Research Grants 2017-18

/Research Grants 2017-18
Research Grants 2017-18 2017-09-14T17:00:17+00:00

Cutting edge research we support

Anne Bowers
Anne Bowers
Strategy

Gender and Awards in Financial Industries

For many professions, especially in finance, career progression and promotion relies heavily on awards and public recognition. Our project examines the role of gender in receiving awards, particularly the impact of pioneering women who receive awards as well as the impact of gender/role typical behavior.
Nicole Cohen
School of Information, U of T
Dynamics of Gender and Race in Canadian Journalism Industries is an interview-based project that investigates the challenges and opportunities facing women and women of colour in the expanding digital journalism industry, with an aim to increase meaningful and equitable participation of women and women of colour in journalism in Canada.
Laura Derksen
Laura Derksen
Strategy

Barriers to Reporting Sexual Harassment and Assault

Sexual harassment and assault are under reported in academic and professional environments, and organizations often lack evidence-based reporting policy. We use a randomized experiment, among university students, to test innovative reporting tools that make reporting easier and increase credibility by matching students who report the same offender; these tools are designed to encourage reporting and deter perpetrators.
Sonia Kang & Chong He
OBHRM & PhD, OBHRM

Shifting Stereotypes to Improve Leadership Aspiration and Self‐Efficacy among Female Leaders

In this project, we aim to develop a novel and impactful intervention for reducing barriers to leadership among women in a way that minimizes backlash and negative spillover effects. By changing the framing of the leadership role to include more traditionally feminine attributes, we hope to increase the perceived compatibility between the female gender role and the leader role and to increase leadership aspiration and leadership self‐efficacy among women.
Avni Shah & Amber Holden
Marketing & PhD, OBHRM

Playing the Inside Game versus the Outside Offer Game: How Men and Women Respond to Workplace Successes and Failures May Drive the Gender Pay Gap

It is well known that there is a gender pay gap; women receive less pay than men for doing the same work in the same positions. We propose that this discrepancy may be partially driven by differences in the way women and men respond to successes and failures in the workplace. More specifically, we propose that women may respond to losing out on a promotion by increasing their commitment inside the workplace (i.e., increasing organizational citizenship behaviours) while men, in contrast, may be more likely to increase their utility to the organization by searching for a higher paying outside offer (subsequently leading the employer to match the offer, creating this pay gap).
Daehyun Kim
Accounting

Adding More Women to Corporate Boards: The Impact on Boards’ Advisory Effectiveness

We ask whether adding more women directors to corporate boards affects the boards’ advisory effectiveness, by measuring women directors’ incremental expertise contribution. By providing empirical evidence on the current, world-wide debate on female director quotas, this study could yield crucial policy implications.
Hadiya Roderique
PhD, OBHRM

Race, Gender and Agency in Leadership: An Examination of Intersectional Identities and Agentic Penalties

This research project will examine the effect of different agentic, leadership behaviors on evaluations of Black and White women leaders. I predict that unlike their White counterparts, Black women will be protected from agentic penalties where the described behavior aligns with stereotypes associated with their race and gender.
Mikhail Simutin
Finance

Impact on the gender pay gap of CEO exposure to gender imbalance during formative years

This project will explore the impact of formative years of CEOs on the gender gap in corporate offices that they manage. Specifically, it will assess the role of demographic characteristics of the area where the CEO grew up, his or her education and family background on the gender pay gap among corporate officers, capital allocation to and promotions of male and female managers, and other aspects of differential treatment of men and women.
András Tilcsik
Strategy

Scaling Up Gender Equality (how different ratings scales shape outcomes by gender)

This project explores how different rating scales (e.g., 1 to 5 versus 1 to 10) magnify or attenuate differences in scores given to men and women in evaluations. By revealing which types of scales can reduce gender bias, our research has the potential to illuminate concrete interventions to reduce bias and advance women’s careers.

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Cutting edge research we support

Anne Bowers
Anne Bowers
Strategy

Gender and Awards in Financial Industries

For many professions, especially in finance, career progression and promotion relies heavily on awards and public recognition. Our project examines the role of gender in receiving awards, particularly the impact of pioneering women who receive awards as well as the impact of gender/role typical behavior.
Nicole Cohen
School of Information, U of T
Dynamics of Gender and Race in Canadian Journalism Industries is an interview-based project that investigates the challenges and opportunities facing women and women of colour in the expanding digital journalism industry, with an aim to increase meaningful and equitable participation of women and women of colour in journalism in Canada.
Laura Derksen
Laura Derksen
Strategy

Barriers to Reporting Sexual Harassment and Assault

Sexual harassment and assault are under reported in academic and professional environments, and organizations often lack evidence-based reporting policy. We use a randomized experiment, among university students, to test innovative reporting tools that make reporting easier and increase credibility by matching students who report the same offender; these tools are designed to encourage reporting and deter perpetrators.
Sonia Kang & Chong He
OBHRM & PhD, OBHRM

Shifting Stereotypes to Improve Leadership Aspiration and Self‐Efficacy among Female Leaders

In this project, we aim to develop a novel and impactful intervention for reducing barriers to leadership among women in a way that minimizes backlash and negative spillover effects. By changing the framing of the leadership role to include more traditionally feminine attributes, we hope to increase the perceived compatibility between the female gender role and the leader role and to increase leadership aspiration and leadership self‐efficacy among women.
Avni Shah & Amber Holden
Marketing & PhD, OBHRM

Playing the Inside Game versus the Outside Offer Game: How Men and Women Respond to Workplace Successes and Failures May Drive the Gender Pay Gap

It is well known that there is a gender pay gap; women receive less pay than men for doing the same work in the same positions. We propose that this discrepancy may be partially driven by differences in the way women and men respond to successes and failures in the workplace. More specifically, we propose that women may respond to losing out on a promotion by increasing their commitment inside the workplace (i.e., increasing organizational citizenship behaviours) while men, in contrast, may be more likely to increase their utility to the organization by searching for a higher paying outside offer (subsequently leading the employer to match the offer, creating this pay gap).
Daehyun Kim
Accounting

Adding More Women to Corporate Boards: The Impact on Boards’ Advisory Effectiveness

We ask whether adding more women directors to corporate boards affects the boards’ advisory effectiveness, by measuring women directors’ incremental expertise contribution. By providing empirical evidence on the current, world-wide debate on female director quotas, this study could yield crucial policy implications.
Hadiya Roderique
PhD, OBHRM

Race, Gender and Agency in Leadership: An Examination of Intersectional Identities and Agentic Penalties

This research project will examine the effect of different agentic, leadership behaviors on evaluations of Black and White women leaders. I predict that unlike their White counterparts, Black women will be protected from agentic penalties where the described behavior aligns with stereotypes associated with their race and gender.
Mikhail Simutin
Finance

Impact on the gender pay gap of CEO exposure to gender imbalance during formative years

This project will explore the impact of formative years of CEOs on the gender gap in corporate offices that they manage. Specifically, it will assess the role of demographic characteristics of the area where the CEO grew up, his or her education and family background on the gender pay gap among corporate officers, capital allocation to and promotions of male and female managers, and other aspects of differential treatment of men and women.
András Tilcsik
Strategy

Scaling Up Gender Equality (how different ratings scales shape outcomes by gender)

This project explores how different rating scales (e.g., 1 to 5 versus 1 to 10) magnify or attenuate differences in scores given to men and women in evaluations. By revealing which types of scales can reduce gender bias, our research has the potential to illuminate concrete interventions to reduce bias and advance women’s careers.

We’re talking about

Newsletter

Sign up to our email newsletter to receive information about research, events and education.

Recent Tweets