Skip to main content
Gender Action Portal

A RESOURCE CREATED BY:

Harvard Kennedy School Logo

Main navigation

  • ABOUT GAP
    • Team
    • Land Acknowledgment
    • Intersectionality Statement
  • RESOURCES
  • CONNECT
    • Recommend a Study
    • Newsletter
    • Work for GAP
View Results 41 - 50 of 80 for:
Talent Management

Topic Overview

Image
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.  

Image
Technology Icon
Image
Talent Management Icon
Image
Competition Icon

The More You Know: Information Effects in Job Application Rates by Gender in a Large Field Experiment

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.
Laura Gee (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Academic Achievement Icon
Image
Stem Icon

The Negative Consequences of Threat: A Functional Magnetic Resonance Imaging Investigation of the Neural Mechanisms Underlying Women’s Underperformance in Math

When women are confronted with negative stereotypes about women and math ability, they underperform on math examinations, and activity in brain regions associated with depression and social rejection is seen.
Anne C. Krendl, Jennifer A. Richeson, William M. Kelle, Todd F. Heatherton (2008)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Technology Icon
Image
Talent Management Icon
Image
Academic Achievement Icon

Does Encouragement Matter in Improving Gender Imbalances in Technical Fields? Evidence from a Randomized Controlled Trial

Encouragement via email can increase female students’ interest in STEM conferences.
Cait Unkovic, Maya Sen, Kevin M. Quinn (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Technology Icon
Image
Talent Management Icon

Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family, and Health Network

An organizational intervention that promotes workers’ flexibility and supervisor support increases job-related well-being among IT workers, as well as general well-being among women.
Phyllis Moen, Erin L. Kelly, Wen Fan, Shi-Rong Lee, David Almeida, Ellen Ernst Kossek, Orfeu M. Buxton (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality

Job advertisements that use masculine wording are less appealing to women.
Danielle Gaucher, Justin Friesen, Aaron C. Kay (2011)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon
Image
Decision Making Icon

Constraints into Preferences: Gender, Status, and Emerging Career Aspirations

When cultural stereotypes portray women as less competent than men on a task, women judge their abilities more harshly, use a higher standard than men, and show less interest in related careers.
Shelley Correll (2004)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?

Promoting diversity lowers performance evaluations for leaders who are women and/or people of color, but not for leaders who are white men.
David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, Wei Yang (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching

Assistant instructors who were perceived as female received lower ratings from students than instructors perceived as male, regardless of their actual gender and teaching ability.
Lillian MacNell, Adam Driscoll, Andrea N. Hunt (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Decision Making Icon

Who Is Willing to Sacrifice Ethical Values for Money and Social Status? Gender Differences in Reactions to Ethical Compromises

Women have greater moral reservations about ethical compromises in business, contributing to the gender gap in business schools, companies, and leadership.
Jessica A. Kennedy, Laura Kray (2014)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Compensation Icon
Image
Bias Icon

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.
Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

Topic Overview

Image
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.  

Image
Talent Management Icon
Image
Academic Achievement Icon
Image
Stem Icon

The Negative Consequences of Threat: A Functional Magnetic Resonance Imaging Investigation of the Neural Mechanisms Underlying Women’s Underperformance in Math

When women are confronted with negative stereotypes about women and math ability, they underperform on math examinations, and activity in brain regions associated with depression and social rejection is seen.
Anne C. Krendl, Jennifer A. Richeson, William M. Kelle, Todd F. Heatherton (2008)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Technology Icon
Image
Talent Management Icon

Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family, and Health Network

An organizational intervention that promotes workers’ flexibility and supervisor support increases job-related well-being among IT workers, as well as general well-being among women.
Phyllis Moen, Erin L. Kelly, Wen Fan, Shi-Rong Lee, David Almeida, Ellen Ernst Kossek, Orfeu M. Buxton (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon
Image
Decision Making Icon

Constraints into Preferences: Gender, Status, and Emerging Career Aspirations

When cultural stereotypes portray women as less competent than men on a task, women judge their abilities more harshly, use a higher standard than men, and show less interest in related careers.
Shelley Correll (2004)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching

Assistant instructors who were perceived as female received lower ratings from students than instructors perceived as male, regardless of their actual gender and teaching ability.
Lillian MacNell, Adam Driscoll, Andrea N. Hunt (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Compensation Icon
Image
Bias Icon

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.
Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Technology Icon
Image
Talent Management Icon
Image
Competition Icon

The More You Know: Information Effects in Job Application Rates by Gender in a Large Field Experiment

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.
Laura Gee (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Technology Icon
Image
Talent Management Icon
Image
Academic Achievement Icon

Does Encouragement Matter in Improving Gender Imbalances in Technical Fields? Evidence from a Randomized Controlled Trial

Encouragement via email can increase female students’ interest in STEM conferences.
Cait Unkovic, Maya Sen, Kevin M. Quinn (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality

Job advertisements that use masculine wording are less appealing to women.
Danielle Gaucher, Justin Friesen, Aaron C. Kay (2011)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?

Promoting diversity lowers performance evaluations for leaders who are women and/or people of color, but not for leaders who are white men.
David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, Wei Yang (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Decision Making Icon

Who Is Willing to Sacrifice Ethical Values for Money and Social Status? Gender Differences in Reactions to Ethical Compromises

Women have greater moral reservations about ethical compromises in business, contributing to the gender gap in business schools, companies, and leadership.
Jessica A. Kennedy, Laura Kray (2014)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

Pagination

  • First page first
  • Previous page previous
  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • Next page next
  • Last page last
Share Feedback

Newsletter Signup

Connect with us

  • Facebook
  • Twitter
Home

A RESOURCE CREATED BY:

Harvard Kennedy School Logo

Footer Menu

  • WAPPP
  • HKS
  • HarvardU
  • Accessibility
  • Digital Accessibility
  • Privacy Statement

©   The President and Fellows of Harvard College