Opt-out choice framing attenuates gender differences in the decision to compete in the laboratory and in the field.

Research shows that women are less likely to enter competitions than men. This disparity may translate into a gender imbalance in holding leadership positions or ascending in organizations. We provide both laboratory and field experimental evidence that this difference can be attenuated with a default nudge-changing the choice to enter a competitive task from a default in which applicants must actively choose to compete to a default in which applicants are automatically enrolled in competition but can choose to opt out. Changing the default affects the perception of prevailing social norms about gender and competition as well as perceptions of the performance or ability threshold at which to apply. We do not find associated negative effects for performance or wellbeing. These results suggest that organizations could make use of opt-out promotion schemes to reduce the gender gap in competition and support the ascension of women to leadership positions.

Are Empathic People Better Adjusted? A Test of Competing Models of Empathic Accuracy and Intrapersonal and Interpersonal Facets of Adjustment Using Self- and Peer Reports.

Are individuals adept at perceiving others' emotions optimally adjusted? We extend past research by conducting a high-powered preregistered study that comprehensively tests five theoretical models of empathic accuracy (i.e., emotion-recognition ability) and self-views and intra- and interpersonal facets of adjustment in a sample of 1,126 undergraduate students from Canada and 2,205 informants. We obtained both self-reports and peer-reports of adjustment and controlled for cognitive abilities as a potential confounding variable. Empathic accuracy (but not self-views of that ability) was positively related to relationship satisfaction as rated by both participants and informants. Self-views about empathic accuracy (but not actual empathic accuracy) were positively related to life satisfaction as rated by both participants and informants. All associations held when we controlled for cognitive abilities.

Moving from i-frame to s-frame focus in equity, diversity, and inclusion research, practice, and policy.

Meaningful and long-lasting progress in equity, diversity, and inclusion (EDI) continue to elude academics, practitioners, and policymakers. Extending Chater & Loewenstein's arguments to the EDI space, we argue that, despite conventional focus on individual-level solutions (i-frame), increasing EDI also requires a systemic focus (s-frame). We thus call for the design, testing, and implementation of multipronged s-frame interventions.

Self-insight into emotional and cognitive abilities is not related to higher adjustment.

Despite the popularity of the Ancient Greek maxim 'know thyself', the importance of self-insight for adjustment, or effective psychological functioning, remains unclear. Here we examined four perspectives about how cognitive and emotional abilities and self-views about these abilities relate to adjustment. We administered tests of cognitive and emotional abilities and assessed self-views about these abilities. Participants then completed daily diaries for a week to report multiple self-reported indicators of adjustment. We analysed data using polynomial regression and response surface analysis. We found no support for benefits of self-insight. The conditions to infer support for linear or curvilinear associations between abilities or self-views about these abilities and adjustment were also not met. The findings suggest that giving employees and students feedback about their cognitive and emotional abilities in organizations and in schools may not enhance their adjustment. We discuss the limitations of our study and offer suggestions for future research. PROTOCOL REGISTRATION: The stage 1 protocol for this Registered Report was accepted in principle on 21 June 2018. The protocol, as accepted by the journal, can be found at https://doi.org/10.6084/m9.figshare.c.4283567.v1 .