This article explores what behaviour change, with its associated methods, approaches and policy prescriptions, can offer gender and politics. After outlining the key elements of behaviour change, it considers the potential of its associated methods, primarily field experiments. The third section considers the potential contribution of behaviour change approaches by examining one area – social norms – that has recently become more salient for gender and politics. Finally, it examines behaviour change's gender equality policy implications ('nudges'). It concludes that despite significant problems, a critical, pluralist and problem-driven gender and politics scholarship should engage critically with behaviour change while remaining aware of its limitations.
All 193 member nations of the United Nations agreed in September 2015 to adopt a set of seventeen “Sustainable Development Goals,” to be achieved by 2030. Each of the goals—in such areas as education and health care —is laudable in and of itself, and governments and organizations are working hard on them. But so far there is no overall, positive agenda of what new things need to be done to ensure the goals are achieved across all nations.
In a search of fresh approaches to the longstanding problems targeted by the Sustainable Development Goals, the Japan International Cooperation Agency and the Global Economy and Development program at Brookings mounted a collaborative research effort to advance implementation of Agenda 2030. This edited volume is the product of that effort.
The book approaches the UN’s goals through three broad lenses.
The first considers new approaches to capturing value. Examples include Nigeria’s first green bonds, practical methods to expand women’s economic opportunities, benchmarking to reflect business contributions to achieving the goals, new incentives for investment in infrastructure, and educational systems that promote cross-sector problem solving.
The second lens entails new approaches to targeting places, including oceans, rural areas, fast-growing developing cities, and the interlocking challenge of data systems, including geospatial information generated by satellites.
The third lens focuses on updating governance, broadly defined. Issues include how civil society can align with the SDG challenge; how an advanced economy like Canada can approach the goals at home and abroad; what needs to be done to foster new approaches for managing the global commons; and how can multilateral institutions for health and development finance evolve.
Using Panel Study of Income Dynamics (PSID) microdata over the 1980-2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional explanations continue to have salience. Although human-capital factors are now relatively unimportant in the aggregate, women's work force interruptions and shorter hours remain significant in high-skilled occupations, possibly due to compensating differentials. Gender differences in occupations and industries, as well as differences in gender roles and the gender division of labor remain important, and research based on experimental evidence strongly suggests that discrimination cannot be discounted. Psychological attributes or noncognitive skills comprise one of the newer explanations for gender differences in outcomes. Our effort to assess the quantitative evidence on the importance of these factors suggests that they account for a small to moderate portion of the gender pay gap, considerably smaller than, say, occupation and industry effects, though they appear to modestly contribute to these differences.
This study analyzes detailed minutes of board meetings of business companies in which the Israeli government holds a substantial equity interest. Boards with at least three directors of each gender are found to be at least 79% more active at board meetings than those without such representation. This phenomenon is driven by women directors in particular; they are more active when a critical mass of at least three women is in attendance. Gender-balanced boards are also more likely to replace underperforming CEOs and are particularly active during periods when CEOs are being replaced.
Scientific and engineering research is increasingly global, and international collaboration can be essential to academic success. Yet even as administrators and policymakers extol the benefits of global science, few recognize the diversity of international research collaborations and their participants, or take gendered inequalities into account. Women in Global Science is the first book to consider systematically the challenges and opportunities that the globalization of scientific work brings to U.S. academics, especially for women faculty.
Kathrin Zippel looks to the STEM fields as a case study, where gendered cultures and structures in academia have contributed to an underrepresentation of women. While some have approached underrepresentation as a national concern with a national solution, Zippel highlights how gender relations are reconfigured in global academia. For U.S. women in particular, international collaboration offers opportunities to step outside of exclusionary networks at home. International collaboration is not the panacea to gendered inequalities in academia, but, as Zippel argues, international considerations can be key to ending the steady attrition of women in STEM fields and developing a more inclusive academic world.
Neoliberalism has been discredited as a result of proliferating crises (financial, ecological, care) and mounting inequality. This paper examines the growing research on gender at the World Bank as a site for the construction of a new hegemonic consensus around neoliberalism. Drawing on a computer-assisted inductive analysis of thirty-four Bank publications on gender since 2001, the paper documents Bank efforts to establish a positive relationship between gender equality and growth; shows the expansion of the Bank’s definition of equality as equal opportunity; illustrates how the focus on institutions has enabled engagement with core feminist concerns, such as equality in the family; and traces how incorporating notions of women’s empowerment and agency has made possible a focus on domestic violence. The paper concludes by emphasizing the ambiguous effects of the Bank’s new neoliberalism, which continues to use the market as the arbiter of social values while providing openings for feminist agendas.
The lack of gender parity in the governance of business corporations has ignited a heated global debate leading policymakers to wrestle with difficult questions that lie at the intersection of market activity and social identity politics. Drawing on semi-structured interviews with corporate board directors in Norway and documentary content analysis of corporate securities filings in the United States, Challenging Boardroom Homogeneity empirically investigates two distinct regulatory models designed to address diversity in the boardroom: quotas and disclosure. The author's study of the Norwegian quota model demonstrates the important role diversity can play in enhancing the quality of corporate governance, while also revealing the challenges diversity mandates pose. His analysis of the U.S. regime shows how a disclosure model has led corporations to establish a vocabulary of “diversity.” At the same time, the analysis highlights the downsides of affording firms too much discretion in defining that concept. This book deepens ongoing policy conversations and offers new insights into the role law can play in reshaping the gendered dynamics of corporate governance cultures.
Rape is common during wartime, but even within the context of the same war, some armed groups perpetrate rape on a massive scale while others never do. In Rape during Civil War, Dara Kay Cohen examines variation in the severity and perpetrators of rape using an original dataset of reported rape during all major civil wars from 1980 to 2012. Cohen also conducted extensive fieldwork, including interviews with perpetrators of wartime rape, in three postconflict counties, finding that rape was widespread in the civil wars of the Sierra Leone and Timor-Leste but was far less common during El Salvador's civil war.
Cohen argues that armed groups that recruit their fighters through the random abduction of strangers use rape—and especially gang rape—to create bonds of loyalty and trust between soldiers. The statistical evidence confirms that armed groups that recruit using abduction are more likely to perpetrate rape than are groups that use voluntary methods, even controlling for other confounding factors. Important findings from the fieldwork—across cases—include that rape, even when it occurs on a massive scale, rarely seems to be directly ordered. Instead, former fighters describe participating in rape as a violent socialization practice that served to cut ties with fighters’ past lives and to signal their commitment to their new groups. Results from the book lay the groundwork for the systematic analysis of an understudied form of civilian abuse. The book will also be useful to policymakers and organizations seeking to understand and to mitigate the horrors of wartime rape.
Organizations traditionally have had a clear distinction between their policies on diversity and inclusion and their talent management. The main driving force behind diversity and inclusion has been being seen to be a good employer, to be able to make claims in the annual report and to feel as though a positive contribution is being made to society. On the other hand, talent management activities have been driven by a real business need to ensure that the organization has the right people with the right skills in the right place to drive operational success. Inclusive Talent Management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear.
Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. Diversity training programs have had limited success, and individual effort alone often invites backlash. Behavioral design offers a new solution. By de-biasing organizations instead of individuals, we can make smart changes that have big impacts. Presenting research-based solutions, Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms, in hiring and promotion, benefiting businesses, governments, and the lives of millions.
What Works is built on new insights into the human mind. It draws on data collected by companies, universities, and governments in Australia, India, Norway, the United Kingdom, the United States, Zambia, and other countries, often in randomized controlled trials. It points out dozens of evidence-based interventions that could be adopted right now and demonstrates how research is addressing gender bias, improving lives and performance. What Works shows what more can be done—often at shockingly low cost and surprisingly high speed.
The recommendations in this policy analysis exercise stem from a careful analysis of the available human resources data of the Ministry of Foreign Affairs of Mexico (SRE, Spanish acronym). They were consolidated for this project from information scattered in different locations of the Foreign Service and Human Resources Department (DGSERH) of the Ministry. This exercise revealed that despite the SRE’s effort to promote fairness and equality, there is evidence that women are disadvantaged in certain parts of the Foreign Service entrance and promotion processes.
In the entrance examination, I found a substantial gender gap in success rates in advancing from the first stage to the second stage of the exam, mostly due to score differences in the General Culture and English multiple-choice examinations. In the promotion process, I found a 0.19-point difference in scores for post level of responsibility favoring men. This is approximately equal to the average score difference between the lowest scoring promoted official and the runner-up. I also found a significant gender gap in assignment to hardship posts, which award a bonus point in the promotion exam to those who hold them, and seem to be more accessible to men. The causes for this phenomenon and attitudes towards it merit further research.
This policy analysis exercise recommends that the Ministry implement several measures to investigate the causes of differential performance by men and women in its entrance examination, rectify identified biases, provide better preparation opportunities for test takers, recruit more women to hardship posts, and launch a long-term sponsorship program for female diplomats. De-biasing measures might include a temporary gender quota, removing the guessing penalty and eliminating biased questions from the multiple-choice portions of the exams, relaxing time constraints, con- ducting interviews with one interviewer at a time instead of in panel format, and taking advantage of support from the Office of Gender Equality throughout the process. The sponsorship program would aim to prepare women to navigate the organizational system throughout their careers. These policies are designed to help the Ministry achieve a target of 50% women in the two highest ranks of the Foreign Service (Ambassador and Minister) and promote an institutional culture that under- stands and values gender equality.
The Ministry of Foreign Affairs can implement these policies immediately and expect support from key stakeholders within and beyond the organization. At the same time, it should carefully consider the sequence in which different policies will be implemented as well as which aspects to emphasize when communicating about them in order to gain the support of actors that may present resistance. The selected policy options are not overly aggressive, to avoid causing excessive controversy; they are designed to bring the organization to confront the fact that more reforms are necessary for its inward policies to live up to the gender equality standards that Mexico promotes in international fora.
Rural India has limited employment opportunities beyond seasonal subsistence agriculture. Women face additional challenges to securing sustained employment due to the cultural barriers and household responsibilities that they bear. Kym and Jennifer worked with Evidence for Policy Design and The Indian Ministry of Rural Development (MoRD) to assess current government programming and to analyze employment alternatives. They recommend that the Ministry support rural women through evidence-based entrepreneurship programs and independent contracting opportunities. They use the lens of strategic macroeconomic interventions to ensure that any intervention supports long-term economic growth in the region.
Since passage of the Trafficking Victims Protection Act (TVPA) in 2000, communities across the United States have grappled with how to respond to the crime of sex trafficking. Sex trafficking spans all sectors of our communities. Legitimate businesses and institutions are often used to facilitate the criminal activity, and in some jurisdictions are used to help detect and disrupt the crime. People who experience sex trafficking often undergo immense physical, mental, and emotional trauma – both as part of the trafficking situation and leading up to it – and require a myriad of services in order to reintegrate into society. These crimes require complex, intensive, and long-term responses. Law enforcement cannot address these cases alone. With that in mind, Caitlin and Deena sought to address the following question: How can local law enforcement and non-law enforcement agencies effectively partner to respond to sex trafficking cases involving foreign born women and mitigate harm to victims? Through interviews with service providers and law enforcement officials in Boston, New York, Seattle, and San Francisco, their research identified challenges in partnership development and sought to provide guidance to jurisdictions in effective response to sex trafficking cases.
Why is 51% of the population routinely excluded or implicitly discouraged from the cybersecurity field? Socialization factors, the perceived ‘brogrammer’ culture, a lack of effective role model and mentorship could contribute. Further down the talent pipeline, concerns about the retention of women in the field are acute, with limited latitude for maternity leave or stifled career advancement for women with families. Though cybersecurity is a relatively new field, efforts to correct the challenges cited above have been marginal and the representation of women in this field as a whole has remained static. To address this problem, Katharine is creating recommendations for how the New America Foundation can and should inform public and private sector organizations to increase the representation of women in cybersecurity. She is researching interventions that companies, universities, and non-profit groups have implemented to increase women’s representation in the cybersecurity field; developing case studies of industries in which women or other minorities have been underrepresented; and planning an event with the New America Foundation convening in November on women and cybersecurity.