Gender Action Portal

Browse 291 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.

He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.

Elizabeth Lauren Campbell, Oliver Hahl (2022)

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Men with atypical gender characteristics face backlash in the hiring process.

Janine Bosak, Clara Kulich, Laurie Rudman, Mary Kinahan (2018)

When accomplishments come back to haunt you: the negative effect of competence signals on women's performance evaluations

Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

M. Ena Inesi, Daniel M. Cable (2014)

What’s in a Pronoun: Exploring Gender Pronouns as an Organizational Identity-Safety cue among Sexual and Gender minorities

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities.

India R. Johnson, Evava S. Pietri, David M. Buck, Roua Daas (2021)

A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring.

Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)

The Effect of Task Choice and Task Assignment on the Gender Wage Gap: An Experimental Study

In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task.

Kai Ou, Xiaofei Pan (2021)

Missing Women in Tech: The Labor Market for Highly Skilled Software Engineers

Without self-promotion, female software engineers are left behind in tech recruitment.

Raviv Murciano-Goroff (2021)

Multiple Discrimination against Female Immigrants Wearing Headscarves

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves.

Doris Weichselbaumer (2020)

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.

Valentina Di Stasio, Edvard N. Larsen (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)

Topic Overview

Talent Management

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Men with atypical gender characteristics face backlash in the hiring process.

Janine Bosak, Clara Kulich, Laurie Rudman, Mary Kinahan (2018)

What’s in a Pronoun: Exploring Gender Pronouns as an Organizational Identity-Safety cue among Sexual and Gender minorities

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities.

India R. Johnson, Evava S. Pietri, David M. Buck, Roua Daas (2021)

The Effect of Task Choice and Task Assignment on the Gender Wage Gap: An Experimental Study

Kai Ou, Xiaofei Pan (2021)

Multiple Discrimination against Female Immigrants Wearing Headscarves

Doris Weichselbaumer (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)

He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.

Elizabeth Lauren Campbell, Oliver Hahl (2022)

When accomplishments come back to haunt you: the negative effect of competence signals on women's performance evaluations

Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

M. Ena Inesi, Daniel M. Cable (2014)

A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring.

Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)

Missing Women in Tech: The Labor Market for Highly Skilled Software Engineers

Without self-promotion, female software engineers are left behind in tech recruitment.

Raviv Murciano-Goroff (2021)

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Valentina Di Stasio, Edvard N. Larsen (2020)

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