This paper uses two new datasets to investigate the reliance by political actors on the external vetting of judicial candidates, in particular vetting conducted by the nation's largest legal organization, the American Bar Association (ABA). First, I demonstrate that poorly rated lower-court nominees are significantly more likely to have their nominations fail before the Senate. However, I also show that minority and female nominees are more likely than whites and males to receive these lower ratings, even after controlling for education, experience, and partisanship via matching. Furthermore, by presenting results showing that ABA ratings are unrelated to judges' ultimate reversal rates, I show that these scores are a poor predictor of how nominees perform once confirmed. The findings in this paper complicate the ABA's influential role in judicial nominations, both in terms of its utility in predicting judicial "performance" and also in terms of possible implicit biases against minority candidates, and suggest that political actors rely on these ratings perhaps for reasons unrelated to the courts.
Which armed groups have perpetrated sexual violence in recent conflicts? This article presents patterns from the new Sexual Violence in Armed Conflict (SVAC) dataset. The dataset, coded from the three most widely used sources in the quantitative human rights literature, covers 129 active conflicts, and the 625 armed actors involved in these conflicts, during the period 1989–2009. The unit of observation is the conflict-actor-year, allowing for detailed analysis of the patterns of perpetration of sexual violence for each conflict actor. The dataset captures six dimensions of sexual violence: prevalence, perpetrators, victims, forms, location, and timing. In addition to active conflict-years, the dataset also includes reports of sexual violence committed by conflict actors in the five years post-conflict. We use the data to trace variation in reported conflict-related sexual violence over time, space, and actor type, and outline the dataset's potential utility for scholars. Among the insights offered are that the prevalence of sexual violence varies dramatically by perpetrator group, suggesting that sexual violations are common – but not ubiquitous. In addition, we find that state militaries are more likely to be reported as perpetrators of sexual violence than either rebel groups or militias. Finally, reports of sexual violence continue into the post-conflict period, sometimes at very high levels. The data may be helpful both to scholars and policymakers for better understanding the patterns of sexual violence, its causes, and its consequences.
In this article, we establish facts related to marriage and education in Latin American countries. Using census data from IPUMS International, we show how marriage and assortative mating patterns have changed from 1980 to 2000 and how the patterns in Latin America compare to the United States. We find that in Latin American countries, highly educated individuals are less likely to be married than the less educated, and the pattern is stronger for women. We also show that while it has been increasing over time, there is less positive assortative mating in Latin America than in the United States.
Qualitative research on multi-national work life has begun to illuminate how status hierarchies emerge and are maintained between workers more closely aligned with the dominant global business culture (e.g., Anglo-Americans) and those attempting to assimilate from other cultural backgrounds. In two studies, we compare the psychological experience of global and national job markets for university students from a rapidly globalizing emerging market. We recruited study participants from national universities in the Arab Gulf in which students are trained in English for work in global business markets. Negatively stereotyped as “lazy locals” in the Western-dominated global work culture, we find that male nationals feel more reticent to negotiate for career rewards (viz., compensation) in a global (versus local) business context (Study 1) and that they are more negatively evaluated by their peers for attempting to negotiate for higher pay in a global (vs. local) business context. Replicating U.S. studies, in the local business context we find that female (versus male) nationals feel more reticent to negotiate for higher pay (Study 1) and are more negatively evaluated when they do (Study 2). There were no gender differences in the propensity to negotiate or in the evaluation of negotiators in the global work context. In Study 2, mediation analyses support the proposition that, for male nationals in the global work culture, negotiating for higher compensation violates prescriptions of low-status behavior (viz., communality). Evaluators penalize female negotiators for a lack of communality, but also for perceived immodesty and materialism. We discuss implications for the study of global-local status hierarchies in multi-national employment contexts.
The education gap between men and women has closed, or has even reversed in many countries. Have countries also made progress in closing other gaps facing women? Using micro-level Census data for close to 40 countries, we examine several dimensions of gender disparity: we compare men and women's labor force participation (the labor force participation gap), married and single women's labor force participation (the marriage gap), and mothers' and non-mother's labor force participation (the motherhood gap). We show that there is significant heterogeneity among countries in terms of the size and the speed at which the gaps are changing.
We conduct a field experiment to evaluate the effect of extrinsic rewards, both financial and non-financial, on the performance of agents recruited by a public health organization to promote HIV prevention and sell condoms. In this setting: (i) non-financial rewards are effective at improving performance; (ii) the effect of both rewards is stronger for pro-socially motivated agents; (iii) the effect of both rewards is stronger when their relative value is higher. The findings illustrate that extrinsic rewards can improve the performance of agents engaged in public service delivery, and that non-financial rewards can be effective in settings where the power of financial incentives is limited.
We present the results of an experiment that explores whether women are less willing than men to guess on multiple-choice tests. Our test consists of practice questions from SAT II history tests; we vary whether a penalty is imposed for a wrong answer and the salience of the evaluative nature of the task. We find that when no penalty is assessed for a wrong answer, all test takers answer every question. But, when there is a penalty for wrong answers, women answer significantly fewer questions than men. We see no differences in knowledge of the material or confidence in the test takers, and differences in risk preferences explain less than half of the observed gap. Making the evaluative aspect of the test more salient does not impact the gender gap. We show that, conditional on their knowledge of the material, test takers who skip questions do significantly worse on our test.
Laura Sjoberg positions gender and gender subordination as key factors in the making and fighting of global conflict. Through the lens ofgender, she examines the meaning, causes, practices, and experiences of war, building a more inclusive approach to the analysis of violent conflict between states.
Considering war at the international, state, substate, and individual levels, Sjoberg's feminist perspective elevates a number of causal variables in war decision-making. These include structural gender inequality, cycles of gendered violence, state masculine posturing, the often overlooked role of emotion in political interactions, gendered understandings of power, and states' mistaken perception of their own autonomy and unitary nature. Gendering Global Conflict also calls attention to understudied spaces that can be sites of war, such as the workplace, the household, and even the bedroom. Her findings show gender to be a linchpin of even the most tedious and seemingly bland tactical and logistical decisions in violent conflict. Armed with that information, Sjoberg undertakes the task of redefining and reintroducing critical readings of war's political, economic, and humanitarian dimensions, developing the beginnings of a feminist theory of war.
Although prior research suggests that fusiform gyrus represents the sex and race of faces, it remains unclear whether fusiform face area (FFA)–the portion of fusiform gyrus that is functionally-defined by its preferential response to faces–contains such representations. Here, we used functional magnetic resonance imaging to evaluate whether FFA represents faces by sex and race. Participants were scanned while they categorized the sex and race of unfamiliar Black men, Black women, White men, and White women. Multivariate pattern analysis revealed that multivoxel patterns in FFA–but not other face-selective brain regions, other category-selective brain regions, or early visual cortex–differentiated faces by sex and race. Specifically, patterns of voxel-based responses were more similar between individuals of the same sex than between men and women, and between individuals of the same race than between Black and White individuals. By showing that FFA represents the sex and race of faces, this research contributes to our emerging understanding of how the human brain perceives individuals from two fundamental social categories.
Nearly 40 years after the adoption of the Title IX Amendments of the US Civil Rights Act, women account for almost 50% of US medical students and more than one-third of all physicians. Historically, female physicians have earned considerably less than male physicians, though in the 1990s much of this was attributable to gender differences in specialty choice and hours worked. However, more recent data suggest that female physicians currently earn less than male physicians even after adjustment for specialty, practice type, and hours worked. Salary differences between men and women currently exist among physician researchers as well. This raises questions about whether the gender gap in earnings among US physicians has closed over time, particularly compared with the earnings gap for other health care professionals and workers overall. Comparing earnings of male and female physicians over time is important in assessing the impact of policies to promote gender equality among physicians.
Why are women still relatively scarce in the international studies profession? Although women have entered careers in international studies in increasing numbers, they represent increasingly smaller percentages as they move from PhD student to full professor. Our survey investigates why this is so, focusing on the assistant professor years, which are crucial to succeeding in the profession. We found that there are significant differences in publication rates, as well as differences in research focus (traditional subjects vs. newer subfields) and methodologies (quantitative vs. qualitative). Further, women and men have different perceptions of official and unwritten expectations for research, and policies regarding faculty with children may affect how successful women are in moving up the ladder. Taken together, these findings suggest reasons for the continued “leakiness” of the career pipeline for women and some potential solutions.
We posit that household decision-making over fertility is characterized by moral hazard due to the fact that most contraception can only be perfectly observed by the woman. Using an experiment in Zambia that varied whether women were given access to contraceptives alone or with their husbands, we find that women given access with their husbands were 19% less likely to seek family planning services, 25% less likely to use concealable contraception, and 27% more likely to give birth. However, women given access to contraception alone report a lower subjective well-being, suggesting a psychosocial cost of making contraceptives more concealable.
Policy makers, academics, and media reports suggest that women could shrink the gender pay gap by negotiating more effectively for higher compensation. Yet women entering compensation negotiations face a dilemma: They have to weigh the benefits of negotiating against the social consequences of having negotiated. Research shows that women are penalized socially more than men for negotiating for higher pay. To address this dilemma, the authors test strategies to help women improve both their negotiation and social outcomes in compensation negotiations.
In Study 1, communicating concern for organizational relationships improved female negotiators’ social outcomes, and offering a legitimate account for compensation requests improved negotiation outcomes. However, neither strategy—alone or in combination—improved both women’s social and negotiation outcomes.
Study 2 tested two strategies devised to improve female negotiators’ social and negotiation outcomes by explaining why a compensation request is legitimate in relational terms. Results showed that, although adherence to the feminine stereotype is insufficient, using these “relational accounts” can improve women’s social and negotiation outcomes at the same time. Normative implications of conformity to gender stereotypes to reduce gender pay disparities are discussed.
Microfinance clients were randomly assigned to repayment groups that met either weekly or monthly during their first loan cycle, and then graduated to identical meeting frequency for their second loan. Long-run survey data and a follow-up public goods experiment reveal that clients initially assigned to weekly groups interact more often and exhibit a higher willingness to pool risk with group members from their first loan cycle nearly two years after the experiment. They were also three times less likely to default on their second loan. Evidence from an additional treatment arm shows that, holding meeting frequency fixed, the pattern is insensitive to repayment frequency during the first loan cycle. Taken together, these findings constitute the first experimental evidence on the economic returns to social interaction, and provide an alternative explanation for the success of the group lending model in reducing default risk.
Much of the current scholarship on wartime violence, including studies of the combatants themselves, assumes that women are victims and men are perpetrators. However, there is an increasing awareness that women in armed groups may be active fighters who function as more than just cooks, cleaners, and sexual slaves. In this article, the author focuses on the involvement of female fighters in a form of violence that is commonly thought to be perpetrated only by men: the wartime rape of noncombatants. Using original interviews with ex-combatants and newly available survey data, she finds that in the Sierra Leone civil war, female combatants were participants in the widespread conflict-related violence, including gang rape. A growing body of evidence from other conflicts suggests that Sierra Leone is not an anomaly and that women likely engage in conflict-related violence, including sexual violence, more often than is currently believed. Many standard interpretations of wartime rape are undermined by the participation of female perpetrators. To explain the involvement of women in wartime rape, the author argues that women in armed group units face similar pressure to that faced by their male counterparts to participate in gang rape. The study has broad implications for future avenues of research on wartime violence, as well as for policy.
Wartime rape is neither ubiquitous nor inevitable. The level of sexual violence differs significantly across countries, conflicts, and particularly armed groups. Some armed groups can and do prohibit sexual violence. Such variation suggests that policy interventions should also be focused on armed groups, and that commanders in effective control of their troops are legally liable for patterns of sexual violence they fail or refuse to prevent.
Wartime rape is also not specific to certain types of conflicts or to geographic regions. It occurs in ethnic and non-ethnic wars, in Africa and elsewhere.
State forces are more likely to be reported as perpetrators of sexual violence than rebels. States may also be more susceptible than rebels to naming and shaming campaigns around sexual violence.
Perpetrators and victims may not be who we expect them to be. During many conflicts, those who perpetrate sexual violence are often not armed actors but civilians. Perpetrators also are not exclusively male, nor are victims exclusively female. Policymakers should not neglect nonstereotypical perpetrators and victims.
Wartime rape need not be ordered to occur on a massive scale. Wartime rape is often not an intentional strategy of war: it is more frequently tolerated than ordered. Nonetheless, as noted, commanders in effective control of their troops are legally liable for sexual violence perpetrated by those troops.
Much remains unknown about the patterns and causes of wartime sexual violence. In particular, existing data cannot determine conclusively whether wartime sexual violence on a global level is increasing, decreasing, or holding steady. Policymakers should instead focus on variation at lower levels of aggregation, and especially across armed groups.
Do the repayment requirements of the classic microfinance contract inhibit investment in high-return but illiquid business opportunities among the poor? Using a field experiment, we compare the classic contract which requires that repayment begin immediately after loan disbursement to a contract that includes a two-month grace period. The provision of a grace period increased short-run business investment and long-run profits but also default rates. The results, thus, indicate that debt contracts that require early repayment discourage illiquid risky investment and thereby limit the potential impact of microfinance on microenterprise growth and household poverty.
Why do some armed groups commit massive wartime rape, whereas others never do? Using an original dataset, I describe the substantial variation in rape by armed actors during recent civil wars and test a series of competing causal explanations. I find evidence that the recruitment mechanism is associated with the occurrence of wartime rape. Specifically, the findings support an argument about wartime rape as a method of socialization, in which armed groups that recruit by force—through abduction or pressganging—use rape to create unit cohesion. State weakness and insurgent contraband funding are also associated with increased wartime rape by rebel groups. I examine observable implications of the argument in a brief case study of the Sierra Leone civil war. The results challenge common explanations for wartime rape, with important implications for scholars and policy makers.
The eleven-year civil war in Sierra Leone from 1991 to 2002 was incomprehensibly brutal—it is estimated that half of all female refugees were raped and many thousands were killed. While the publicity surrounding sexual violence helped to create a general picture of women and girls as victims of the conflict, there has been little effort to understand female soldiers' involvement in, and experience of, the conflict. Female Soldiers in Sierra Leone draws on interviews with 75 former female soldiers and over 20 local experts, providing a rare perspective on both the civil war and post-conflict development efforts in the country. Megan MacKenzie argues that post-conflict reconstruction is a highly gendered process, demonstrating that a clear recognition and understanding of the roles and experiences of female soldiers are central to both understanding the conflict and to crafting effective policy for the future.
Gender gaps in the workplace are widespread. One explanation for gender inequality stems from the effects of the interaction between competition and two pressure sources, namely, task stereotypes and time constraints. This study uses a laboratory experiment to find that the gender gap in performance under competition and preferences for competition can be partly explained by the differential responses of men and women to the above pressures. In particular, while women underperform the men in a high-pressure math-based tournament, women greatly increase their performance levels and their willingness to compete in a low-pressure verbal environment, such that they actually surpass the men. This effect appears largely due to the fact that extra time in a verbal competition improves the quality of women’s work, reducing their mistake share. On the other hand, men use this extra time to increase only the quantity of work, which results in a greater relative number of mistakes. A labor market study suggests that the nature of the job and the stress level are correlated with the gender gap in the labor market in a manner consistent with the results of my experiment.