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    Coffman, Katherine B.Remove Coffman, Katherine B. →

    Page 1 of 11 Results
    • 16 Nov 2021
    • Cold Call Podcast

    Can Mass General Brigham Diversify Its Community of Innovators?

    Re: Katherine B. Coffman

    In November 2019, Mass General Brigham (MGB) was the largest recipient of National Institutes of Health funding in the world. The Innovation Office, led by Chief Innovation Officer Chris Coburn, sought to capitalize on that funding – with the goal of commercializing research done at the hospital to generate revenue and improve patient care. But CEO Anne Klibanski and other key stakeholders had a serious concern: although women comprised approximately 40 percent of the medical researchers and physicians at MGB, the percentage of women participating in innovation activities lagged behind. Associate Professor Katie Coffman, Coburn, and MGB’s managing director of administration and strategy Diana Schwartzstein discuss how they identify the main sources of the disparities and find the right strategy to expand and diversify MGB’s community of innovators in the case, “Inclusive Innovation at Mass General Brigham.” Open for comment; 0 Comments.

    • 22 Sep 2020
    • Working Paper Summaries

    Older People Are Less Pessimistic about the Health Risks of COVID-19

    by Pedro Bordalo, Katherine B. Coffman, Nicola Gennaioli, and Andrei Shleifer

    The pandemic presents a unique opportunity to investigate formation of beliefs about an unprecedented, widespread, and life-threatening event. One finding: COVID-19 makes the prospect of disease and death particularly salient for the young.

    • 21 Jul 2020
    • Cold Call Podcast

    Starbucks Commits to Raising Awareness of Racial Bias

    Re: Francesca Gino & Katherine B. Coffman

    After a highly publicized act of racial discrimination by a Starbucks employee the company revised store policies and employee training practices. Francesca Gino and Katherine Coffman discuss unconscious bias in corporate culture. Open for comment; 0 Comments.

    • 11 Dec 2019
    • Working Paper Summaries

    When to Apply?

    by Katherine Coffman, Manuela Collis, and Leena Kulkarni

    Using a series of experiments, the authors studied gender differences in how job-seekers perceive their own qualifications for different opportunities and how this affects their decision to apply. Results suggest that soft touch employer interventions can improve the diversity of applicant pools even if candidate beliefs about their own ability are unchanged.

    • 03 Jun 2019
    • Working Paper Summaries

    Memory and Representativeness

    by Pedro Bordalo, Katherine Baldiga Coffman, Nicola Gennaioli, Frederik Schwerter, and Andrei Shleifer

    We explore the foundations of individuals’ probabilistic judgments, looking to better understand the sources of systematic errors. We conduct a laboratory experiment where participants view abstract images and are then asked to recall what they saw. We find evidence that interference in episodic memory contributes to biased probabilistic judgments.

    • 25 Feb 2019
    • Research & Ideas

    How Gender Stereotypes Kill a Woman’s Self-Confidence

    by Dina Gerdeman

    Researchers believe gender stereotypes hold women back in the workplace. Katherine Coffman's research adds a new twist: They can even cause women to question their own abilities. Open for comment; 0 Comments.

    • 11 Feb 2019
    • Working Paper Summaries

    Gender Stereotypes in Deliberation and Team Decisions

    by Katherine B. Coffman, Clio Bryant Flikkema, and Olga Shurchkov

    Professional success requires the ability to contribute ideas, and receive credit for them. This paper explores gender differences in how men and women communicate and reward each other in team decision-making problems. We find that women are recognized less often for their contributions in male-typed domains.

    • 17 Sep 2018
    • Working Paper Summaries

    The Impact of Penalties for Wrong Answers on the Gender Gap in Test Scores

    by Katherine B. Coffman and David Klinowski

    Multiple-choice questions on standardized tests are widely seen as objective measures of student ability, but the common practice of assessing penalties for wrong answers may generate gender bias. This study documents the impact of a policy change that removed penalties for wrong answers on the national college entry exam in Chile. This simple change reduced the gender gap in test performance by 9 percent.

    • 23 Apr 2018
    • Research & Ideas

    Sponsorship Programs Could Actually Widen the Gender Gap

    by Carmen Nobel

    Companies increasingly provide sponsors to help women get ahead. But certain aspects of sponsorship programs can hinder women instead, according to experimental research by Nancy R. Baldiga and Katherine B. Coffman. Open for comment; 0 Comments.

    • 22 Jan 2018
    • Working Paper Summaries

    When Gender Discrimination Is Not About Gender

    by Katherine B. Coffman, Christine L. Exley, and Muriel Niederle

    Gender discrimination in a typically male workplace is not necessarily driven by misogyny. Rather, employers are less willing to hire applicants associated with a lower performing group-even if that group is defined by a demographic characteristic other than gender.

    • 11 Sep 2017
    • Research & Ideas

    Why Employers Favor Men

    by Dina Gerdeman

    Why are women discriminated against in hiring decisions? Research by Katherine Coffman, Christine Exley, and Muriel Niederle finds the answer is more subtle than expected. Open for comment; 0 Comments.

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