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New research on gender in the workplace from Harvard Business School faculty on issues including "leaning-in," gender inequity, the social and economic effects of maternal employment, and gender diversity's effect on corporate financial performance.
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Corporate Leadership and Creditor Recovery Rates: Evidence from Executive Gender

by Clarissa Hauptmann and Anywhere Sikochi

This paper examines the relationship between executive gender and creditor recovery rates, showing that creditors to female-run firms have higher recovery rates in the event of default.

The Old Boys' Club: Schmoozing and the Gender Gap

by Zoë B. Cullen and Ricardo Perez-Truglia

Over a four-year period, male employees assigned a male manager were promoted at a faster rate than their female counterparts, with no observable difference in performance. Women, in turn, were promoted at the same rate whether assigned to a male manager or female manager. Male employees benefited from the higher rates of social interactions with their male managers.

Taking on the Taboos That Keep Women Out of India's Workforce

by Julia Hanna

Giving women in rural India more control over household finances reduces the social stigma of working, says research by Natalia Rigol. Open for comment; Comment(s) posted.

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.

Gender Bias Complaints against Apple Card Signal a Dark Side to Fintech

by Karen G. Mills

The possibility that Apple Card applicants were subject to gender bias opens a new frontier for the financial services sector in which regulators are largely absent, argues Karen Mills. Open for comment; Comment(s) posted.

The Gender Gap in Self-Promotion

by Christine L. Exley and Judd B. Kessler

Many organizations and job applications require individuals to assess their own ability and performance. When women communicate to potential employers, however, they systematically give less favorable assessments of their own past performance and potential future ability than equally performing men. The study rules out potential explanations for the gap and discusses implications.

‘Chick Beer’ for Women? Why Gender Marketing Repels More Than Sells

by Dina Gerdeman

Just how far will women go to avoid products labeled "for women?" Research by Leslie K. John and colleagues explores why gender marketing usually offends the very people a company is trying to attract. Open for comment; Comment(s) posted.

Female Inventors and Inventions

by Rembrand Koning, Sampsa Samila, and John-Paul Ferguson

Does the gender of inventors make a difference for who benefits from their inventions? Analysis of all U.S. biomedical patents issued between 1976 and 2010 shows that research teams with women were more likely to produce patents addressing women’s health conditions, especially when female researchers led the teams. This link suggests that the dearth of women inventors might also result in fewer female-focused inventions.

Do Experts Listen to Other Experts? Field Experimental Evidence from Scientific Peer Review

by Misha Teplitskiy, Hardeep Ranu, Gary Gray, Michael Menietti, Eva Guinan, and Karim R. Lakhani

Influence is a fundamental aspect of collective decisions. It is thus crucial to consider not only the composition of evaluation panels but also their deliberation process. This study illuminates drivers of influence among an elite population of experts and contributes to our understanding of resource allocation in science and other expert domains.

Women Pay a Higher Career Price in Today's Always-On Work Culture

by Danielle Kost

In industries that prize overwork, both men and women pay the price of missed time with family. But the career damage is more severe for women, says Robin Ely. Open for comment; Comment(s) posted.

Gender-Diverse Companies Thrive Only Where Diversity is Embraced

by Sean Silverthorne

Researchers have produced murky, conflicting results about whether gender-diverse companies perform better than those managed mostly by men. Letian Zhang offers new insight that explains why. Open for comment; Comment(s) posted.

Calculators for Women: When Identity Appeals Provoke Backlash

by Tami Kim, Kate Barasz, Leslie John, and Michael Norton

With calculators targeted to women and laundry products aimed at men, examples of identity-based labeling—or “identity appeals”—abound in advertising and marketing. Five studies show when and why such identity appeals backfire. Identity appeals may fail equally whether they evoke negative or just milder stereotypes.

Has the Glass Ceiling Been Broken (or at Least Cracked)?

by Sean Silverthorne

Harvard Business School researchers have been at the forefront of studies on gender discrimination for several decades. As International Women's Day 2019 approaches, here is what they've discovered so far. Open for comment; Comment(s) posted.

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; Comment(s) posted.

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.

Stereotypes and Belief Updating

by Katherine B. Coffman, Manuela Collis, and Leena Kulkarni

Increasing evidence demonstrates that stereotyped beliefs drive key economic decisions. This paper shows the significant role of self-stereotyping in predicting beliefs about one’s own ability. Stereotypes do not just affect beliefs about ability when information is scarce. In fact, stereotypes color the way information is incorporated into beliefs, perpetuating initial biases.

Women Receive Harsher Punishment at Work Than Men

by Michael Blanding

Women caught in misconduct were 20 percent more likely to be fired and 30 percent less likely to find new employment in the financial services industry, reports new research by Mark Egan and colleagues. Open for comment; Comment(s) posted.

When Harry Fired Sally: The Double Standard in Punishing Misconduct

by Mark Egan, Gregor Matvos, and Amit Seru

Despite committing misconduct less often and less severely than men, female advisers in the financial adviser industry face more severe punishment in the labor market, a finding strongly correlated with the gender composition of the managerial team. A similar punishment gap and mitigating factors affect ethnic minority men.

How Should Managers Deal with the Challenges of Building an Inclusive Workplace?

by James Heskett

SUMMING UP Few doubt the benefits of a diverse workplace. James Heskett's readers offer insights on the most effective management approaches to inclusion. Open for comment; Comment(s) posted.

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.