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References for Eliminating discrimination in hiring isn’t enough
Further reading
Key references
- Dyer, J., Farley, S., Kanani, S., Matthews, P., Palermo, A., Thorley, C., Townsend, A.Exploring the Workplace for LGBT+ Physical Scientists, 2019.
Key reference:［1］
- Bertrand, M., Mullainathan, S. "Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination"American Economic Review94:4 (2004): 991–1013.
Key reference:[2]
- Weichselbaumer, D. "Testing for discrimination against lesbians of different marital status: A field experiment"Industrial Relations: A Journal of Economy and Society54:1 (2015): 131–161.
Key reference:[3]
- Böckerman, P., Ilmakunnas, P. "Job disamenities, job satisfaction, quit intentions, and actual separations: Putting the pieces together"Industrial Relations: A Journal of Economy and Society48:1 (2009): 73–96.
Key reference:[4]
- Blau, F. D., DeVaro, J. "New evidence on gender differences in promotion rates: An empirical analysis of a sample of new hires"Industrial Relations: A Journal of Economy and Society46:3 (2007): 511–550.
Key reference:[5]
- Sarsons, H., Gërxhani, K., Reuben, E., Schram, A. "Gender differences in recognition for group work"Journal of Political Economy129:1 (2021): 101–147.
Key reference:[6]
- Elvira, M., Town, R. "The effects of race and worker productivity on performance evaluations"Industrial Relations: A Journal of Economy and Society40:4 (2001): 571–590.
Key reference:[7]
- Babcock, L., Recalde, M. P., Vesterlund, L., Weingart, L. "Gender differences in accepting and receiving requests for tasks with low promotability"American Economic Review107:3 (2017): 714–747.
Key reference:[8]
- Mengel, F. "Gender differences in networking"The Economic Journal130:630 (2020): 1842–1873.
Key reference:[9]
- Lalanne, M., Seabright, P.The Old Boy Network: The Impact of Professional Networks on Remuneration in Top Executive JobsSAFE Working Paper No.123, 2016.
Key reference:[10]
- Glover, D., Pallais, A., Pariente, W. "Discrimination as a self-fulfilling prophecy: Evidence from French grocery stores"The Quarterly Journal of Economics132:3 (2017): 1219–1260.
Key reference:[11]
- Alston, M., Darity, W. A., Eckel, C. C., McNeil, L., Sharpe, R. "The effect of stereotypes on black college test scores at a historically black university"Journal of Economic Behavior & Organization194 (2022): 408–424.
Key reference:[12]
- 卡莱弗,驽马,F。,凯利,E。“最佳实践啊r best guesses? Assessing the efficacy of corporate affirmative action and diversity policies"American Sociological Review71:4 (2006): 589–617.
Key reference:[13]
- Dyer, J., Farley, S., Kanani, S., Matthews, P., Palermo, A., Thorley, C., Townsend, A.Exploring the Workplace for LGBT+ Physical Scientists, 2019.
Additional References
- Arceo-Gomez, E. O., Campos-Vazquez, R. M. "Race and marriage in the labor market: A discrimination correspondence study in a developing country"American Economic Review104:5 (2014): 376–380.
- Athey, S., Avery, C., Zemsky, P. "Mentoring and diversity"American Economic Review90:4 (2000): 765–786.
- Bagues, M., Sylos-Labini, M., Zinovyeva, N. "Does the gender composition of scientific committees matter?"American Economic Review107:4 (2017): 1207–1238.
- Bohnet, I., Van Geen, A., Bazerman, M. "When performance trumps gender bias: Joint vs. separate evaluation"Management Science62:5 (2016): 1225–1234.
- Bordalo, P., Coffman, K., Gennaioli, N., Shleifer, A. "Beliefs about gender"American Economic Review109:3 (2019): 739–773.
- Boring, A. "Gender biases in student evaluations of teaching"Journal of Public Economics145 (2017): 27–41.
- Cassidy, H., DeVaro, J., Kauhanen, A. "Promotion signaling, gender, and turnover: New theory and evidence"Journal of Economic Behavior & Organization126 (2016): 140–166.
- Chan, C. K., Anteby, M. "Task segregation as a mechanism for within-job inequality: Women and men of the transportation security administration"Administrative Science Quarterly61:2 (2016): 184–216.
- Chang, E. H., Milkman, K. L., Gromet, D. M., Rebele, R. W., Massey, C., Duckworth, A. L., Grant, A. M. "The mixed effects of online diversity training"Proceedings of the National Academy of Sciences116:16 (2019): 7778–7783.
- Clark, A. E. "What really matters in a job? Hedonic measurement using quit data"Labour Economics8:2 (2001): 223–242.
- Flabbi, L., Macis, M., Moro, A., Schivardi, F. "Do female executives make a difference? The impact of female leadership on gender gaps and firm performance"The Economic Journal129:622 (2019): 2390–2423.
- Flory, J. A., Leibbrandt, A., Rott, C., Stoddard, O. "Increasing workplace diversity: Evidence from a recruiting experiment at a Fortune 500 company"Journal of Human Resources56:1 (2021): 73–92.
- Ganguli, I., Hausmann, R., Viarengo, M. "Gender differences in professional career dynamics: New evidence from a global law firm"Economica88:349 (2021): 105–128.
- Hengel, E. "Publishing while female: Are women held to higher standards? Evidence from peer review"The Economic Journal132:648 (2022): 2951–2991.
- Krawczyk, M., Smyk, M. "Author's gender affects rating of academic articles: Evidence from an incentivized, deception-free laboratory experiment"European Economic Review90 (2016): 326–335.
- McKay, P. F., Avery, D. R., Tonidandel, S., Morris, M. A., Hernandez, M., Hebl, M. R. "Racial differences in employee retention: Are diversity climate perceptions the key?"Personnel Psychology60:1 (2007): 35–62.
- Hom, P. W., Roberson, L., Ellis, A. D. "Challenging conventional wisdom about who quits: Revelations from corporate America"Journal of Applied Psychology93:1 (2008): 1–34.
- Shields, M. A., Price, S. W. "Racial harassment, job satisfaction and intentions to quit: Evidence from the British nursing profession"Economica69:274 (2002): 295–326.
- Steele, C. M., Aronson, J. "Stereotype threat and the intellectual test performance of African Americans"Journal of Personality and Social Psychology69:5 (1995): 797–811.