The Gender Gap in Self-Promotion

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Abstract/Contents

Abstract: In applications, interviews, performance reviews, and many other environments, individuals subjectively describe their ability and performance to others. We run a series of experiments, involving over 4,000 participants from online labor markets and over 10,000 school-aged youth. We find a large gender gap in self-promotion: Women subjectively describe their ability and performance to potential employers less favorably than equally performing men. Even when all incentives to promote are removed, however, the gender gap remains. The gender gap in self-promotion is reflective of an underlying gender gap in how individuals subjectively evaluate their own performance. This underlying gender gap proves persistent and arises as early as the sixth grade.

Type of resource	text
Date created	August 9, 2021

DOI	https://doi.org/10.25740/nq112gw6476
Location	https://purl.stanford.edu/nq112gw6476

Use and reproduction: User agrees that, where applicable, content will not be used to identify or to otherwise infringe the privacy or confidentiality rights of individuals. Content distributed via the Stanford Digital Repository may be subject to additional license and use restrictions applied by the depositor.
License: This work is licensed under a Creative Commons Attribution 4.0 International license (CC BY).

Preferred citation: Exley, C. and Kessler, J. (2022). The Gender Gap in Self-Promotion. Stanford Digital Repository. Available at https://purl.stanford.edu/nq112gw6476

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