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Publications

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      • Faculty Publications  (31)

      Gender Gap Remove Gender Gap →

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      The COVID Gender Gap: Why Fewer Women Are Dying
      According to a survey of citizens in eight countries, women are much more likely than men to view COVID-19 as a severe health problem. They are also...
      The COVID Gender Gap: Why Fewer Women Are Dying
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      • 2021
      • Book

      Glass Half-Broken: Shattering the Barriers That Still Hold Women Back at Work

      By: Colleen Ammerman and Boris Groysberg
      Why does the gender gap persist and how can we close it? For years women have made up the majority of college-educated workers in the United States. In 2019, the gap between the percentage of women and the percentage of men in the workforce was the smallest on record....  View Details
      Keywords: Women; Career; Gender Gap; Glass Ceiling; Gender; Employment; Personal Development and Career; Equality and Inequality; Organizational Culture; Diversity; Management; Strategy
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      Ammerman, Colleen, and Boris Groysberg. Glass Half-Broken: Shattering the Barriers That Still Hold Women Back at Work. Boston: Harvard Business Review Press, 2021.
      • July 2020
      • Teaching Plan

      Girls Who Code

      By: Brian Trelstad and Amy Klopfenstein
      This teaching plan serves as a supplement to HBS Case No. 320-055, “Girls Who Code.” Founded 2012 by former lawyer Reshma Saujani, Girls Who Code (GWC) offered coding education programs to middle- and high school-aged girls. The organization also sought to alter...  View Details
      Keywords: Communication; Communication Strategy; Spoken Communication; Interpersonal Communication; Demographics; Age; Gender; Education; Curriculum and Courses; Learning; Middle School Education; Secondary Education; Leadership Style; Leadership; Social Enterprise; Nonprofit Organizations; Social Psychology; Attitudes; Behavior; Cognition and Thinking; Prejudice and Bias; Power and Influence; Identity; Social and Collaborative Networks; Motivation and Incentives; Society; Civil Society or Community; Culture; Public Opinion; Social Issues; Technology; Software; Education Industry; Technology Industry; North and Central America; United States
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      Trelstad, Brian, and Amy Klopfenstein. "Girls Who Code." Harvard Business School Teaching Plan 321-010, July 2020.
      • Article

      The Impact of Penalties for Wrong Answers on the Gender Gap in Test Scores

      By: Katherine B. Coffman and David Klinowski
      Multiple-choice exams play a critical role in university admissions across the world. A key question is whether imposing penalties for wrong answers on these exams deters guessing from women more than men, disadvantaging female test-takers. We consider data from a...  View Details
      Keywords: Behavioral Economics; Standardized Testing; Gender; Higher Education; Prejudice and Bias
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      Coffman, Katherine B., and David Klinowski. "The Impact of Penalties for Wrong Answers on the Gender Gap in Test Scores." Proceedings of the National Academy of Sciences 117, no. 16 (April 21, 2020): 8794–8803.
      • March 2020
      • Case

      Girls Who Code

      By: Brian Trelstad, Amy Klopfenstein and Olivia Hull
      In 2012, Reshma Saujani founded Girls Who Code (GWC) with the mission of closing the technology (tech) industry’s gender gap. While GWC offered coding education programs to middle- and high-school-aged girls, the organization also sought to alter cultural stereotypes...  View Details
      Keywords: Coding; Gender Stereotypes; Technology; Gender; Education; Programs; Performance Effectiveness; Technology Industry; Information Technology Industry
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      Trelstad, Brian, Amy Klopfenstein, and Olivia Hull. "Girls Who Code." Harvard Business School Case 320-055, March 2020.
      • March 2020
      • Article

      Knowing When to Ask: The Cost of Leaning-in

      By: Christine L. Exley, Muriel Niederle and Lise Vesterlund
      Women's reluctance to negotiate is often used to explain the gender wage gap, popularizing the push for women to “lean-in" and negotiate more. Examining an environment where women achieve positive profits when they choose to negotiate, we find that increased...  View Details
      Keywords: Negotiations; Leaning-in; Selection; Negotiation Participants; Negotiation Style; Gender
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      Exley, Christine L., Muriel Niederle, and Lise Vesterlund. "Knowing When to Ask: The Cost of Leaning-in." Journal of Political Economy 128, no. 3 (March 2020): 816–854.
      • 2020
      • Working Paper

      The Old Boys' Club: Schmoozing and the Gender Gap

      By: Zoë B. Cullen and Ricardo Perez-Truglia
      Offices are social places. Employees and managers take coffee breaks together, go to lunch, hang out over drinks, and talk about family and hobbies. In this study, we provide evidence that employees’ social interactions with their managers can be advantageous for their...  View Details
      Keywords: Career; Promotions; Socialization; Networking; Gender; Personal Development and Career; Wages; Social and Collaborative Networks
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      Cullen, Zoë B., and Ricardo Perez-Truglia. "The Old Boys' Club: Schmoozing and the Gender Gap." Working Paper.
      • 2021
      • Working Paper

      When to Apply?

      By: Katherine B. Coffman, Manuela Collis and Leena Kulkarni
      Labor market outcomes depend, in part, upon an individual’s willingness to put herself forward for different opportunities. We use laboratory and field experiments to explore gender differences in willingness to apply for higher return, more challenging work. We find...  View Details
      Keywords: Beliefs; Gender; Information; Performance; Labor; Perception; Decision Making
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      Coffman, Katherine B., Manuela Collis, and Leena Kulkarni. "When to Apply?" Harvard Business School Working Paper, No. 20-062, November 2019. (Revised January 2021.)
      • 2019
      • Working Paper

      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...  View Details
      Keywords: Self-promotion; Performance Evaluation; Gender
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      Exley, Christine L., and Judd B. Kessler. "The Gender Gap in Self-Promotion." NBER Working Paper Series, No. 26345, October 2019. (Revised December 2019.)
      • September 2019
      • Article

      Household Matters: Revisiting the Returns to Capital Among Female Microentrepreneurs

      By: Arielle Bernhardt, Erica Field, Rohini Pande and Natalia Rigol
      Multiple field experiments report positive financial returns to capital shocks for male and not female microentrepreneurs. But these analyses overlook the fact that female entrepreneurs often reside with male entrepreneurs. Using data from experiments in India, Sri...  View Details
      Keywords: Capital Return; Entrepreneurship; Gender; Household; Capital
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      Bernhardt, Arielle, Erica Field, Rohini Pande, and Natalia Rigol. "Household Matters: Revisiting the Returns to Capital Among Female Microentrepreneurs." American Economic Review: Insights 1, no. 2 (September 2019): 141–160.
      • 2020
      • Working Paper

      Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship

      By: Sabrina T. Howell and Ramana Nanda
      We find that male participants in Harvard Business School’s New Venture Competition who were randomly exposed to more VC investors on their panel were substantially more likely to start a VC-backed startup post-graduation, indicating that access to investors impacts...  View Details
      Keywords: Networks; Information Frictions; Entrepreneurship; Gender; Venture Capital
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      Howell, Sabrina T., and Ramana Nanda. "Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship." Harvard Business School Working Paper, No. 19-105, April 2019. (Revised July 2020.)
      • 2020
      • Working Paper

      Equilibrium Effects of Pay Transparency in a Simple Labor Market

      By: Zoë B. Cullen and Bobak Pakzad-Hurson
      The public discourse around pay transparency has focused on the direct effect: how workers seek to rectify newly disclosed pay inequities through renegotiations. The question of how wage-setting, bargaining, and hiring practices change with higher transparency has...  View Details
      Keywords: Pay Transparency; Online Labor Market; Privacy; Wage Gap; Negotiation; Corporate Disclosure; Compensation and Benefits; Gender
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      Cullen, Zoë B., and Bobak Pakzad-Hurson. "Equilibrium Effects of Pay Transparency in a Simple Labor Market." Working Paper, April 2020. (Formerly two papers, "Equal Work for Unequal Pay" and "Is Pay Transparency Good?" Selected as Exemplary Applied Modeling Paper at EC '19. Reject and Resubmit at Econometrica.)
      • March 2019
      • Article

      Beliefs about Gender

      By: Pedro Bordalo, Katherine Baldiga Coffman, Nicola Gennaioli and Andrei Shleifer
      We conduct laboratory experiments that explore how gender stereotypes shape beliefs about ability of oneself and others in different categories of knowledge. The data reveal two patterns. First, men’s and women’s beliefs about both oneself and others exceed observed...  View Details
      Keywords: Performance Evaluation; Perspective; Prejudice and Bias; Gender
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      Bordalo, Pedro, Katherine Baldiga Coffman, Nicola Gennaioli, and Andrei Shleifer. "Beliefs about Gender." American Economic Review 109, no. 3 (March 2019): 739–773.
      • 2021
      • Working Paper

      Stereotypes and Belief Updating

      By: Katherine B. Coffman, Manuela Collis and Leena Kulkarni
      We explore how feedback shapes, and perpetuates, gender gaps in self-assessments. Participants in our experiments take tests of their ability across different domains. Absent feedback, beliefs of own ability are strongly influenced by gender stereotypes: holding own...  View Details
      Keywords: Beliefs; Stereotypes; Self-assessment; Gender; Prejudice and Bias; Information; Performance; Perception
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      Coffman, Katherine B., Manuela Collis, and Leena Kulkarni. "Stereotypes and Belief Updating." Harvard Business School Working Paper, No. 19-068, January 2019. (Revised January 2021.)
      • 2018
      • Working Paper

      When Harry Fired Sally: The Double Standard in Punishing Misconduct

      By: Mark Egan, Gregor Matvos and Amit Seru
      We examine gender differences in misconduct punishment in the financial advisory industry. We find evidence of a "gender punishment gap": following an incident of misconduct, female advisers are 20% more likely to lose their jobs and 30% less likely to find new jobs...  View Details
      Keywords: Financial Advisers; Brokers; Gender Discrimination; Consumer Finance; Financial Misconduct And Fraud; Finra; Financial Institutions; Employees; Crime and Corruption; Gender; Prejudice and Bias; Outcome or Result; Personal Finance; Financial Services Industry
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      Egan, Mark, Gregor Matvos, and Amit Seru. "When Harry Fired Sally: The Double Standard in Punishing Misconduct." Harvard Business School Working Paper, No. 19-047, October 2018. (Revise and Resubmit, Journal of Political Economy. NBER Working Paper Series, No. 23242, March 2017)
      • 2020
      • Working Paper

      The Salary Taboo: Privacy Norms and the Diffusion of Information

      By: Zoë B. Cullen and Ricardo Perez-Truglia
      The limited diffusion of salary information has implications for labor markets, such as wage discrimination policies and collective bargaining. Access to salary information is believed to be limited and unequal, but there is little direct evidence on the sources of...  View Details
      Keywords: Search Costs; Privacy; Norms; Compensation; Financial Industry; Field Experiment; Compensation and Benefits; Knowledge Dissemination; Societal Protocols
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      Cullen, Zoë B., and Ricardo Perez-Truglia. "The Salary Taboo: Privacy Norms and the Diffusion of Information." NBER Working Paper Series, No. 25145, October 2018. (Revised January 2020. Harvard Business School Working Paper, No. 20-057, November 2019)
      • September 2018 (Revised March 2019)
      • Background Note

      The Gender Gap In U.S. History

      By: Tom Nicholas and Sophie Kainen
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      Nicholas, Tom, and Sophie Kainen. "The Gender Gap In U.S. History." Harvard Business School Background Note 819-051, September 2018. (Revised March 2019.)
      • May–June 2018
      • Article

      What Most People Get Wrong about Men and Women: Research Shows the Sexes Aren't So Different

      By: Catherine H. Tinsley and Robin J. Ely
      Why have women failed to achieve parity with men in the workplace? Contrary to popular belief, it’s not because women prioritize their families over their careers, negotiate poorly, lack confidence, or are too risk averse. Meta-analyses of published studies show that...  View Details
      Keywords: Working Conditions; Gender; Equality and Inequality; Organizational Culture; Change Management
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      Tinsley, Catherine H., and Robin J. Ely. "What Most People Get Wrong about Men and Women: Research Shows the Sexes Aren't So Different." Harvard Business Review 96, no. 3 (May–June 2018): 114–121.
      • April 2018
      • Article

      We Ask Men to Win & Women Not to Lose: Closing the Gender Gap in Startup Funding

      By: Dana Kanze, Laura Huang, Mark Conley and E. Tory Higgins
      Male entrepreneurs are known to raise higher levels of funding than their female counterparts, but the underlying mechanism for this funding disparity remains contested. Drawing upon Regulatory Focus Theory, we propose that the gap originates with a gender bias in the...  View Details
      Keywords: Business Startups; Finance; Gender; Prejudice and Bias
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      Kanze, Dana, Laura Huang, Mark Conley, and E. Tory Higgins. "We Ask Men to Win & Women Not to Lose: Closing the Gender Gap in Startup Funding." Academy of Management Journal 61, no. 2 (April 2018): 586–614.
      • February 2018
      • Article

      Laboratory Evidence on the Effects of Sponsorship on the Competitive Preferences of Men and Women

      By: Nancy R. Baldiga and Katherine Baldiga Coffman
      Sponsorship programs have been proposed as one way to promote female advancement in competitive career fields. A sponsor is someone who advocates for a protégé, and in doing so, takes a stake in her success. We use a laboratory experiment to explore two channels...  View Details
      Keywords: Economics; Behavior And Behavioral Decision Making; Laboratory Experiment; Competition; Organizations; Gender; Behavior
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      Baldiga, Nancy R., and Katherine Baldiga Coffman. "Laboratory Evidence on the Effects of Sponsorship on the Competitive Preferences of Men and Women." Management Science 64, no. 2 (February 2018): 888–901.
      • 2016
      • Working Paper

      Experimental Evidence on Policies Aimed at Closing the Gender Gap in Willingness to Guess on Multiple-Choice Tests

      By: Katherine Baldiga Coffman
      Research has shown that women skip more questions than men on multiple-choice tests with penalties for wrong answers. We propose and test five policy changes aimed at eliminating this source of gender bias in test scores. Our data show that simply removing the penalty...  View Details
      Keywords: Competition; Behavior; Decision Choices and Conditions; Gender
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      Coffman, Katherine Baldiga. "Experimental Evidence on Policies Aimed at Closing the Gender Gap in Willingness to Guess on Multiple-Choice Tests." Working Paper, August 2016.
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      Are you looking for?

      The COVID Gender Gap: Why Fewer Women Are Dying
      According to a survey of citizens in eight countries, women are much more likely than men to view COVID-19 as a severe health problem. They are also...
      The COVID Gender Gap: Why Fewer Women Are Dying
      → Search All HBS Web
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