Erika Kirgios

Huge thank you to MoreThanNow for facilitating this collaboration — this work would not have been possible without them!

Organizations hoping to increase the pipeline of women applying for leadership roles may benefit from ensuring women have access to sponsorship—and that they know it.

Instead, women seem to strategically respond to information about whether their environment is likely to support their aspirations, or not.

One implication? The gender leadership gap can’t simply be chalked up to preferences (e.g., women feeling a lack of ‘fit’ in leadership roles, or preferring to focus on work-life balance).

But diversity incentives serve as a (literally) costly signal of org support for gender diversity. So, they boost women’s expectations that they’ll receive critical sponsorship on the path to promotion. This, in turn, increases their willingness to be open about their leadership aspirations.

You might expect diversity incentives to backfire—it doesn’t feel great to question whether you were promoted on your own merits vs. because of your identity.

Women who were told that org execs were incentivized to boost the representation of women in leadership from 21% to 23% were 11+% more likely to indicate an interest in management than women told about the goal alone, or those who were simply reminded of their org’s commitment to gender diversity.

🚨NEW PAPER ALERT🚨 A field experiment w/ 2,035 female employees at a multinational engineering firm shows women are more willing to express an interest in leadership roles when their orgs implement diversity incentives. Read more about this joint work with Edward Chang in AMJ: doi.org/10.5465/amj....

💢New paper alert💢

Dishonesty is everywhere — but it’s not all the same. My new solo-authored paper in Journal of Experimental Psychology: General disentangles cheating and lying as distinct forms of dishonesty.

Link to paper: doi.org/10.1037/xge0...

A thread 🧵👇

Advertising Measurable Hiring Goals Attracts a More Diverse Pipeline Concrete language can attract underrepresented candidates, particularly in the current environment.

Concrete language can attract underrepresented candidates, particularly in the current environment, via Chicago Booth’s
@erikakirgios.bsky.social, University of Southern California’s @ikesilver.bsky.social, and Harvard’s Edward H. Chang. www.chicagobooth.edu/review/adver... #diversity

Research from @erikakirgios.bsky.social, @ikesilver.bsky.social, and Edward H. Chang suggests that measurable #diversity goals signal to marginalized candidates that they are more likely to be hired, belong, and encounter a genuine commitment to diversity at the organization bit.ly/3D4t3iB

Screenshot of title + abstract of the paper.

🚨New paper alert!🚨

Women are less likely to enter competitions than men—even when equally qualified. But telling them this can change behavior.

📈 In a field experiment on a job application platform, we found that highlighting this gender gap increased the # of job apps women submitted by ~20%.

Interestingly, we find that diversity goals boost anticipated belonging—counter to prior theory. As organizations strip their websites of mentions of diversity entirely, this work highlights the value of clear signals of commitment to DEI for attracting highly qualified underrepresented candidates

This result is driven by White women, while we find null effects for URMs. But in the lab, both groups respond similarly. We explore possible explanations for this difference (including noise!) in the paper.

In a large-scale reverse audit experiment (n = 5,557), we find that women & racial minority job seekers were 6.5% more likely to apply when an org shared a measurable goal instead of a vague one, and this effect was strongest for highly qualified applicants (who were 11% more likely to apply).

One narrative suggests that measurable goals would feel tokenizing and alienating for marginalized candidates, who might expect to be used as a means to an end. The other suggests measurable goals might signal strategic benefits & genuine commitment to DEI. Which account dominates?

How do job seekers react when orgs quantify their diversity commitments? In a 🚨new paper🚨 with @ikesilver.bsky.social & Edward Chang, we explore competing predictions about how women and racial minorities react to measurable goals vs. vague, values-focused commitments.

🚨new paper alert🚨 @iamlindachang.bsky.social, @sendhil.bsky.social, @katymilkman.bsky.social, and I find that people systematically overweight numeric information in decision-making, a tendency we dub “quantification fixation”. Read more in Linda’s thread 👇

Thank you so much!

If you’re interested in behavioral science & want to gain some experience before applying for a PhD, consider applying to be my full-time pre-doc. Bonus: by applying to this job ad you can also be considered for a role with one of my incredible colleagues! www.chicagobooth.edu/-/media/facu...