Changing Institutions to Mitigate Gender Leadership Gaps: Power of Defaults

该项目旨在通过调查一种简单而新颖的体制变革来提高组织的多样性，这种变革可以增加妇女参与领导。这涉及到改变用于领导人选择的默认机制，从选择加入机制改为选择退出机制。该项目预计将通过展示适当的默认选择如何减少劳动力市场的差距和不平等，在多样性和包容性领域产生新的知识。预期成果包括了解性别默认效应的短期和长期机制，这将有助于确定可以扩大的适当干预措施。所获得的见解应通过改善工作场所的多样性和生产力来提供显著的好处。

This project aims to improve diversity in organisations by investigating a simple yet novel institutional change that can increase women’s participation in leadership. This involves a change in the default used for leadership selection, from an opt-in to an opt-out mechanism. This project expects to generate new knowledge in the area of diversity and inclusion by showing how appropriate choice of defaults can reduce labour market gaps and inequality. Expected outcomes include understanding mechanisms underlying the gender default effect both in the short and long run which will help identify appropriate interventions that can be scaled up. Insights gained should provide significant benefits by improving workplace diversity and productivity.