Offices are social places. Employees and managers take breaks together and talk about family and hobbies. In this study, we show that employees' social interactions with their managers can be advantageous for their careers, and that this phenomenon contributes to the gender pay gap. We use administrative and survey data from a large financial institution and exploit quasi-random variation induced by the rotation of managers. We provide evidence that when employees have more face-to-face interactions with their managers, they are promoted at a higher rate. This mechanism could explain a third of the gender gap in promotions at this firm.

Discriminatory treatment of minorities by public authorities remains a serious challenge and breaks with the central principles of impartiality. However, little research examines how discrimination can be reduced through political means. This article argues that discrimination occurs when the perceived marginal cost of serving a minority citizen exceeds the funding per user and/or when excess of demand forces the provider to prioritize which citizens to serve. This also suggests that increasing the funding per user and increasing supply to meet demand might reduce differential treatment. These predictions are tested in a high school enrollment system where the funding is linked to the number of students enrolled. Unique, fine-grained administrative data show that minority applicants are 9 percentage points less likely to be enrolled in their preferred high school. More importantly, an administrative reform shows how increasing the supply-side flexibility and pay per user cuts the difference in half.

What conditions enable novel intellectual contributions to diffuse and become integrated into later scientific work? Prior work tends to focus on whole cultural products, such as patents and articles, and emphasizes external social factors as important. This article focuses on concepts as reflections of ideas, and we identify the combined influence that social factors and internal intellectual structures have on ideational diffusion. To develop this perspective, we use computational techniques to identify nearly 60,000 new ideas introduced over two decades (1993 to 2016) in the Web of Science and follow their diffusion across 38 million later publications. We find new ideas diffuse more widely when they socially and intellectually resonate. New ideas become core concepts of science when they reach expansive networks of unrelated authors, achieve consistent intellectual usage, are associated with other prominent ideas, and fit with extant research traditions. These ecological conditions play an increasingly decisive role later in an idea’s career, after their relations with the environment are established. This work advances the systematic study of scientific ideas by moving beyond products to focus on the content of ideas themselves and applies a relational perspective that takes seriously the contingency of their success.

Stratification and rerandomization are two well-known methods used in randomized experiments for balancing the baseline covariates. Renowned scholars in experimental design have recommended combining these two methods; however, limited studies have addressed the statistical properties of this combination. This article proposes two rerandomization methods to be used in stratified randomized experiments, based on the overall and stratum-specific Mahalanobis distances. The first method is applicable for nearly arbitrary numbers of strata, strata sizes, and stratum-specific proportions of the treated units. The second method, which is generally more efficient than the first method, is suitable for situations in which the number of strata is fixed with their sizes tending to infinity. Under the randomization inference framework, we obtain the asymptotic distributions of estimators used in these methods and the formulas of variance reduction when compared to stratified randomization. Our analysis does not require any modeling assumption regarding the potential outcomes. Moreover, we provide asymptotically conservative variance estimators and confidence intervals for the average treatment effect. The advantages of the proposed methods are exhibited through an extensive simulation study and a real-data example.

Despite their unmistakable significance in regional histories and unique roles in cultural transmission and traditions, Indigenous trail systems are frequently ignored in non-Indigenous heritage resource management regimes. These regulatory regimes often require that heritage have discrete spatial and temporal boundaries and predefined material attributes and functions. However, as landscape-scale connectors of peoples, places, and times that blend spiritual, economic, and educational functions, trails challenge these proscriptions. Trails eschew cost-effective identification, documentation, and conservation. Accordingly, and because trails cannot be adequately documented without the expertise of people whose lands and communities they serve, archaeologists tasked with identifying heritage in advance of resource extraction and land alteration projects often omit trails from assessments. Shortcomings in heritage conservation regimes in British Columbia and elsewhere are resulting in the obliteration of Indigenous trails at precisely the time they are needed to support the revitalization of Territory-Community relationships at the core of Indigeneity. We address this tragedy by integrating archaeology, ethnography, remote sensing, and collaborative fieldwork to document trails in Wet'suwet'en and Gitxsan Territories. This enables protection in heritage management contexts and renewed and expanded trail use in intergenerational and intercultural contexts in support of Indigenous community futurity, survivance, and shared senses of community, geography, and stewardship.

Averages became a distinctive form of information in early modern European culture, first in commercial arithmetic, then in natural philosophy, demography, political economy, and eventually in eclectic social analysis. Averaging, in the modern sense of calculating an arithmetic mean by adding up the individual values of cases in a set and then dividing that total by the number of cases, provided an empirical and heuristic resource for understanding planetary orbits, fertility and mortality rates, experimental results in natural philosophy, fiscal resources, the return on stock market investments, the relative profitability of crops, incomes and the cost of living, and even the trivia of daily life. Averaging created a new class of fact—precisely typifying information that varied. By the Enlightenment, averages had become a respectable, readily deployed, form of fact, giving unity to the variety of experience and knowledge. Averages became a metaphor of credibility and normality.

This article highlights the work of Black organizational psychologists and their considerable and ongoing contributions to industrial–organizational (I–O) psychology through scholarship, practice, and service. We focus our review on the influence of five Black scholar–practitioners who have earned the distinction of fellow in the Society for Industrial and Organizational Psychology. We discuss how their work has enhanced our understanding of the integral role of diversity and inclusion across the employment cycle. We also highlight their contributions to service, mentorship, and the field more broadly to provide a holistic picture of their collective influence beyond their scholarship. Further, we offer recommendations for how their work can inform other subfields within psychology and elevate teaching and training beyond I–O. By amplifying the voices of these Black psychologists, we provide a guide for scholars and practitioners in I–O and related areas interested in incorporating diversity into their scholarship, teaching, and practice.