Home > business and economics, Harvard University, labor, management, psychology and sociology > When Performance Trumps Gender Bias: Joint versus Separate Evaluation

When Performance Trumps Gender Bias: Joint versus Separate Evaluation

June 22, 2012

When Performance Trumps Gender Bias: Joint versus Separate Evaluation (PDF)
Source: Harvard Business School Working Papers

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.

About these ads
Categories: business and economics, Harvard University, labor, management, psychology and sociology
Follow

Get every new post delivered to your Inbox.

Join 487 other followers

%d bloggers like this: