300: The Gender Competition Gap with Katy Milkman and Sophia Pink

Katy Milkman is the James G. Dinan Professor at the Wharton School, the host of Charles Schwab's Choiceology podcast, and co-directs the Behavior Change for Good Initiative. Sophia Pink is a PhD student at the Wharton School studying decision-making and behavior change. They join Julie Kratz on the Allyship in Action podcast to discuss their new research on the gender gap in competition. They highlight that women are, on average, less likely to enter competitions (like applying for jobs or promotions) than equally qualified men, a phenomenon observed across many decades and countries, even at the top of the labor market. Key takeaways form this conversation: The Persistent Gender Gap in Competitive Environments and Its Consequences: The discussion begins by establishing the well-documented phenomenon that women, on average, are less likely to enter competitions (like applying for jobs or promotions) than equally qualified men. The speakers emphasize that while this reluctance is not inherently negative in all contexts, it can significantly disadvantage women in crucial career advancement opportunities, particularly for leadership roles that often require navigating multiple competitive stages. This theme highlights the problem and its potential impact on gender equity in the workplace. Leveraging Psychological Insights for Intervention: The Power of Stereotype Reactance: The central focus of the new research is the innovative application of "stereotype reactance" as a potential solution. The researchers hypothesized and found that informing women about the existing gender gap in competition could paradoxically increase their likelihood of applying for jobs. This is attributed to women's potential desire to resist conforming to negative stereotypes and a motivation to take action against the observed inequality. This theme underscores the use of behavioral science principles to design effective interventions for addressing the gender gap. Systemic and Just-in-Time Approaches for Organizational Change: The conversation moves beyond individual behavior change to discuss broader organizational strategies. Recommendations include implementing "default" mechanisms where individuals are automatically considered for opportunities unless they opt out, and providing timely reminders or prompts at the point of decision-making. The speakers emphasize that while long-term cultural shifts are challenging, these more immediate, systemic adjustments and "just-in-time" interventions can create a more equitable playing field by mitigating the impact of confidence barriers and internalized norms. This theme focuses on practical, actionable steps organizations can take to address the competition gap and promote gender equity. Actionable Allyship Takeaway: When you see a woman hesitating to pursue an opportunity for which she is qualified, gently remind her of the gender competition gap by saying something like, "Hey, men tend to apply for this, don't let gender stereotypes hold you back," to encourage her to take the chance . Check out their research at: https://pubsonline.informs.org/doi/10.1287/orsc.2024.19563