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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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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.

Celebrating 'The Men and Women of the Corporation' 40 Years Later

by Robin J. Ely

Rosabeth Moss Kanter’s Men and Women of the Corporation inspired and informed a generation of scholars studying gender, status, and power. Robin J. Ely interviews Kanter about her groundbreaking research and why it remains relevant today. Open for comment; Comment(s) posted.

Women Heart Patients Have Better Survival Odds with Women Doctors

by Rachel Layne

Roughly one in 66 women has a better chance of leaving the hospital alive if their doctor is also a woman, according to research by Laura Huang and colleagues. Open for comment; Comment(s) posted.

Kids of Working Moms Grow into Happy Adults

by Dina Gerdeman

In earlier research, Kathleen McGinn and colleagues discovered that adult kids of working moms are high achievers at work. Now it turns out they are happy, too. Open for comment; Comment(s) posted.

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; Comment(s) posted.

Sexual Harassment: What Employers Should Do Now

by Dina Gerdeman

Organizations are realizing they are not doing enough to stop the inappropriate behavior that can lead to an awkward office environment, lawsuits, and reputation damage. Open for comment; Comment(s) posted.

Black Business Leaders Series: Oprah’s Path to Authentic Leadership

Bill George traces Oprah Winfrey's growth from childhood, focusing on how and when she discovered her true voice and how that authenticity spurred her career success. Open for comment; Comment(s) posted.

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.

In the Wake of #MeToo, Should Corporate Boards Hire Compliance Officers?

by James Heskett

SUMMING UP—How can boards end sexual harassment in their organizations? James Heskett's readers propose remedies including this good first step: Put more women in leadership roles. Open for comment; Comment(s) posted.

How Does a Social Startup Decide to Commercialize? It May Depend on the Founder's Gender

by Carmen Nobel

How does the founder of a social venture decide to create a "hybrid" business rather than a traditional nonprofit organization? The decision has a lot to do with the founder’s gender, according to new research by Stefan Dimitriadis, Matthew Lee, Lakshmi Ramarajan, and Julie Battilana. Open for comment; Comment(s) posted.

Op-Ed: In Tackling #MeToo, Don’t Ignore Micro-Insults That Harm Women’s Careers

by Rosabeth Moss Kanter

The #MeToo movement is giving women power to speak out against sexual harassment, but Rosabeth Moss Kanter worries about less visible, but still harmful, "micro-insults" that undermine careers of women. Open for comment; Comment(s) posted.

Marry Rich, Poor Girl: Investigating the Effects of Sex Selection on Intrahousehold Outcomes in India

by Reshmaan Hussam

This study examines the unintended consequences in India of sex selection technology on the marriage market and the bargaining power of surviving women. It finds women in regions exposed to ultrasound face poorer matches and outcomes in marriage.

Op-Ed: Google Engineer Deserved to be Fired by the CEO

by Bill George

Was Google CEO Sundar Pichai right to fire engineer James Damore after his condemnation of the company's diversity initiatives? Of course, answers Bill George; treating colleagues as gender stereotypes rather than as individuals poisons the workplace. Open for comment; Comment(s) posted.

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; Comment(s) posted.

Class Matters: The Role of Social Class in High-Achieving Women's Career Narratives

by Judith A. Clair, Kathleen L. McGinn, Beth K. Humberd, and Rachel D. Arnett

This analysis of interviews with 40 female executives and entrepreneurs highlights five distinct types of career narratives that high-achieving women employ to explain their own career success. These narratives vary with the women’s family-of-origin social class. Among its contributions to practice, the study sheds light on the diversity of approaches possible in a successful career.