Publications
- Boring, A. & Brown, J. (2024). Gender and Choices in Higher Education. Economics of Education Review, 99.
- Boring, A., & Moroni, G. (2023). Turning Back the Clock: Beliefs About Gender Roles During Lockdown. Labour Economics, 84.
- Boring, A., & Philippe, A. (2021). Reducing Discrimination in the Field Evidence from an Awareness Raising Intervention Targeting Gender Biases in Student Evaluations of Teaching. Journal of Public Economics, 193.
- Azmat, G., & Boring, A. (2020). Gender Diversity in Firms. Oxford Review of Economic Policy, 36(4), 760-782.
- Boring, A., Desrieux, C., & Espinosa, R. (2018). Aspiring Top Civil Servants' Distrust in the Private Sector. Revue d’Economie Politique, 128(6), 1047-1087.
- Boring, A. (2017). Gender Biases in Student Evaluations of Teaching, Journal of Public Economics, 145, 27-41.
- Boring, A., Ottoboni, K., & Stark, P. (2016). Student Evaluations of Teaching (Mostly) Do Not Measure Teaching Effectiveness. ScienceOpen Research.
Working papers
Social desirability bias in attitudes towards sexism and DEI policies in the workplace, with Josse Delfgaauw
Latest version: Tinbergen Institute Discussion Paper (January 2024)
Current status: R&R
Do workers speak their mind about sexism and about diversity, equity, and inclusion (DEI) policies in the workplace? We measure social desirability bias regarding sexism and DEI policies using a list experiment survey among workers from five male-dominated industries in France and in the US. In both countries and, remarkably, among both men and women, we document substantial social desirability bias. Managers exhibit a larger bias than non-managerial employees. This difference between voiced and real attitudes may make organizations overestimate support for DEI policies in their workforce, rendering such policies less effective.
Latest version: Tinbergen Institute Discussion Paper (January 2024)
Current status: R&R
Do workers speak their mind about sexism and about diversity, equity, and inclusion (DEI) policies in the workplace? We measure social desirability bias regarding sexism and DEI policies using a list experiment survey among workers from five male-dominated industries in France and in the US. In both countries and, remarkably, among both men and women, we document substantial social desirability bias. Managers exhibit a larger bias than non-managerial employees. This difference between voiced and real attitudes may make organizations overestimate support for DEI policies in their workforce, rendering such policies less effective.
Work in progress
Improving Student Evaluations of Teaching
Discrimination, Rejection, and Job Search Behavior, with Katherine B. Coffman & Dylan Glover
Gender Segregation in Higher Education, with Louis-Alexandre Erb
Discrimination, Rejection, and Job Search Behavior, with Katherine B. Coffman & Dylan Glover
Gender Segregation in Higher Education, with Louis-Alexandre Erb