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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.

Science Faculty’s Subtle Gender Biases Favor Male Students

Science professors of both genders exhibited an unconscious bias against female students, perceiving them to be less competent than male students.

Corinne A Moss-Racusin, John F. Dovidio, Victoria L Brescoll, Mark J Graham, Jo Handelsman (2012)

Do Labor Market Opportunities Affect Young Women’s Work and Family Decisions? Experimental Evidence from India

Improvements in women’s employment opportunities lead to delayed marriage, reduced fertility and increased human capital investment.

Robert Jensen (2012)

When Performance Trumps Gender Bias: Joint Versus Separate Evaluation

Decrease gender bias in hiring and promotion decisions by evaluating candidates in groups, rather than one by one.

Iris Bohnet, Alexandra van Geen, Max H. Bazerman (2015)

Masculinity, Status, and Subordination: Why Working for a Gender Stereotype Violator Causes Men to Lose Status

Men working for female supervisors in male-dominated fields receive lower salaries and lose social status due to their lower perceived masculinity.

Victoria L Brescoll, Eric Luis Uhlmann, Corinne A Moss-Racusin, Lonnie Sarnell (2012)

Gender, Competition, and Managerial Decisions

Male managers choose competitive compensation schemes significantly less often for female workers than male workers.

Curtis R Price (2012)

When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism

The use of gender-exclusive language (such as using masculine pronouns) can cause women to feel ostracized and less motivated in important professional environments.

Jane G. Stout, Nilanjana Dasgupta (2011)

Normative Discrimination and the Motherhood Penalty

Highly successful mothers tend to be discriminated against in hiring and promoting decisions because they are viewed as less warm, less likeable and more interpersonally hostile.

Stephan Benard, Shelley Correll (2010)

Can Gender Parity Break the Glass Ceiling? Evidence from a Repeated Randomized Experiment

Gender parity in evaluation committees is ineffective and counterproductive to promoting the hiring of women.

Manuel F. Bagues, Berta Esteve-Volart (2010)

Can an Angry Woman Get Ahead?: Status Conferral, Gender, and Expression of Emotion in the Workplace

Professional women suffer negative consequences for displays of emotion in the workplace, while professional men are accorded benefits for similar behaviors.

Victoria L Brescoll, Eric Luis Uhlmann (2008)

Orchestrating Impartiality: The Impact of “Blind” Auditions on Female Musicians

“Blind” orchestra auditions reduce sex-biased hiring and increase the number of female musicians.

Claudia Goldin, Cecilia Rouse (2000)

Topic Overview

Talent Management

Do Labor Market Opportunities Affect Young Women’s Work and Family Decisions? Experimental Evidence from India

Improvements in women’s employment opportunities lead to delayed marriage, reduced fertility and increased human capital investment.

Robert Jensen (2012)

Masculinity, Status, and Subordination: Why Working for a Gender Stereotype Violator Causes Men to Lose Status

Men working for female supervisors in male-dominated fields receive lower salaries and lose social status due to their lower perceived masculinity.

Victoria L Brescoll, Eric Luis Uhlmann, Corinne A Moss-Racusin, Lonnie Sarnell (2012)

When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism

The use of gender-exclusive language (such as using masculine pronouns) can cause women to feel ostracized and less motivated in important professional environments.

Jane G. Stout, Nilanjana Dasgupta (2011)

Can Gender Parity Break the Glass Ceiling? Evidence from a Repeated Randomized Experiment

Gender parity in evaluation committees is ineffective and counterproductive to promoting the hiring of women.

Manuel F. Bagues, Berta Esteve-Volart (2010)

Orchestrating Impartiality: The Impact of “Blind” Auditions on Female Musicians

“Blind” orchestra auditions reduce sex-biased hiring and increase the number of female musicians.

Claudia Goldin, Cecilia Rouse (2000)

Science Faculty’s Subtle Gender Biases Favor Male Students

Science professors of both genders exhibited an unconscious bias against female students, perceiving them to be less competent than male students.

Corinne A Moss-Racusin, John F. Dovidio, Victoria L Brescoll, Mark J Graham, Jo Handelsman (2012)

When Performance Trumps Gender Bias: Joint Versus Separate Evaluation

Decrease gender bias in hiring and promotion decisions by evaluating candidates in groups, rather than one by one.

Iris Bohnet, Alexandra van Geen, Max H. Bazerman (2015)

Gender, Competition, and Managerial Decisions

Male managers choose competitive compensation schemes significantly less often for female workers than male workers.

Curtis R Price (2012)

Normative Discrimination and the Motherhood Penalty

Highly successful mothers tend to be discriminated against in hiring and promoting decisions because they are viewed as less warm, less likeable and more interpersonally hostile.

Stephan Benard, Shelley Correll (2010)

Can an Angry Woman Get Ahead?: Status Conferral, Gender, and Expression of Emotion in the Workplace

Professional women suffer negative consequences for displays of emotion in the workplace, while professional men are accorded benefits for similar behaviors.

Victoria L Brescoll, Eric Luis Uhlmann (2008)

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