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
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
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.
The Effect of Task Choice and Task Assignment on the Gender Wage Gap: An Experimental Study
In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task.
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.
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.
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.
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
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.
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.
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
The Effect of Task Choice and Task Assignment on the Gender Wage Gap: An Experimental Study
In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task.
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.
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.
