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Opt-out choice framing attenuates gender differences in the decision to compete in the laboratory and in the field

Author

Listed:
  • Joyce C. He

    (a Anderson School of Management, University of California, Los Angeles, CA 90095;)

  • Sonia K. Kang

    (b Department of Management, University of Toronto, Mississauga, ON L5L 1C6, Canada)

  • Nicola Lacetera

    (b Department of Management, University of Toronto, Mississauga, ON L5L 1C6, Canada)

Abstract

How can we close the gender gap in high-level positions in organizations? Interventions such as unconscious bias training or the “lean in” approach have been largely ineffective. This article suggests, and experimentally tests, a “nudge” intervention, altering the choice architecture around the decision to apply for top positions from an “opt in” to an “opt out” default. Evidence from the laboratory and the field shows that a choice architecture in which applicants must opt out from competition reduces gender differences in competition. Opt-out framing thus seems to remove some of the bias inherent in current promotion systems, which favor those who are overconfident or like to compete. Importantly, we show that such an intervention is feasible and effective in the field.

Suggested Citation

  • Joyce C. He & Sonia K. Kang & Nicola Lacetera, 2021. "Opt-out choice framing attenuates gender differences in the decision to compete in the laboratory and in the field," Proceedings of the National Academy of Sciences, Proceedings of the National Academy of Sciences, vol. 118(42), pages 2108337118-, October.
    • Handle: RePEc:nas:journl:v:118:y:2021:p:e2108337118
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    Cited by:

    1. Diane Pelly & Orla Doyle, 2022. "Nudging in the workplace: increasing participation in employee EDI wellness events," Working Papers 202208, Geary Institute, University College Dublin.

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