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Competition

Topic Overview

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.

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)

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)

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)

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)

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)

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)

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)

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)

Insights into Sexism: Male Status and Performance Moderates Female-Directed Hostile and Amicable Behavior

In an online video game, lower-skilled male players are more hostile towards female players due to a female threat in a male-dominated social hierarchy.

Michael M. Kasumovic, Jeffrey H. Kuznekoff (2015)

The More You Know: Information Effects in Job Application Rates by Gender in a Large Field Experiment

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.

Laura Gee (2018)

Topic Overview

Competition

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

Sabrina T. Howell, Ramana Nanda (2019)

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)

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

Dana Kanze, Laura Huang, Mark A. Conley, E. Tory Higgins (2018)

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)

The More You Know: Information Effects in Job Application Rates by Gender in a Large Field Experiment

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.

Laura Gee (2018)

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)

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)

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)

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

David Pedulla (2016)

Insights into Sexism: Male Status and Performance Moderates Female-Directed Hostile and Amicable Behavior

In an online video game, lower-skilled male players are more hostile towards female players due to a female threat in a male-dominated social hierarchy.

Michael M. Kasumovic, Jeffrey H. Kuznekoff (2015)