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- 2023
- Working Paper
Setting Gendered Expectations? Recruiter Outreach Bias in Online Tech Training Programs
By: Jacqueline N. Lane, Karim R. Lakhani and Roberto Fernandez
Competence development in digital technologies, analytics, and artificial intelligence is increasingly important to all types of organizations and their workforce. Universities and corporations are investing heavily in developing training programs, at all tenure...
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- February 13, 2023
- Editorial
The Secret Tax on Women’s Time
By: Lauren C. Howe, Lindsay B. Howe and Ashley V. Whillans
When studies revealed the so-called pink tax, showing in 2015 that personal hygiene products “for her” cost 13% more than similar products for men, it caused outrage and action. The irony that women, despite generally having fewer financial resources than men, are...
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- 2022
- Working Paper
The Gender Minority Gaps in Confidence and Self-Evaluations
By: Billur Aksoy, Christine L. Exley and Judd B. Kessler
An increasing share of the population identifies as something other than male or female. Yet, we know very little about the economic preferences and beliefs of gender minorities. In this paper, we document a “gender minority gap” in confidence and in self-evaluations....
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- August 2022
- Article
The Gender Gap in Self-Promotion
By: Christine L. Exley and Judd B. Kessler
In applications, interviews, performance reviews, and many other environments, individuals are explicitly asked or implicitly invited to assess their own performance. In a series of experiments, we find that women rate their performance less favorably than equally...
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- 2022
- Working Paper
ESG Performance and Voluntary ESG Disclosure: Mind the (Gender Pay) Gap
By: June Huang and Shirley Lu
We study if firms with better ESG performance are more likely to provide voluntary ESG disclosure, an assumption embedded in many ESG ratings. We focus on gender diversity and proxy for performance using a firm's gender pay gap ("GPG") disclosed under a UK disclosure...
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- April 2022
- Teaching Note
Gender Equality in Business: 100 Years of Progress?
By: Boris Groysberg and Colleen Ammerman
Teaching Note for HBS Case No. 422-066, "Gender Equality in Business: 100 Years of Progress?" The case traces the history of women in management from the early 20th to early 21st century through analysis of Harvard Business Review's coverage of women and gender. The...
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- April 2022
- Case
Gender Equality in Business: 100 Years of Progress?
By: Boris Groysberg and Colleen Ammerman
"Gender Equality in Business: 100 Years of Progress?" traces the history of women in management from the early 20th to early 21st century through analysis of Harvard Business Review's coverage of women and gender. The case identifies six distinct phases in the...
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- March 2022
- Teaching Note
Inclusive Innovation at Mass General Brigham
By: Katherine Coffman and Olivia Hull
Teaching Note for HBS Case No. 921-006, “Inclusive Innovation at Mass General Brigham." This case invites students to explore the individual and structural factors that lead to an under-representation of women in male-dominated domains, and to think critically about...
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- Article
When Seeking Help, Women and Racial/Ethnic Minorities Benefit from Explicitly Stating Their Identity
By: Erika L. Kirgios, Aneesh Rai, Edward H. Chang and Katherine L. Milkman
Receiving help can make or break a career, but women and racial/ethnic minorities do not always receive the support they seek. Across two audit experiments—one with politicians and another with students—as well as an online experiment (total n = 5,145), we test whether...
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- 11 Feb 2022
- Lecture
Explaining the Persistence of Gender Inequality: The Work-Family Narrative as a Social Defense Against the 24/7 Work Culture
By: Irene Padavic and Robin J. Ely
Are women’s family responsibilities the reason for their stalled advancement?
Conventional wisdom says “yes.” But is it true? When companies create solutions to address work-life conflict instead of rethinking the 24/7 work culture, they find their... View Details
Conventional wisdom says “yes.” But is it true? When companies create solutions to address work-life conflict instead of rethinking the 24/7 work culture, they find their... View Details
- Article
Scandal, Social Movement, and Change: Evidence from #MeToo in Hollywood
By: Hong Luo and Laurina Zhang
Social movements have the potential to effect change in firm decision-making. In this paper, we examine whether the #MeToo movement, spurred by the Harvey Weinstein scandal, led to changes in the likelihood of Hollywood producers working with female writers on new...
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- 2021
- Working Paper
Racial Inequality in Organizations: A Systems Psychodynamic Perspective
By: Sanaz Mobasseri, William Kahn and Robin Ely
This paper uses systems psychodynamic concepts to develop a theory about the persistence of racial inequality in U.S. companies, treating White men as the dominant group and Black people as an illustrative subordinate group. We theorize that this persistence is rooted...
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- November 2021
- Teaching Note
Glass-Shattering Leaders
By: Boris Groysberg and Colleen Ammerman
Teaching Notes for HBS Case Nos. 421-070, 421-071, 421-072, 421-073, 421-074, and 421-075.
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- September 2021
- Comment
Commentary on ‘2019 Academic Marketing Climate Survey: Motivation, Results and Recommendations', by Jeff Galak and Barbara E. Kahn
By: John A. Deighton
This paper reflects on the conclusions of a survey by Galak and Kahn on the climate experienced by faculty of all genders and ethnicities in the marketing departments of US business schools.
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- Fall 2021
- Article
Job-Hopping Toward Equity: Changing Employers Can Help Narrow the Gender Gap in Executive Compensation
By: Boris Groysberg, Paul M. Healy and Eric Lin
Changing employers has been linked to larger pay increases for executives and managers. Although survey-based studies suggest that men gain more than women, an analysis of more than 2,000 job moves found that executive women are commanding bigger increases than men...
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- September 2021
- Article
Shaking Things Up: Disruptive Events and Inequality
By: Letian Zhang
This paper develops a theory of how disruptive events could reduce racial and gender inequality in organizations. Despite pressure from regulators and advocates, racial and gender inequality in the workplace remains high. I theorize that because such inequality is...
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- May 2021
- Case
Inclusive Innovation at Mass General Brigham
By: Katherine Baldiga Coffman and Olivia Hull
Massachusetts General Brigham (MGB) Chief Innovation Officer Christopher Coburn had overseen a period of exciting transformation and growth in healthcare innovation at MGB. In November 2019, the health system was the largest recipient of National Institutes of Health...
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Keywords:
Inclusion;
Innovation;
Invention;
Gender;
Business Startups;
Investment Funds;
Private Equity;
Health Care and Treatment;
Innovation Strategy;
Technological Innovation;
Intellectual Property;
Copyright;
Patents;
Research;
Research and Development;
Diversification;
Technology;
Health Industry;
Massachusetts;
Boston
- May 19, 2021
- Article
Measuring the Impact of #MeToo on Gender Equity in Hollywood
By: Hong Luo and Laurina Zhang
The #MeToo movement has brought issues of sexual harassment and gender inequities to the forefront around the world. But how much of a tangible impact has it had on the experiences of women in the workplace? In this piece, the authors discuss their research that...
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- 2022
- Working Paper
Gender Inequality and the Direction of Ideas: Evidence from the Weinstein Scandal and #MeToo
By: Hong Luo and Laurina Zhang
How do the Harvey Weinstein scandal and #MeToo affect women’s likelihood of working
in male-dominated domains and the types of ideas developed in Hollywood? To discern these
events’ impact, we exploit the variation in whether a producer previously collaborated with...
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- April 2021
- Case
Glass-Shattering Leaders: Ros Atkins
By: Boris Groysberg and Colleen Ammerman
Ros Atkins launched the 50:50 Project on a BBC news program he anchored, deciding with his team to start tracking the gender of the contributors and experts featured on the show. Before long, it was clear that monitoring the data led to increased awareness of a gender...
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