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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.

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)

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)

Breadwinner Bonus and Caregiver Penalty in Workplace Rewards for Men and Women

When working mothers are seen as breadwinners, they are offered higher salaries and more leadership training opportunities in the workplace.

Julia B. Bear, Peter Glick (2017)

It's fair for us: Diversity structures cause women to legitimize discrimination

The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.

Laura M. Brady, Cheryl R. Kaiser, Brenda Major, Teri A. Kirby (2015)

A Network’s Gender Composition and Communication Pattern Predict Women’s Leadership Success

Women are more likely to be placed into high level leadership positions if they are centrally located in their social network and have a female-dominated inner circle.

Yang Yang, Nitesh V. Chawla, Brian Uzzi (2019)

Topic Overview

Talent Management

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)

Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation

Lauren A. Rivera, András Tilcsik (2019)

Breadwinner Bonus and Caregiver Penalty in Workplace Rewards for Men and Women

When working mothers are seen as breadwinners, they are offered higher salaries and more leadership training opportunities in the workplace.

Julia B. Bear, Peter Glick (2017)

A Network’s Gender Composition and Communication Pattern Predict Women’s Leadership Success

Women are more likely to be placed into high level leadership positions if they are centrally located in their social network and have a female-dominated inner circle.

Yang Yang, Nitesh V. Chawla, Brian Uzzi (2019)

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)

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)

It's fair for us: Diversity structures cause women to legitimize discrimination

The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.

Laura M. Brady, Cheryl R. Kaiser, Brenda Major, Teri A. Kirby (2015)