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View Results 1 - 10 of 27 for:
Competition

Topic Overview

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Competition Icon
Competition

Gender differences in willingness to compete have been a burgeoning area of academic interest, as competition is central to success in education, business, politics, and leadership. Identifying when and how women and men are most willing (and unwilling) to compete will inform structural designs to maximize gender-equal participation.

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Competition Icon
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Talent Management Icon

Leaning In or Not Leaning Out? Opt-Out Choice Framing Attenuates Gender Differences in the Decision to Compete

Restructuring the promotion process so that individuals are automatically considered for a promotion with the option to opt-out rather than having to self-nominate can narrow the gender gap in management.
Joyce He, Sonia Kang, Nicola Lacetera (2019)
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Decision Making Icon
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Competition Icon

Gender training and female empowerment: Experimental evidence from Vietnam

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.
Erwin Bulte, Robert Lensink, Nhung Vu (2016)
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Competition Icon
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Talent Management Icon

Going it alone: Competition increases the attractiveness of minority status

When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios, Edward H. Chang, Katherine L. Milkman (2020)
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Entrepreneurship and Microfinance Icon
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Competition Icon

Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship

In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.
Sabrina T. Howell, Ramana Nanda (2019)
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Talent Management Icon
Image
Competition Icon

The Gender Gap in Self-Promotion

The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.
Christine L. Exley, Judd B. Kessler (2020)
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Competition Icon
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Compensation Icon

Can Simple Advice Eliminate the Gender Gap in Willingness to Compete?

Simple advice can be a powerful and effective tool in reducing gender differences in willingness to compete.
Dany Kessel, Johanna Mollerstrom, Roel van Veldhuizen (2019)
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Bias Icon
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Competition Icon
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Decision Making Icon

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)
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Entrepreneurship and Microfinance Icon
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Technology Icon
Image
Competition Icon

We Ask Men to Win and Women Not to Lose: Closing the Gender Gap in Startup Funding

Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation.  Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.
Dana Kanze, Laura Huang, Mark A. Conley, E. Tory Higgins (2018)
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Competition Icon
Image
Talent Management Icon

Penalized or Protected? Gender and the Consequences of Nonstandard and Mismatched Employment Histories

Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.
David Pedulla (2016)
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Competition Icon

Emirati women do not shy away from competition: Evidence from a patriarchal society in transition

Women were more likely to compete than men in this study from the UAE.
Aurelie Dariel, Curtis Kephart, Nikos Nikiforakis, Christina Zenker (2017)
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Topic Overview

Image
Competition Icon
Competition

Gender differences in willingness to compete have been a burgeoning area of academic interest, as competition is central to success in education, business, politics, and leadership. Identifying when and how women and men are most willing (and unwilling) to compete will inform structural designs to maximize gender-equal participation.

Image
Decision Making Icon
Image
Competition Icon

Gender training and female empowerment: Experimental evidence from Vietnam

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.
Erwin Bulte, Robert Lensink, Nhung Vu (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Entrepreneurship and Microfinance Icon
Image
Competition Icon

Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship

In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.
Sabrina T. Howell, Ramana Nanda (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Compensation Icon

Can Simple Advice Eliminate the Gender Gap in Willingness to Compete?

Simple advice can be a powerful and effective tool in reducing gender differences in willingness to compete.
Dany Kessel, Johanna Mollerstrom, Roel van Veldhuizen (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Entrepreneurship and Microfinance Icon
Image
Technology Icon
Image
Competition Icon

We Ask Men to Win and Women Not to Lose: Closing the Gender Gap in Startup Funding

Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation.  Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.
Dana Kanze, Laura Huang, Mark A. Conley, E. Tory Higgins (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon

Emirati women do not shy away from competition: Evidence from a patriarchal society in transition

Women were more likely to compete than men in this study from the UAE.
Aurelie Dariel, Curtis Kephart, Nikos Nikiforakis, Christina Zenker (2017)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Talent Management Icon

Leaning In or Not Leaning Out? Opt-Out Choice Framing Attenuates Gender Differences in the Decision to Compete

Restructuring the promotion process so that individuals are automatically considered for a promotion with the option to opt-out rather than having to self-nominate can narrow the gender gap in management.
Joyce He, Sonia Kang, Nicola Lacetera (2019)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Talent Management Icon

Going it alone: Competition increases the attractiveness of minority status

When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios, Edward H. Chang, Katherine L. Milkman (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Competition Icon

The Gender Gap in Self-Promotion

The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.
Christine L. Exley, Judd B. Kessler (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Competition Icon
Image
Decision Making Icon

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)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Talent Management Icon

Penalized or Protected? Gender and the Consequences of Nonstandard and Mismatched Employment Histories

Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.
David Pedulla (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

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