How to correct sex bias in a study. Assessing the original study.



How to correct sex bias in a study

How to correct sex bias in a study

ET Researchers say they have found an effective fix for gender discrimination in promotion and job assignments. Consider several candidates for a position at the same time rather than individually. Considering multiple candidates can curb gender bias in promotions, a study shows. Getty Images Scholars at Harvard's Kennedy School of Government and Harvard Business School found that people who evaluated candidates singly were highly influenced by the candidates' gender.

When various employees were considered for promotion at the same time, however, gender didn't affect assessments. The study involved male and female participants; played the role of candidates seeking new positions and the rest played the role of employers. The candidates were asked to do math or verbal tasks, activities that can trigger gender bias because "females are believed to be worse at math tasks and better at verbal tasks than males," the researchers said.

The employers subsequently were asked to choose which candidates were qualified to go on to a second round of aptitude tests. Some employers were presented with information about a single candidate. In these instances, employers were more likely to choose men for additional math tasks and women for verbal tasks, even if their first-round performances were weak. By contrast, when employers were presented with information about both a male and a female candidate together, their past performance, rather than gender, was the main factor in determining which additional tasks they would be asked to do.

Gender bias played a role in determining which positions men and women were deemed qualified for. Individual evaluations also seemed to lead to poor hiring decisions. A possible explanation is that when there is only one candidate in front of a manager, the employer's context is often what's in his or her own mind, which may have biases. But when candidates are evaluated in pairs or small groups, employers tend to compare them to each other and can focus more on performance.

You base your judgment on whatever comes to mind," says study co-author Iris Bohnet, a dean and professor of public policy at the Harvard Kennedy School, who also directs the school's Women and Public Policy Program.

The working paper, published on Harvard's website, was co-authored by Prof. Bazerman of Harvard Business School.

The scholars say that employers often evaluate candidates jointly for hiring decisions, but are less likely to do so for promotions and job assignments. Write to Rachel Emma Silverman at rachel.

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How to correct sex bias in a study

ET Researchers say they have found an effective fix for gender discrimination in promotion and job assignments. Consider several candidates for a position at the same time rather than individually.

Considering multiple candidates can curb gender bias in promotions, a study shows. Getty Images Scholars at Harvard's Kennedy School of Government and Harvard Business School found that people who evaluated candidates singly were highly influenced by the candidates' gender. When various employees were considered for promotion at the same time, however, gender didn't affect assessments.

The study involved male and female participants; played the role of candidates seeking new positions and the rest played the role of employers. The candidates were asked to do math or verbal tasks, activities that can trigger gender bias because "females are believed to be worse at math tasks and better at verbal tasks than males," the researchers said. The employers subsequently were asked to choose which candidates were qualified to go on to a second round of aptitude tests.

Some employers were presented with information about a single candidate. In these instances, employers were more likely to choose men for additional math tasks and women for verbal tasks, even if their first-round performances were weak.

By contrast, when employers were presented with information about both a male and a female candidate together, their past performance, rather than gender, was the main factor in determining which additional tasks they would be asked to do. Gender bias played a role in determining which positions men and women were deemed qualified for. Individual evaluations also seemed to lead to poor hiring decisions.

A possible explanation is that when there is only one candidate in front of a manager, the employer's context is often what's in his or her own mind, which may have biases. But when candidates are evaluated in pairs or small groups, employers tend to compare them to each other and can focus more on performance. You base your judgment on whatever comes to mind," says study co-author Iris Bohnet, a dean and professor of public policy at the Harvard Kennedy School, who also directs the school's Women and Public Policy Program.

The working paper, published on Harvard's website, was co-authored by Prof. Bazerman of Harvard Business School. The scholars say that employers often evaluate candidates jointly for hiring decisions, but are less likely to do so for promotions and job assignments. Write to Rachel Emma Silverman at rachel.

How to correct sex bias in a study

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