We model a decision maker who anticipates being tempted but is also uncertain about what is normatively best. Our model is an extended version of Gul and Pesendorfer's (2001) with three time periods: in the ex ante period, the agent chooses a set of menus; in the interim period, she chooses a...

Policies that increase women's representation often intend to provide women with influence over processes and decisions of the organization in which they are implemented. This paper studies the effect of gender composition and leadership on women's influence in two field experiments. Our first...

Policy interventions to increase women's presence in the workforce and leadership positions vary in their intensity, with some including a lone or token woman and others setting higher quotas. However, little is known about how the resulting group gender compositions influence individuals'...

We conduct a large-scale natural field experiment with a Fortune 500 company to test several approaches to attract minorities to high-profile positions. 5,000 prospective applicants were randomized into treatments varying a portion of recruiting materials. We find that self-selection at two...

We bound the distribution of treatment effects under plausible and testable assumptions on the joint distribution of potential outcomes, namely that potential outcomes are mutually stochastically increasing. We show how to test the empirical restrictions implied by those assumptions. The...

Prior research suggests that gender differences in hours worked play an important role in the gender pay gap. Yet common estimates of the wage returns to hours worked are close to zero, implying that hours differences cannot account much for the gender wage gap, even though men work more hours...