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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.

Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.

M. Asher Lawson, Ashley E. Martin, Imrul Huda, Sandra C. Matz (2022)

Knowing When to Ask: The Cost of Leaning In

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.

Christine L. Exley, Muriel Niederle, Lise Vesterlund (2020)

Narrow Prototypes and Neglected Victims: Understanding Perceptions of Sexual Harassment

When it comes to sexual harassment, people perceive women who possess less feminine features as less credible victims and view their perpetrators as less deserving of harsh punishment.

Jin X. Goh, Bryn Bandt-Law, Nathan N. Cheek, Stacey Sinclair, Cheryl R. Kaiser (2021)

Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court

Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).

Jessica M. Salerno, Hannah J. Phalen, Rosa N. Reyes, N. J. Schweitzer (2018)

Gender Quotas, Competitions, and Peer Review: Experimental Evidence on the Backlash Against Women

In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.

Andreas Leibbrandt, Liang Choon Wang, Cordelia Fooc (2017)

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Men with atypical gender characteristics face backlash in the hiring process.

Janine Bosak, Clara Kulich, Laurie Rudman, Mary Kinahan (2018)

Similarity in transgender and cisgender children's gender development

Researchers find that transgender children show a clear pattern of gender development associated with their current gender and not their sex assigned at birth.

Selin Gülgöz, Jessica J. Glazier, Elizabeth A. Enright, Daniel J. Alonso, Lily J. Durwood, Anne A. Fast, Riley Lowe, Chonghui Ji, Jeffrey Heer, Carol Lynn Martin, Kristina R. Olson (2019)

How Gender-Role Salience Influences Attitude Strength and Persuasive Message Processing

When women are exposed to female gender role information, the strength of their attitudes is reduced and they are more susceptible to persuasion. However, when men and women are exposed to male gender role information, they process messages more thoughtfully.

Asia A. Eaton, Penny S. Visser, Vicki Burns (2017)

When seeking help, women and racial/ethnic minorities benefit from explicitly stating their identity

Women and racial and ethnic minorities are found to benefit from mentioning their demographic identity in help requests.

Erika L. Kirgios, Aneesh Rai, Edward H. Chang, Katherine L. Milkman (2022)

When accomplishments come back to haunt you: the negative effect of competence signals on women's performance evaluations

Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

M. Ena Inesi, Daniel M. Cable (2014)

Topic Overview

Bias

Knowing When to Ask: The Cost of Leaning In

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.

Christine L. Exley, Muriel Niederle, Lise Vesterlund (2020)

Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court

Jessica M. Salerno, Hannah J. Phalen, Rosa N. Reyes, N. J. Schweitzer (2018)

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Men with atypical gender characteristics face backlash in the hiring process.

Janine Bosak, Clara Kulich, Laurie Rudman, Mary Kinahan (2018)

How Gender-Role Salience Influences Attitude Strength and Persuasive Message Processing

Asia A. Eaton, Penny S. Visser, Vicki Burns (2017)

When accomplishments come back to haunt you: the negative effect of competence signals on women's performance evaluations

Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

M. Ena Inesi, Daniel M. Cable (2014)

Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.

M. Asher Lawson, Ashley E. Martin, Imrul Huda, Sandra C. Matz (2022)

Narrow Prototypes and Neglected Victims: Understanding Perceptions of Sexual Harassment

When it comes to sexual harassment, people perceive women who possess less feminine features as less credible victims and view their perpetrators as less deserving of harsh punishment.

Jin X. Goh, Bryn Bandt-Law, Nathan N. Cheek, Stacey Sinclair, Cheryl R. Kaiser (2021)

Gender Quotas, Competitions, and Peer Review: Experimental Evidence on the Backlash Against Women

In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.

Andreas Leibbrandt, Liang Choon Wang, Cordelia Fooc (2017)

Similarity in transgender and cisgender children's gender development

Researchers find that transgender children show a clear pattern of gender development associated with their current gender and not their sex assigned at birth.

Selin Gülgöz, Jessica J. Glazier, Elizabeth A. Enright, Daniel J. Alonso, Lily J. Durwood, Anne A. Fast, Riley Lowe, Chonghui Ji, Jeffrey Heer, Carol Lynn Martin, Kristina R. Olson (2019)

When seeking help, women and racial/ethnic minorities benefit from explicitly stating their identity

Women and racial and ethnic minorities are found to benefit from mentioning their demographic identity in help requests.

Erika L. Kirgios, Aneesh Rai, Edward H. Chang, Katherine L. Milkman (2022)

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