2-page summaries for practitioners of cutting-edge research articles published recently in academic journals
This study looks at how LGBT employees encounter inequality in their day-to-day workplace experiences from an intersectional lens. It suggests that organizations need to do more than implement LGBT-inclusive policies.
Drawing on ethnographic research with low income working women from rural India, this brief examines how women's paid work outside the home is often contingent on the availability of household members' willingness to help free up women’s time by taking up some of their domestic responsibilities
A look at how gender norms have influenced men's ranking compared to women, in masculinized tech workplaces.
Although black and white job seekers use their social networks to find jobs at similar rates, black job seekers are less likely to receive a job offer through their networks. This study looks at why the networks of black job seekers may be less effective in producing jobs.
Online diversity training is an emerging tool among organizations today. Although intended to change attitudes towards bias, this study examines how employees who were relatively less supportive of women, demonstrate attitudinal change, but not behavioural change.
There is a common perception that employees with families are less committed to their work than single, childless employees. This study looks at how single, childless workers in fact report lower absorption in their work than those with other family structures.
This study indicates that due to social identity threat, women engineers experience mental exhaustion at a much higher rate than men engineers.
This experimental study demonstrates that women are penalized in terms of advancement opportunities when they self-report sexual harassment, due to the perception that these women are violating social norms.
Researchers discover that during venture capitalist question and answer sessions investors are more likely to ask promotion questions to men entrepreneurs and prevention questions to women entrepreneurs, impacting funding allocation.
Evidence from this study suggests that the structure of performance evaluations can considerably affect how men and women are evaluated, and consequently, how they are rewarded.
