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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.

Do Women who Succeed in Male-Dominated Domains Help Other Women? The Moderating Role of Gender Identification

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.

Cheryl R. Kaiser, Kerry E. Spalding (2015)

Defending the Sex/Gender Binary: The Role of Gender Identification and Need for Closure

In the United Kingdom and Sweden, psychological factors including gender identification and need for closure are associated with binary gender/sex views, prejudice toward non-binary people, and opposition to gender-neutral pronouns.

Thekla Morgenroth, Marie Gustafsson Sendén, Anna Lindqvist, Emma Aurora Renström, Michelle Kim Ryan, Thomas Morton (2021)

A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring.

Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)

Reducing Discrimination in the Field: Evidence from an Awareness Raising Intervention Targeting Gender Biases in Student Evaluations of Teaching

Encouraging students not to incur in gender discrimination is likely to be ineffective; a more effective approach is to present them data of past gender discrimination made by students.

Anne Boring, Arnaud Philippe (2021)

Missing Women in Tech: The Labor Market for Highly Skilled Software Engineers

Without self-promotion, female software engineers are left behind in tech recruitment.

Raviv Murciano-Goroff (2021)

Multiple Discrimination against Female Immigrants Wearing Headscarves

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves.

Doris Weichselbaumer (2020)

Women Want an Answer! Field Experiments on Elected Officials and Gender Bias

Female elected officials are particularly responsive to female constituents, suggesting a greater number of women in office would lead to higher quality representation for women.

Gabriele Magni, Zoila Ponce de Leon (2020)

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.

Valentina Di Stasio, Edvard N. Larsen (2020)

Intersectional Patterns of Prejudice Confrontation by White, Heterosexual and Cisgender Allies

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.

Kim Case, Desdamona Rios, Amy Lucas, Kelsey Braun, Carrie Enriquez (2020)

Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?

People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.

Katie Wang, Keshia Walker, Evava S. Pietri, Leslie Ashburn-Nardo (2019)

Topic Overview

Bias

Defending the Sex/Gender Binary: The Role of Gender Identification and Need for Closure

Thekla Morgenroth, Marie Gustafsson Sendén, Anna Lindqvist, Emma Aurora Renström, Michelle Kim Ryan, Thomas Morton (2021)

Reducing Discrimination in the Field: Evidence from an Awareness Raising Intervention Targeting Gender Biases in Student Evaluations of Teaching

Encouraging students not to incur in gender discrimination is likely to be ineffective; a more effective approach is to present them data of past gender discrimination made by students.

Anne Boring, Arnaud Philippe (2021)

Multiple Discrimination against Female Immigrants Wearing Headscarves

Doris Weichselbaumer (2020)

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Valentina Di Stasio, Edvard N. Larsen (2020)

Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?

Katie Wang, Keshia Walker, Evava S. Pietri, Leslie Ashburn-Nardo (2019)

Do Women who Succeed in Male-Dominated Domains Help Other Women? The Moderating Role of Gender Identification

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.

Cheryl R. Kaiser, Kerry E. Spalding (2015)

A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring.

Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)

Missing Women in Tech: The Labor Market for Highly Skilled Software Engineers

Without self-promotion, female software engineers are left behind in tech recruitment.

Raviv Murciano-Goroff (2021)

Women Want an Answer! Field Experiments on Elected Officials and Gender Bias

Female elected officials are particularly responsive to female constituents, suggesting a greater number of women in office would lead to higher quality representation for women.

Gabriele Magni, Zoila Ponce de Leon (2020)

Intersectional Patterns of Prejudice Confrontation by White, Heterosexual and Cisgender Allies

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.

Kim Case, Desdamona Rios, Amy Lucas, Kelsey Braun, Carrie Enriquez (2020)

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