When Performance Trumps Gender Bias: Joint versus Separate Evaluation

Iris Bohnet, Alexandra van Geen and Max H. Bazerman
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Alexandra van Geen: Harvard University

Working Paper Series from Harvard University, John F. Kennedy School of Government

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.

JEL-codes: C91 D03 (search for similar items in EconPapers)
Date: 2012-03
New Economics Papers: this item is included in nep-dem, nep-exp, nep-hrm and nep-lab
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Citations: View citations in EconPapers (7)

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Persistent link: https://EconPapers.repec.org/RePEc:ecl:harjfk:rwp12-009

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