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When Performance Trumps Gender Bias: Joint Versus Separate Evaluation

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Primary RWP12-009-Bohnet.pdf (683.43 KB)

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2012

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10.1287/mnsc.2015.2186?journalCode=mnsc

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INFORMS
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Bohnet, Iris, Alexandra van Geen, and Max Bazerman. "When Performance Trumps Gender Bias: Joint Versus Separate Evaluation." Management Science 62, no. 5 (May 2016): 1225–1234.

Abstract

We examine a new intervention to overcome gender biases in hiring, promotion, and job assignments: an “evaluation nudge,” in which people are evaluated jointly rather than separately regarding their future performance. Evaluators are more likely to focus on individual performance in joint than in separate evaluation and on group stereotypes in separate than in joint evaluation, making joint evaluation the money-maximizing evaluation procedure. Our findings are compatible with a behavioral model of information processing and with the System 1/System 2 distinction in behavioral decision research where people have two distinct modes of thinking that are activated under certain conditions.

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MBG - Markets, Business, and Government, labor economics, race, ethnicity, gender and class, MLD - Management, Leadership, and Decision Sciences, Decision Science, Gender, Status, and Power, Individual Decisions, Group Decisions

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This article is made available under the terms and conditions applicable to Other Posted Material (LAA), as set forth at Terms of Service

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http://nrs.harvard.edu/urn-3:HUL.InstRepos:8506867

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HKS Women and Public Policy Program

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