When Performance Trumps Gender Bias: Joint Versus Separate Evaluation
When Performance Trumps Gender Bias: Joint Versus Separate Evaluation
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DOI：
10.2139/ssrn.2087613
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发表时间：
2012-03
期刊：
影响因子：
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通讯作者：
I. Bohnet;Max H. Bazerman;Alexandra van Geen
中科院分区：
文献类型：
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作者：
I. Bohnet;Max H. Bazerman;Alexandra van Geen
我们研究了一种新的干预措施，以克服招聘、晋升和工作分配中的性别偏见：“评估推动，�？”其中，人们对他们未来的表现进行联合评估，而不是单独评估。评价人员在联合评价中比在单独评价中更注重个人表现，在单独评价中比在联合评价中更注重群体陈规定型观念，使联合评价成为金钱最大化的评价程序。我们的发现与信息处理的行为模型和行为决策研究中的系统1/系统2的区别是一致的，在行为决策研究中，人们有两种不同的思维模式，在特定条件下被激活。
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.