Gender gap

Shareholder sentiment

Cost of capital

Discrimination

Informing potential applicants that the workplace is diverse will increase application rates

Workers are going to require higher bonuses or raises in order to stay in less diverse workplaces

Workers will be more likely to leave jobs in workplaces that are more diverse, all else held equal

Workers are going to expect lower wages or salaries when the workplace is more diverse

Diversity decreases the likelihood of finding a solution to a problem

Different ideas are discussed, increasing the likelihood of success 

Intragroup communication is challenging and leads to slower decision-making 

Black applicants have worse resumes than white applicants

The average Black applicant will be called back less than the average white applicant

A black applicant will be less likely to get to the next stage of the recruitment process than a white applicant with exactly the same resume

A white applicant is more likely to be hired than a black applicant with exactly the same resume

When the gender composition of social work seems less female-dominated, women are more likely to apply.

When the gender composition of social work seems less female-dominated, men are more likely to apply

When the gender composition of social work seems more female-dominated, women are more likely to apply

When the gender composition of social work seems more female-dominated, men are more likely to apply

the fraction of women on the board and firm value is positively related

the fraction of women on the board causes higher firm value

the fraction of ethnic and racial minority board members is negatively correlated with firm value

the percentage of female employees predicts a higher firm value

Because there are fewer minority workers, it is more cost effective for employers to figure out how to mentor majority workers than it is for minority workers

Minority workers need more mentoring than majority workers, so it costs more for firms

Mentoring minority workers costs more than mentoring majority workers because they require special mentors and more mentoring time

Minority workers are less likely to apply for or accept jobs at organizations without mentoring, so it is an additional cost for hiring minority workers

Male perpetrators are less likely to be employed one year later when their victim is a man, compared to when their victim is a woman

All between-colleague violence is perpetrated by men

Women experience greater between-colleague violence from male perpetrators at work than men

The proportion of women at a firm increases after a violent episode against women because they hire more women to prevent future violence

Cost of capital

Cost of labor

Price of output

Productivity

Researchers send fake resumes to employers; they vary whether the resume includes information about being part of a religious university organization

Researchers ask people to submit applications to jobs; they study whether applicants with Muslim-sounding names get fewer callbacks than people with Australian-sounding names

Researchers work with an organization to see how their recruiters respond to applications for a position from white vs. non-white applicants

Researchers get data from an organization about their prior hiring practices; they study whether men and women are hired at different rates