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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.

(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)

Is Blinded Review Enough? How Gendered Outcomes Arise Even Under Anonymous Evaluation

Innovative research by women is underfunded because of gender differences in writing style.

Julian Kolev, Yuly Fuentes-Medel, Fiona E. Murray (2019)

History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women

Reminders of historic injustices against women increase men’s denial of current gender discrimination, thereby decreasing their support for employment equity policies that aim to promote the hiring of women.

Ivona Hideg, Anne E. Wilson (2020)

Descriptive norms and gender diversity: Reactance from men

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.

Maliheh Paryavi, Iris Bohnet, Alexandra van Geen (2019)

Implicit Stereotypes: Evidence From Teachers' Gender Bias

Italian middle school math teachers’ implicit gender stereotypes about math widen classroom gender gaps.

Michela Carlana (2019)

Topic Overview

Bias

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)

History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women

Ivona Hideg, Anne E. Wilson (2020)

Implicit Stereotypes: Evidence From Teachers' Gender Bias

Italian middle school math teachers’ implicit gender stereotypes about math widen classroom gender gaps.

Michela Carlana (2019)

(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)

Is Blinded Review Enough? How Gendered Outcomes Arise Even Under Anonymous Evaluation

Innovative research by women is underfunded because of gender differences in writing style.

Julian Kolev, Yuly Fuentes-Medel, Fiona E. Murray (2019)

Descriptive norms and gender diversity: Reactance from men

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.

Maliheh Paryavi, Iris Bohnet, Alexandra van Geen (2019)

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