Gender discrimination in South Asia is a well-documented fact. However, gender is only one of an individual’s many identities. This paper investigates how gender discrimination depends on the social identities of interacting parties. We use an experimental approach to identify gender...

We should acknowledge that discrimination still exists and that women’s work lives have been considerably improved by their ability to legally challenge discriminatory practices.

This paper argues that sex discrimination is an inefficient practice. We model sex discrimination as the complete exclusion of females from the labor market or as the exclusion of females from managerial positions. The former implies a reduction in GDP per capita; the latter distorts the...

The list starts with the right to vote in 1920 and continues up through the court settlements of 2004.

Deloitte & Touche was hiring the best and brightest men and women, and proportionately losing 80 percent of the women before they reached partner level.

This special edition of the Regional Review is based on presentations made at Reaching the Top: Challenges and Opportunities for Women Leaders, a conference sponsored by the Federal Reserve Bank of Boston on March 3, 2004.

Even if we could completely eliminate intentional discrimination, unconscious bias would still remain.

We don’t normally think of highly successful people as likely to suffer due to psychological pressure or stereotyping. But according to social psychologists, it is those most invested in their achievement who are most likely to fall prey to a kind of unconscious behavior known as stereotype...

After four decades, we are still debating how much impact affirmative action can and should have on opportunities and outcomes at work.

Although existing organizational and cultural practices have the benefit of creating incentives to increase output, they may also create perverse incentives that have negative economic effects outside the relatively easily measured world of market outcomes.