When Performance Trumps Gender Bias: Joint Versus Separate Evaluation

I Bohnet, Alexandra Geen, M H Bazerman

Research output: Contribution to journalArticleAcademicpeer-review

142 Citations (Scopus)

Abstract

Gender bias in the evaluation of job candidates has been demonstrated in business, government, and academia, yet little is known about how to overcome it. Blind evaluation procedures have been proven to significantly increase the likelihood that women musicians are chosen for orchestras, and they are employed by a few companies. We examine a new intervention to overcome gender bias 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 base their decisions on individual performance in joint than in separate evaluation and on group stereotypes in separate than in joint evaluation, making joint evaluation the profit-maximizing evaluation procedure. Our work is inspired by findings in behavioral decision research suggesting that people make more reasoned choices when examining options jointly rather than separately and is compatible with a behavioral model of information processing.
Original languageEnglish
Pages (from-to)1225-1234
Number of pages10
JournalManagement Science
Volume62
Issue number5
DOIs
Publication statusPublished - 2017

Fingerprint

Dive into the research topics of 'When Performance Trumps Gender Bias: Joint Versus Separate Evaluation'. Together they form a unique fingerprint.

Cite this