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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.

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)

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)

Topic Overview

Talent Management

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)

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)

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)

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)

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