Gender Differences in Recognition for Group Work

We study whether gender influences credit attribution for group work using observational data and two experiments

Heather Sarsons; Klarita Gërxhani; Ernesto Reuben; Arthur Schram


Scholarcy highlights

  • Do employers use gender when allocating credit for group work, when individual contributions are unobserved? Organizations increasingly rely on group work for production, yet there is little empirical evidence documenting how credit for group work is allocated
  • We test whether uncertainty over an individual’s contribution to a project leads to differential attribution of credit that contributes to the gender promotion gap
  • This paper explores whether gender differences in credit for group work exist and whether they explain part of the promotion gap
  • Note: This table presents the results from Experiment II in which human resource recruiters pick one candidate out of four for a search or vocabulary task based on short resumes
  • There is no significant difference in the marginal benefit of an additional paper to men and women
  • Our experiments provide additional evidence of gender bias in credit attribution even when the contributions to a joint score are equal by design
  • It seems that employers receive some signal when a woman publishes her coauthored papers in top journals which is at odds with the hypothesis that only low-ability women coauthor with men

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