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    GenderRemove Gender →

    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.
    ← Page 2 of 116 Results →
    • 29 Oct 2020
    • Research & Ideas

    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.

    • 27 Oct 2020
    • Research & Ideas

    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.

    • 27 Jul 2020
    • Working Paper Summaries

    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.

    • 27 Apr 2020
    • Working Paper Summaries

    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.

    • 07 Feb 2020
    • Working Paper Summaries

    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.

    • 16 Dec 2019
    • Research & Ideas

    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.

    • 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.

    • 19 Nov 2019
    • Op-Ed

    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.

    • 13 Nov 2019
    • Working Paper Summaries

    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.

    • 17 Oct 2019
    • Research & Ideas

    ‘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; 0 Comments.

    • 18 Sep 2019
    • Working Paper Summaries

    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.

    • 14 May 2019
    • Working Paper Summaries

    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.

    • 02 Apr 2019
    • Research Event

    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; 0 Comments.

    • 20 Mar 2019
    • Research & Ideas

    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; 0 Comments.

    • 07 Mar 2019
    • Working Paper Summaries

    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.

    • 06 Mar 2019
    • Sharpening Your Skills

    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; 0 Comments.

    • 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.

    • 05 Feb 2019
    • Working Paper Summaries

    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.

    • 17 Dec 2018
    • Research & Ideas

    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; 0 Comments.

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