Reference Guide

Faculty Hiring References

¹Hirshfield, L. E., & Joseph, T. D. (2012). ‘We need a woman, we need a black woman’: Gender, race, and identity taxation in the academy. Gender and Education, 24(2), 213-227.

^2aLockwood, P. (2006). “Someone like me can be successful”: Do college students need same-gender role models?. Psychology of Women Quarterly, 30(1), 36-46.

^2bO’Brien, L. T., Bart, H. L., & Garcia, D. M. (2020). Why are there so few ethnic minorities in ecology and evolutionary biology? Challenges to inclusion and the role of sense of belonging. Social Psychology of Education, 1-29.

^2cFairlie, R. W., Hoffmann, F., & Oreopoulos, P. (2014). A community college instructor like me: Race and ethnicity interactions in the classroom. American Economic Review, 104(8), 2567-91.

³Drury, B. J., Siy, J. O., & Cheryan, S. (2011). When do female role models benefit women? The importance of differentiating recruitment from retention in STEM. Psychological Inquiry, 22(4), 265-269.

^4aMarx, D. M., & Roman, J. S. (2002). Female role models: Protecting women’s math test performance. Personality and Social Psychology Bulletin, 28(9), 1183-1193.

^4bStout, J. G., Dasgupta, N., Hunsinger, M., & McManus, M. A. (2011). STEMing the tide: using ingroup experts to inoculate women's self-concept in science, technology, engineering, and mathematics (STEM). Journal of personality and social psychology, 100(2), 255.

^5aAntonio, A. L., Chang, M. J., Hakuta, K., Kenny, D. A., Levin, S., & Milem, J. F. (2004). Effects of racial diversity on complex thinking in college students. Psychological Science, 15(8), 507-510.

^5bGurin, P., Dey, E., Hurtado, S., & Gurin, G. (2002). Diversity and higher education: Theory and impact on educational outcomes. Harvard educational review, 72(3), 330-367.

⁶Maruyama, G., Moreno, J. F., Gudeman, R. H., & Marin, P. (2000). Does diversity make a difference? Three research studies on diversity in college classrooms. AAUP Report.

^7aHurtado, S., & DeAngelo, L. (2012). Linking diversity and civic-minded practices with student outcomes. Liberal Education, 98(2), 14-23.

^7bPhillips, K. W. (2014). How diversity makes us smarter. Scientific American, 311(4), 43-47.

^8aWoolley, A. W., Aggarwal, I., & Malone, T. W. (2015). Collective intelligence and group performance. Current Directions in Psychological Science, 24(6), 420-424.

^8bPage, S. E. (2007). Making the difference: Applying a logic of diversity. Academy of Management Perspectives, 21(4), 6-20.

^8cHong, L., & Page, S. E. (2004). Groups of diverse problem solvers can outperform groups of high-ability problem solvers. Proceedings of the National Academy of Sciences, 101(46), 16385-16389.

⁹Krentz, M., Dean, J., Garcia-Alonso, J., Brooks Taplett, F., Tsusaka, M., & Vaughn, E. (2019). Fixing the flawed: Approach to diversity. Boston Consulting Group, January, 17.

^10aHeilman, M. E. (1980). The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool. Organizational Behavior and Human Performance, 26(3), 386-395.

^10bIsaac, C., Lee, B., & Carnes, M. (2009). Interventions that affect gender bias in hiring: A systematic review. Academic medicine: journal of the Association of American Medical Colleges, 84(10), 1440.

¹¹Glass, C., & Minnotte, K. L. (2010). Recruiting and hiring women in STEM fields. Journal of diversity in Higher Education, 3(4), 218.

¹²Leibbrandt, A., & List, J. A. (2018). Do equal employment opportunity statements backfire? Evidence from a natural field experiment on job-entry decisions (No. w25035). National Bureau of Economic Research.

^13aMohr, T. S. (2014). Why women don’t apply for jobs unless they’re 100% qualified. Harvard Business Review, 25.

^13bPaniagua, F. A. (2019). Some Thoughts on Preferred Qualifications in the Search for Academic Jobs. Open Journal of Social Sciences, 7(10), 261-268.

^13cWille, L., & Derous, E. (2018). When job ads turn you down: how requirements in job ads may stop instead of attract highly qualified women. Sex Roles, 79(7-8), 464-475.

¹⁴Flory, J. A., Leibbrandt, A., Rott, C., & Stoddard, O. (2019). Increasing workplace diversity: Evidence from a recruiting experiment at a fortune 500 company. Journal of Human Resources, 0518-9489R1.

¹⁵Cundiff, J. L., Ryuk, S., & Cech, K. (2018). Identity-safe or threatening? Perceptions of women-targeted diversity initiatives. Group Processes & Intergroup Relations, 21(5), 745-766.

^16aGaucher, D., Friesen, J., & Kay, A. C. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of Personality and Social Psychology, 101(1), 109.

^16bCollier, D., & Zhang, C. (2016). Can We Reduce Bias in the Recruiting Process and Broaden/Diversify Pools of Candidates by Using Different Types of Words/Styles in Job Descriptions?

¹⁸Wiesner, W. H., & Cronshaw, S. F. (1988). A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61(4), 275-290.

²⁰Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1(3), 333-342.

^21aEaton, A. A., Saunders, J. F., Jacobson, R. K., & West, K. (2020). How gender and race stereotypes impact the advancement of scholars in STEM: Professors’ biased evaluations of physics and biology post-doctoral candidates. Sex Roles, 82(3-4), 127-141.

^21bMoss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students. Proceedings of the national academy of sciences, 109(41), 16474-16479.

^21cKoch, A. J., D'Mello, S. D., & Sackett, P. R. (2015). A meta-analysis of gender stereotypes and bias in experimental simulations of employment decision making. Journal of Applied Psychology, 100(1), 128.

^21dReskin, B. F., & McBrier, D. B. (2000). Why not ascription? Organizations' employment of male and female managers. American Sociological Review, 210-233.

^21eHirsh, C. E., & Cha, Y. (2008). Understanding employment discrimination: A multilevel approach. Sociology Compass, 2(6), 1989-2007.

^21fMidtbøen, A. H. (2015). The context of employment discrimination: interpreting the findings of a field experiment. The British Journal of Sociology, 66(1), 193-214.

^21gWiesner, W. H., & Cronshaw, S. F. (1988). A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61(4), 275-290.

^21hKausel, E. E., Culbertson, S. S., & Madrid, H. P. (2016). Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions. Organizational Behavior and Human Decision Processes, 137, 27-44.

²¹ⁱBagues, M., & Perez-Villadoniga, M. J. (2012). Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment. Journal of Economic Behavior & Organization, 82(1), 12-20.

^21hMilkman, K. L., Akinola, M., & Chugh, D. (2015). What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations. Journal of Applied Psychology, 100(6), 1678.

^22aUhlmann, E. L., & Cohen, G. L. (2005). Constructed criteria: Redefining merit to justify discrimination. Psychological Science, 16(6), 474-480.

^22bUhlmann, E. L., & Cohen, G. L. (2007). “I think it, therefore it’s true”: Effects of self-perceived objectivity on hiring discrimination. Organizational Behavior and Human Decision Processes, 104(2), 207-223.

^22cHighhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1(3), 333-342.

²³Martell, R. F. (1991). Sex bias at work: The effects of attentional and memory demands on performance ratings of men and women. Journal of Applied Social Psychology, 21(23), 1939-1960.

^24aGinter, D. K., Schaffer, W. T., Schnell, J., Masimore, B., Liu, F., Haak, L. L., & Kington, R. (2011). Race, ethnicity, and NIH research awards. Science, 333(6045), 1015-1019.

^24bHolmes, M. A., Asher, P., Farrington, J., Fine, R., Leinen, M. S., & LeBoy, P. (2011). Does gender bias influence awards given by societies?. Eos, Transactions American Geophysical Union, 92(47), 421-422.

^24cJackson, J. F. (2008). Race segregation across the academic workforce: Exploring factors that may contribute to the disparate representation of African American men. American Behavioral Scientist, 51(7), 1004-1029.

^24dNittrouer, C. L., Hebl, M. R., Ashburn-Nardo, L., Trump-Steele, R. C., Lane, D. M., & Valian, V. (2018). Gender disparities in colloquium speakers at top universities. Proceedings of the National Academy of Sciences, 115(1), 104-108.

^25aSteinpreis, R. E., Anders, K. A., & Ritzke, D. (1999). The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: A national empirical study. Sex roles, 41(7-8), 509-528.

^25bMoss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students. Proceedings of the national academy of sciences, 109(41), 16474-16479.

^25cKnobloch-Westerwick, S., Glynn, C. J., & Huge, M. (2013). The Matilda effect in science communication: an experiment on gender bias in publication quality perceptions and collaboration interest. Science Communication, 35(5), 603-625.

²⁶Forscher, P. S., Lai, C. K., Axt, J. R., Ebersole, C. R., Herman, M., Devine, P. G., & Nosek, B. A. (2019). A meta-analysis of procedures to change implicit measures. Journal of Personality and Social Psychology, 117(3), 522-559.

²⁷Ghiasi, G., Larivière, V., & Sugimoto, C. (2016). Gender differences in synchronous and diachronous self-citations. In 21st International Conference on Science and Technology Indicators-STI 2016. Book of Proceedings.

²⁸Foschi, M. (2000). Double standards for competence: Theory and research. Annual Review of Sociology, 26(1), 21-42.

^29aSchmader, T., Whitehead, J., & Wysocki, V. H. (2007). A linguistic comparison of letters of recommendation for male and female chemistry and biochemistry job applicants. Sex roles, 57(7-8), 509-514.

^29bDutt, K., Pfaff, D. L., Bernstein, A. F., Dillard, J. S., & Block, C. J. (2016). Gender differences in recommendation letters for postdoctoral fellowships in geoscience. Nature Geoscience, 9(11), 805-808.

^29cMadera, J. M., Hebl, M. R., & Martin, R. C. (2009). Gender and letters of recommendation for academia: agentic and communal differences. Journal of Applied Psychology, 94(6), 1591.

^29dTrix, F., & Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse & Society, 14(2), 191-220.

³⁰Martell, R. F. (1991). Sex bias at work: The effects of attentional and memory demands on performance ratings of men and women. Journal of Applied Social Psychology, 21(23), 1939-1960.

³¹Johnson, S. K., Hekman, D. R., & Chan, E. T. (2016). If there’s only one woman in your candidate pool, there’s statistically no chance she’ll be hired. Harvard Business Review, 26(04).

^32aConstant, K. P., & Bird, S. R. (2009). Recognizing, Characterizing, and" Unsettling" Unintended Bias in the Faculty Search Process in Engineering.

^32bGreene, J., Lewis, P., Richmond, G., & Stockard, J. (2011). Addressing gender equity in the physical sciences: Replications of a workshop designed to change the views of department chairs. Journal of Women and Minorities in Science and Engineering, 17(2).

^32cForscher, P. S., Mitamura, C., Dix, E. L., Cox, W. T., & Devine, P. G. (2017). Breaking the prejudice habit: Mechanisms, timecourse, and longevity. Journal of experimental social psychology, 72, 133-146.

³³Halvorson, H. G., & Rock, D. (2015). Beyond Bias. Strategy+ Bias, autumn.

^34aGinter, D. K., Schaffer, W. T., Schnell, J., Masimore, B., Liu, F., Haak, L. L., & Kington, R. (2011). Race, ethnicity, and NIH research awards. Science, 333(6045), 1015-1019.

^34bHolmes, M. A., Asher, P., Farrington, J., Fine, R., Leinen, M. S., & LeBoy, P. (2011). Does gender bias influence awards given by societies?. Eos, Transactions American Geophysical Union, 92(47), 421-422.

^34cJackson, J. F. (2008). Race segregation across the academic workforce: Exploring factors that may contribute to the disparate representation of African American men. American Behavioral Scientist, 51(7), 1004-1029.

^34dNittrouer, C. L., Hebl, M. R., Ashburn-Nardo, L., Trump-Steele, R. C., Lane, D. M., & Valian, V. (2018). Gender disparities in colloquium speakers at top universities. Proceedings of the National Academy of Sciences, 115(1), 104-108.

^35aUhlmann, E. L., & Cohen, G. L. (2005). Constructed criteria: Redefining merit to justify discrimination. Psychological Science, 16(6), 474-480.

^35bUhlmann, E. L., & Cohen, G. L. (2007). “I think it, therefore it’s true”: Effects of self-perceived objectivity on hiring discrimination. Organizational Behavior and Human Decision Processes, 104(2), 207-223.

^35cHighhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1(3), 333-342.