When Performance Trumps Gender Bias: Joint vs. Separate Evaluation
研究发现，在招聘、晋升等评估中，联合评估（同时比较多个候选人）比单独评估更能减少性别偏见，使评估更基于个人表现而非群体刻板印象，对企业和组织优化评估流程有参考价值。
Gender bias in the evaluation of job candidates has been demonstrated in business, government, and academia, yet little is known about how to overcome it. Blind evaluation procedures have been proven to significantly increase the likelihood that women musicians are chosen for orchestras, and they are employed by a few companies. We examine a new intervention to overcome gender bias in hiring, promotion, and job assignments: an “evaluation nudge” in which people are evaluated jointly rather than separately regarding their future performance. Evaluators are more likely to base their decisions on individual performance in joint than in separate evaluation and on group stereotypes in separate than in joint evaluation, making joint evaluation the profit-maximizing evaluation procedure. Our work is inspired by findings in behavioral decision research suggesting that people make more reasoned choices when examining options jointly rather than separately and is compatible with a behavioral model of information processing. Data, as supplemental material, are available at http://dx.doi.org/10.1287/mnsc.2015.2186 . This paper was accepted by Uri Gneezy, behavioral economics.