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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.

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)

History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women

Reminders of historic injustices against women increase men’s denial of current gender discrimination, thereby decreasing their support for employment equity policies that aim to promote the hiring of women.

Ivona Hideg, Anne E. Wilson (2020)

Descriptive norms and gender diversity: Reactance from men

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.

Maliheh Paryavi, Iris Bohnet, Alexandra van Geen (2019)

More Than Public Service: A Field Experiment on Job Advertisements and Diversity in the Police

Advertisements that emphasize the personal benefits of applying to government jobs are effective in eliciting diverse candidates to apply.

Elizabeth Linos (2018)

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.

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

Topic Overview

Talent Management

History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women

Ivona Hideg, Anne E. Wilson (2020)

More Than Public Service: A Field Experiment on Job Advertisements and Diversity in the Police

Advertisements that emphasize the personal benefits of applying to government jobs are effective in eliciting diverse candidates to apply.

Elizabeth Linos (2018)

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)

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)

Descriptive norms and gender diversity: Reactance from men

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.

Maliheh Paryavi, Iris Bohnet, Alexandra van Geen (2019)

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.

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