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We conduct a large-scale natural field experiment with a Fortune 500 company to test several light-touch approaches to attract minorities to high-profile positions. A total of 5,000 prospective applicants were randomized into treatments that vary a small portion of recruiting materials. We find that self-selection at two early-career stages exhibits a substantial race gap. We then show that this gap can be strongly influenced by several treatments, with some closing the race gap and increasing application rates of minorities by 40% and others being particularly effective for minority women. These effects are not accompanied by any declines in application rates of majority group job seekers. In addition, we do not find that endorsing the "business case" for diversity reduces the race gap or raises application rates by minorities or women. The heterogeneities we find by gender, race, and career stage shed light on the underlying drivers of self-selection barriers among minorities. This paper was accepted by Yan Chen, behavioral economics and decision analysis. Funding: The authors thank the Brigham Young University College of Family, Home, and Social Science for generous research support. This research was funded in part by the Lowe Institute of Political Economy at Claremont McKenna College as well as the Australian Research Council Future Fellowship grant Nr. 190100252. Christina Rott thanks the School of Business and Economics, Vrije Universiteit Amsterdam, for research support through the Hermine Weijland Fellowship. Supplemental Material: The data files and online appendices are available at https://doi.org/10.1287/mnsc.2023.4909. [ABSTRACT FROM AUTHOR]

This article experimentally studies punishment from unaffected third parties in ten different games. The authors show that third-party punishment exhibits several features that are arguably undesirable. First, third parties punish strongly a decider if she chooses a socially efficient or a Pareto efficient allocation and becomes the richest party as a result. Interestingly, this form of punishment is especially pronounced in women and more left-wing participants. Second, third parties punish strongly a decider if she chooses an equitable allocation and becomes the richest party as a result. Finally, third parties considerably punish passive parties who make no choice, especially if the latter are richer than the third party. Implications of these findings for social theory are discussed. (Contains 1 figure, 6 tables, and 11 notes.)

The article focuses on perceptions of gender diversity in occupations and how they contribute to inequality and underrepresentation of women in certain fields. It mentions the study conducted an online survey experiment to examine participants' beliefs about the gender composition of different occupations and the impact of diverse images on shifting those beliefs.

The article focuses on whether financial incentives can encourage more women to apply for tech jobs. It presents a natural field experiment where female and male applicants were offered a financial incentive to complete an online skill assessment for a programming job, and the results were analyzed to measure the effect of the incentive on application behavior.

In a period marked by extensive cross-national interactions, nationality may present an important focal point that individuals coordinate on. This study uses an experimental approach to study whether nationality serves as a coordination device. We let subjects from Japan, Korea, and China play coordination games in which we vary information about their partner. The results show that nationality serves as a coordination device if common nationality is the only piece of information available to the subjects. The strength of this device is nationality-dependent and diminishes when participants are provided with additional information about their partner. We also find that subjects are likely to coordinate on the Pareto-dominant equilibrium at about the same rate if the partner has a different nationality than if nationality is unknown. (JEL C91, C92, Z1, Z13), I. INTRODUCTION The beginning of the new millennium has been marked by increased social, economic, technological, and cultural integration. These phenomena, in turn, promote contact between individuals from different countries [...]

We analyze the relationship between occupational gender composition and gender discrimination in recruitment and investigate whether there is hiring discrimination against men in female‐dominated occupations. We do this with a large‐scale field experiment where we submitted more than 12,000 job applications for 12 occupations in Australia, varying the gender of the applicants. Men received around 50% more callbacks than women in male‐dominated occupations, while they received over 40% fewer callbacks in female‐dominated occupations. [ABSTRACT FROM AUTHOR]

Breast cancer is one of the most common cancers in humans and will on average affect up to one in eight women in their lifetime in the United States and Europe (1). The Women's Health Initiative and the Million Women Study have shown that hormone replacement therapy is associated with an increased risk of incident and fatal breast cancer (2,3). In particular, synthetic progesterone derivatives (progestins) such as medroxyprogesterone acetate (MPA), used in millions of women for hormone replacement therapy and contraceptives, markedly increase the risk of developing breast cancer. Here we show that the invivoadministration of MPA triggers massive induction of the key osteoclast differentiation factor RANKL (receptor activator of NF-κB ligand) in mammary-gland epithelial cells. Genetic inactivation of the RANKL receptor RANK in mammary-gland epithelial cells prevents MPA-induced epithelial proliferation, impairs expansion of the [CD49f.sup.hi] stem-cell-enriched population, and sensitizes these cells to DNA-damage-induced cell death. Deletion of RANK from the mammary epithelium results in a markedly decreased incidence and delayed onset of MPA-driven mammary cancer. These data show that the RANKL/RANK system controls the incidence and onset of progestin-driven breast cancer., RANKL (also known as ODF, TRANCE, OPGL and TNFSF11) and its receptor RANK (also known as TRANCE-R and TNFRSF11A) are essential for the development and activation of osteoclasts (4,5). The [...]

We have identified a conserved sequence segment in transmembrane receptors (including SEFs, IL17Rs) and soluble factors (including CIKS/ACT1) in eukaryotes and bacteria--the SEFIR domain. This sequence domain is part of the new STIR domain superfamily comprising also the TIR domain known to mediate TIR-TIR homotypic interactions. In TOLL/IL1R-like pathways, the cytoplasmically localized TIR domain of a receptor and the TIR domain of a soluble adaptor interact physically and activate signalling. The similarity between the SEFIR and TIR domains involves the conserved boxes 1 and 2 of the TIR domain that are implicated in homotypic dimerization, but there is no sequence similarity between SEFIR domains and the TIR sequence box 3. By analogy, we suggest that SEFIR-domain proteins function as signalling components of Toll/IL-1R-similar pathways and that their SEFIR domain mediates physical protein-protein interactions between pathway components.

Objective: Despite the increase of women in surgical fields and resources toward advancing women, there is no corresponding increased representation of women in higher academic ranks and leadership. The following hypotheses are explored: 1) men and women build/maintain different relationship networks and 2) women are not similarly included within the organization and do not receive the same sponsorship as male counterparts. Study Design: Prospective observational study. Methods: Three months of prospective, passive organizational network data of full‐time faculty at an academic medical center were collected by analysis of deidentified internal email communication logs. Data were analyzed and strength of network relationships was assessed using algorithms measuring the tie, or connection, score. Data analysis was performed with standard statistical methods and multivariable regression models, comparing network relationships based on gender and academic rank. Results: Among 345 full‐time faculties from surgical departments, 45.2% were female Assistant Professors, but only 9.8% were female full Professors. Men had 55% more network relationships with other men than women had with men. Gender homophily was particularly pronounced at the higher academic ranks. Men compared to women in higher ranks had 157% more network relationships to other men in lower ranks. Multivariable regression models suggested direct association of these gender differences in relationships with more women in lower academic ranks. Conclusion: Higher academic rank can be predicted by male gender, tenure, and number of meaningful relationships. Women are underrepresented at the leadership level in surgical departments. Gender homophily is present in collaboration networks among academic surgeons and is associated with impeded female career advancement. Level of Evidence: 2 Laryngoscope, 132:20–25, 2022 [ABSTRACT FROM AUTHOR]

Overfishing has become a major global issue that endangers ecosystems and the livelihoods of millions of people. Weak enforcement and illicit fishing behaviors limit the effectiveness of institutional arrangements designed to curb overfishing. In this paper, we designed and tested a series of potential interventions to reduce overexploitation driven by illegal fishing. We use surveys, interviews, and common pool resource experiments to investigate the behavior of Mexican fishermen in the upper part of the Gulf of Baja California. We find that resource exploitation can be reduced using a mechanism that regroups fishermen according to their past fishing exploitation levels. More precisely, we observe that the announcement of this mechanism and the actual regrouping reduce common pool exploitation, regardless of group composition. Further experimental evidence shows that the regrouping intervention also achieves the desired outcomes in environments with informational asymmetries or regrouping imperfections. [ABSTRACT FROM AUTHOR]

Gender quotas are frequently proposed to address persistent gender imbalances in managerial roles. However, it is unclear how quotas for female managers affect organizations and whether quotas improve or damage relationships between managers and their subordinates. We conduct a representative survey to study opinions on quotas for female managers and, based upon the survey, design a novel set of experiments to investigate how quotas influence wage setting and effort provision. Our findings reveal that both opinions about gender quotas and workplace behavior crucially depend on the workplace environment. In our survey, we observe that approval for gender quotas is low if women are not disadvantaged in the manager-selection process, regardless of whether there are gender differences in performance. Complementing this evidence, we observe in our experiments that quotas lead to lower effort levels and lower wages in such environments. By contrast, in environments in which women are disadvantaged in the selection process, we observe a higher approval of quotas as well as higher effort levels and higher wages. These findings are consistent with the concept of meritocracy and suggest that it is important to evaluate the perception of gender disadvantages in the workplace environment before implementing quotas. This paper was accepted by Axel Ockenfels, decision analysis. [ABSTRACT FROM AUTHOR]