Search | Gender Action Portal

Browse 231 studies aiming to close gender gaps.

Filter by:

Advanced search

Sort by:

View Results 1 - 10 of 65 for:

Bias

Topic Overview

Bias

At the root of gender inequality is bias – both implicit and explicit. Gender bias can impact advancement in education, careers, and beyond. Learn what stereotypes exist, how they can be harmful, and practices and policies that can help us move beyond bias barriers to experience our full potential.

Dual-anonymization Yields Promising Results for Reducing Gender Bias: A Naturalistic Field Experiment of Applications for Hubble Space Telescope Time

Anonymizing information, such as gender, about grant applicants reduced gender bias, particularly in male reviewers, who tended to rate female applicants significantly worse than male applicants.

Stefanie K. Johnson, Jessica F. Kirk (2020)

Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation

In male-dominated fields, quantitative performance ratings for judging a professor’s merit elicit more gender bias when ratings are assessed on a 10-point scale than when assessed on a 6-point scale.

Lauren A. Rivera, András Tilcsik (2019)

The Effects of Gender Neuroessentialism on Transprejudice: An Experimental Study

Exposure to essentialist ideas that ground the male/female binary in biology may lead to more prejudice against transgender people, whereas exposure to ideas that question such essentialist claims may help counteract this prejudice.

Boby Ho-Hong Ching, Jason Teng Xu (2018)

Women and African Americans are less influential when they express anger during group decision-making

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.

Jessica M. Salerno, Liana C. Peter-Hagene, Alexander C. V. Jay (2019)

(Sex) Crime and Punishment in the #MeToo Era: How the Public Views Rape

Certain legally irrelevant features of rape (such as details relating to the victim's clothing and past criminal history) decrease respondents’ likelihood of reporting an incident and its perceived severity.

Susanne Schwarz, Dara Kay Cohen, Matthew Baum (2020)

The Mixed Effects of Online Diversity Training

One-off online diversity and anti-bias trainings may be effective in changing employee attitudes, but do not change behaviors in the workplace.

Edward H. Chang, Katherine L. Milkman, Dena M. Gromet, Robert W. Rebele, Cade Massey, Angela L. Duckworth, Adam M. Grant (2019)

Do School Counselors Exhibit Bias in Recommending Students for Advanced Coursework?

Black female students are statistically least recommended and rated as least prepared for AP Calculus by high school counselors, which has implications for their likelihood of success in the long-term.

Dania V. Francis, Angela de Oliveira, Carey Dimmitt (2019)

It's fair for us: Diversity structures cause women to legitimize discrimination

The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.

Laura M. Brady, Cheryl R. Kaiser, Brenda Major, Teri A. Kirby (2015)

Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions

Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.

Lakshmi Balachandra, Tony Briggs, Kim Eddleston, Candida Brush (2017)

In Good Company: When Gender Diversity Boosts a Company’s Reputation

White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.

Leigh S. Wilton, Diana T. Sanchez, Miguel M. Unzueta, Nava Caluori (2019)

Topic Overview

Bias

Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation

Lauren A. Rivera, András Tilcsik (2019)

Women and African Americans are less influential when they express anger during group decision-making

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.

Jessica M. Salerno, Liana C. Peter-Hagene, Alexander C. V. Jay (2019)

The Mixed Effects of Online Diversity Training

One-off online diversity and anti-bias trainings may be effective in changing employee attitudes, but do not change behaviors in the workplace.

Edward H. Chang, Katherine L. Milkman, Dena M. Gromet, Robert W. Rebele, Cade Massey, Angela L. Duckworth, Adam M. Grant (2019)

It's fair for us: Diversity structures cause women to legitimize discrimination

The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.

Laura M. Brady, Cheryl R. Kaiser, Brenda Major, Teri A. Kirby (2015)

In Good Company: When Gender Diversity Boosts a Company’s Reputation

Leigh S. Wilton, Diana T. Sanchez, Miguel M. Unzueta, Nava Caluori (2019)

Dual-anonymization Yields Promising Results for Reducing Gender Bias: A Naturalistic Field Experiment of Applications for Hubble Space Telescope Time

Anonymizing information, such as gender, about grant applicants reduced gender bias, particularly in male reviewers, who tended to rate female applicants significantly worse than male applicants.

Stefanie K. Johnson, Jessica F. Kirk (2020)

The Effects of Gender Neuroessentialism on Transprejudice: An Experimental Study

Boby Ho-Hong Ching, Jason Teng Xu (2018)

(Sex) Crime and Punishment in the #MeToo Era: How the Public Views Rape

Susanne Schwarz, Dara Kay Cohen, Matthew Baum (2020)

Do School Counselors Exhibit Bias in Recommending Students for Advanced Coursework?

Dania V. Francis, Angela de Oliveira, Carey Dimmitt (2019)

Don’t Pitch Like a Girl!: How Gender Stereotypes Influence Investor Decisions

Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender.

Lakshmi Balachandra, Tony Briggs, Kim Eddleston, Candida Brush (2017)