. We first find that women have significantly lower promotion rates than men across all ranks of the corporate hierarchy … positive gender spillovers across ranks (flowing from higher-ranking to lower-ranking women) but negative spillovers within … ranks suggests that policies that increase female representation in corporate leadership can have spillover benefits to …

In this paper, we document the historically low rate of hiring of women in the venture capital sector. We find that the …

Women remain disadvantaged in access to management positions around the world. We conduct a field experiment with 24 … large garment factories in Bangladesh to test for inefficient representation of women among line supervisors. We identify … factories at baseline. This suggests that factories previously promoted fewer women than would have been optimal. Additional …

This article examines the trends in women's economic outcomes in the United States focusing primarily on labor force … participation trends and a slowing of women's occupational and wage convergence with men. She considers the likelihood of a …

predicts human capital should respond to market returns, social norms (e.g., disapproval of women working outside the home) may … weaken or even sever this link for girls. Though many studies have examined the link between women's wages or labor force … overcome these problems, we provided three years of recruiting services to help young women in randomly selected Indian …

We examine whether exposure of men to women in a traditionally male-dominated environment can change attitudes about … assigned female recruits to some squads but not others during boot camp. We find that living and working with women for 8 weeks …. Contrary to the predictions of many policymakers, we find no evidence that integrating women into squads hurt male recruits …