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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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Lack of Female Scientists Means Fewer Medical Treatments for Women

by Kristen Senz

Women scientists are more likely to develop treatments for women, but many of their ideas never become inventions, research by Rembrand Koning says. What would it take to make innovation more equitable? Open for comment; 0 Comments.

How Women Can Learn from Even Biased Feedback

by Francesca Gino

Gender bias often taints performance reviews, but applying three principles can help women gain meaningful insights, says Francesca Gino. Open for comment; 0 Comments.

One More Way the Startup World Hampers Women Entrepreneurs

by Michael Blanding

Early feedback is essential to launching new products, but women entrepreneurs are more likely to receive input from men. Research by Rembrand Koning, Ramana Nanda, and Ruiqing Cao. Open for comment; 0 Comments.

Are Employers Ready for a Flood of 'New' Talent Seeking Work?

by James Heskett

Many people, particularly women, will be returning to the workforce as the COVID-19 pandemic wanes. What will companies need to do to harness the talent wave? asks James Heskett. Open for comment; 0 Comments.

Who Has Potential? For Many White Men, It’s Often Other White Men

by Dina Gerdeman

Companies struggling to build diverse, inclusive workplaces need to break the cycle of “sameness” that prevents some employees from getting an equal shot at succeeding, says Robin Ely. Open for comment; 0 Comments.

How Four Women Made Miami More Equitable for Startups

by Carolyn DiPaolo

A case study by Rosabeth Moss Kanter examines what it takes to break gender barriers and build thriving businesses in an emerging startup hub. Open for comment; 0 Comments.

How Inclusive Managers Create Glass-Shattering Organizations

by Kristen Senz

Gender equity offers a new source of competitive advantage. In Glass Half-Broken, Colleen Ammerman and Boris Groysberg provide advice for companies working toward parity. Open for comment; 0 Comments.

Salary Negotiations: A Catch-22 for Women

by Kristen Senz

Too assertive or too nice? New research from Julian Zlatev probes the lose-lose dynamics that penalize women in negotiations and perpetuate gender inequity. Open for comment; 0 Comments.

Has #MeToo Changed How Hollywood Hires?

by Rachel Layne

Sexual abuse allegations against Harvey Weinstein united women in the film industry. But has the message of the #MeToo movement reached men? Research by Hong Luo and colleague. Open for comment; 0 Comments.

Biased Sampling of Early Users and the Direction of Startup Innovation

by Ruiqing Cao, Rembrand Koning, and Ramana Nanda

New ventures catering to female customers should be aware that the underrepresentation of women among early users on digital platforms can reduce the venture’s growth and chances of survival. As a result of gaining fewer early users, these ventures reduce future product development and are less likely to raise VC funding.

The Challenges of Commercializing Fertility

Re: Debora L. Spar

Entrepreneur Christy Jones wants to create a venture to help women preserve their eggs and postpone motherhood. But what would an egg-freezing service sell—and to whom? Debora Spar discusses the challenges of commercializing fertility in a new case study. Open for comment; 0 Comments.

The COVID Gender Gap: Why Fewer Women Are Dying

by Dina Gerdeman

To promote the greatest safety, public health officials should target their pandemic messaging to men differently than to women. Research by Vincent Pons and colleagues. Open for comment; 0 Comments.

Can Being the ‘Token’ Give Women and Minorities a Competitive Edge?

by Danielle Kost

Underrepresented professionals are more likely to choose predominantly male or white workgroups if it helps their ideas stand out, according to research by Edward H. Chang and colleagues. Open for comment; 0 Comments.

Gender Inequality in Research Productivity During the COVID-19 Pandemic

by Ruomeng Cui, Hao Ding, and Feng Zhu

Analysis of data from the largest open-access repositories for social science in the world finds that female researchers’ productivity significantly dropped relative to that of male researchers as a result of the lockdown in the United States.

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; 0 Comments.

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; 0 Comments.

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.