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Talent Management

Topic Overview

Talent Management Icon
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 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
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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
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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
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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.
Evava S. Pietri, India R. Johnson, Ezgi Ozgumus
Read More

Topic Overview

Talent Management Icon
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.  

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
Read More

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
Read More

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
Read More

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.
Evava S. Pietri, India R. Johnson, Ezgi Ozgumus
Read More
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