Journal ArticleDOI
Inside the Black Box of Organizational Life: The Gendered Language of Performance Assessment:
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In this paper, the authors implement formalized procedures to eliminate the biasing effects of gender and other characteristics on evaluations, and show that managers play a key role in eliminating gender bias.Abstract:
Organizations implement formalized procedures to eliminate the biasing effects of gender and other characteristics on evaluations. Prior work shows managers play a key role, but researchers have be...read more
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Constructed Criteria. Redefining Merit to Justify Discrimination
TL;DR: In this article, the authors present an account of job discrimination according to which people redefine merit in a manner congenial to the idiosyncratic credentials of individual applicants from desired groups.
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Uncovering Latent Biases in Text: Method and Application to Peer Review
Emaad Manzoor,Nihar B. Shah +1 more
TL;DR: A novel framework to quantify bias in text caused by the visibility of subgroup membership indicators and shows evidence of biases in the review ratings that serves as "ground truth", and shows that the proposed framework accurately detects these biases from the review text without having access to the review Ratings.
Journal ArticleDOI
Who Gets the Benefit of the Doubt? Performance Evaluations, Medical Errors, and the Production of Gender Inequality in Emergency Medical Education:
Alexandra Brewer,Melissa Osborne,Anna S. Mueller,Daniel M. O'Connor,Arjun Dayal,Vineet M. Arora +5 more
TL;DR: In this article, women continue to face barriers to success in professions, especially male-dominated ones, despite often outperforming men in similar subjects during schooling, and they draw on r...
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Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language
TL;DR: The authors show that hiring women into leadership positions is associated with organizations characterizing women in more leadership-congruent, agentic ways, which mitigates a critical barrier to women's progression in organizations and society: the incongruence of what it means to be a woman and a leader.
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Gender-oriented statistical discrimination: Aggregate fertility, economic sector, and earnings among young Chinese workers
Jia Wang,Raymond Sin-Kwok Wong +1 more
TL;DR: Wang et al. as mentioned in this paper examined the association between period age-specific fertility rate (ASFR), as a proxy for the likelihood of women taking maternity leave, and the earnings of young working women and men, as well as its variation across economic sectors.
References
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Book
Sensemaking in organizations
TL;DR: The Nature of Sensemaking Seven properties of sensemaking Sensemaking in Organizations Occasions for Sensemaking The Substance of Sense-making Belief-Driven Processes of Sense Making Action-driven Processes on Sensemaking.
Journal ArticleDOI
Science faculty’s subtle gender biases favor male students
TL;DR: In a randomized double-blind study, science faculty from research-intensive universities rated the application materials of a student as significantly more competent and hireable than the (identical) female applicant, and preexisting subtle bias against women played a moderating role.
Journal ArticleDOI
Getting a Job : Is There a Motherhood Penalty?
TL;DR: This article found that mothers were penalized on a host of measures, including perceived competence and recommended starting salary, while men were not penalized for, and sometimes benefited from, being a parent.
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Unpacking the Gender System A Theoretical Perspective on Gender Beliefs and Social Relations
TL;DR: According to as discussed by the authors, widely shared, hegemonic cultural beliefs about gender and their impact in what the authors call "social relational" contexts are among the core components that maintain and change the gender system.
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Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
TL;DR: This paper conducted a systematic analysis of three broad approaches to promote diversity in the private-sector: diversity training, diversity evaluation, and reducing social isolation of women and minority workers, and found that efforts to moderate managerial bias through diversity training and diversity evaluations are least effective at increasing white women, black women, and black men in management.