3) Online/lab studies tend to have larger effects than real-world interventions, so it may be fair to expect the effect will shrink and thus yield more equitable outcomes--especially if the actual norms HR observes at work are not equitable.
Seems reasonable to test and see?
2) A dynamic norm message that more and more HR staff aim to close the gender pay gap *eliminated* HR’s salary offer bias against women.
But it may have worked too well? It seems to have created a bias *favoring* women. Even so… (2/3)
Our new paper w/lead Carolin Schuster on HR staff & the Gender Pay Gap is out in J. of Applied Psych!
doi.org/10.1037/apl000…
We find:
1) HR staff give men higher starting salaries than women with the identical qualifications in a hypothetical hiring task.
But!… (1/3)
I’m happy that my wife and I managed to move forward in our jobs at the same time. While she started an exciting new position at the University of Hamburg, I’ll be joining @leuphana University as @dfg_public Heisenberg Professor for Cognitive, Economic, and Social Psychology soon
2nd Leuphana Psychology Video Research Conference in the Module „Empirical Research Projects“ completed. Impressively creative research projects and highly insightful as well as entertaining short videos. Good times!