberian National Police Force

Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.

Kyle Beardsley, Robert Blair, Michael J. Gilligan, Sabrina Karim (2018)

One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women

Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.

India R. Johnson, Ezgi Ozgumus, Evava S. Pietri (2018)

Algorithmic Bias? An Empirical Study into Apparent Gender-Based Discrimination in the Display of STEM Career Ads

Despite explicit intentions to be gender neutral, a Facebook ad for STEM careers was shown more often to men than women, potentially due to economic forces and competition among advertisers.

Anja Lambrecht, Catherine Tucker (2017)

Perpetuating online sexism offline: Anonymity, interactivity, and the effects of sexist hashtags on social media

Participating in online sexist behavior increases levels of hostile sexism and has offline impacts in the workplace.

Carlos Cruz, Jesse Fox, Ji Young Lee (2015)

Class Advantage, Commitment Penalty: The Gendered Effect of Social Class Signals in an Elite Labor Market

Résumés signaling high socioeconomic class status made male applicants, but not female applicants, more likely to be selected for a job interview at elite law firms.

Lauren A. Rivera, András Tilcsik (2016)

The More You Know: Information Effects in Job Application Rates by Gender in a Large Field Experiment

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.

Laura Gee (2017)

Topic Overview

Talent Management

A gender bias habit-breaking intervention led to increased hiring of female faculty in STEMM departments

An intervention treating gender bias as a changeable habit led to more gender-balanced hiring of university faculty over the next two years.

Patricia G. Devine, Patrick Forscher, William T. L. Cox, Anna Kaatz, Jennifer Sheridan, Molly Carnes (2017)

Does Hiring Discrimination Cause Gender Segregation in the Swedish Labor Market?

In the Swedish labor market, the prevalence of either men or women in particular occupations cannot be explained by hiring discrimination.

Magnus Carlsson (2011)

One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women

India R. Johnson, Ezgi Ozgumus, Evava S. Pietri (2018)

Perpetuating online sexism offline: Anonymity, interactivity, and the effects of sexist hashtags on social media

Participating in online sexist behavior increases levels of hostile sexism and has offline impacts in the workplace.

Carlos Cruz, Jesse Fox, Ji Young Lee (2015)

The More You Know: Information Effects in Job Application Rates by Gender in a Large Field Experiment

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.

Laura Gee (2017)

More Women in Tech? Evidence from a field experiment addressing social identity

De-biasing job application messaging can remove perceived barriers to success that prevent women from entering the technology workforce.

Lucía Del Carpio, Maria Guadalupe (2019)

The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled Trial

A habit-breaking approach to gender bias led to behavioral changes and improved work climate among university faculty.

Molly Carnes, Patricia G. Devine, Linda Baier Manwell, Angela Byars-Winston, Eve Fine, Cecilia E. Ford, Patrick Forscher, Carol Isaac, Anna Kaatz, Wairimu Magua, Mari Palta, Jennifer Sheridan (2015)

International Gender Balancing Reforms in Postconflict Countries: Lab-in-the-Field Evidence from the Liberian National Police Force

Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.

Kyle Beardsley, Robert Blair, Michael J. Gilligan, Sabrina Karim (2018)

Algorithmic Bias? An Empirical Study into Apparent Gender-Based Discrimination in the Display of STEM Career Ads

Despite explicit intentions to be gender neutral, a Facebook ad for STEM careers was shown more often to men than women, potentially due to economic forces and competition among advertisers.

Anja Lambrecht, Catherine Tucker (2017)

Class Advantage, Commitment Penalty: The Gendered Effect of Social Class Signals in an Elite Labor Market

Résumés signaling high socioeconomic class status made male applicants, but not female applicants, more likely to be selected for a job interview at elite law firms.

Lauren A. Rivera, András Tilcsik (2016)