Embedded Files
Employment can have both positive and negative consequences for women's health. Our research over the years has examined the implications of employment for women's lives. In a chapter in Women's Health Psychology, Dr. Marshall explores the latest research, and makes suggestions for supporting the lives of working women. Click here to read a pre-publication version of the chapter.
IN 2015, Marshall was an invited presenter at the NIH workshop, Raising the Bar: Improving the Health of Women in the United States. Her presentation is included in the National Academies of Sciences publication from that workshop.
dbasse_173527.pdfProjects
Projects
Marshall, N. L. & Tracy, A.J. (2009). After the baby: Work-family conflict and working mothers’ psychological health. Family Relations, 58, 379-390.
Marshall, N. L. & Tracy, A.J. (2009). After the baby: Work-family conflict and working mothers’ psychological health. Family Relations, 58, 379-390.
Marshall, N.L., Tracy, A., Dresser, M. & Noonan, A. (2015). Substantive Complexity and Health among Older Workers.
Marshall, N.L., Tracy, A., Dresser, M. & Noonan, A. (2015). Substantive Complexity and Health among Older Workers.
Barnett, R.C., Marshall, N. L., Brennan, R. & Raudenbush, S.W. (1993). Gender and the relationship between job experiences and psychological distress: A study of dual-earner couples. Journal of Personality and Social Psychology, 64(5), 794-806.
Barnett, R.C., Marshall, N. L., Brennan, R. & Raudenbush, S.W. (1993). Gender and the relationship between job experiences and psychological distress: A study of dual-earner couples. Journal of Personality and Social Psychology, 64(5), 794-806.
Gender Bias in the Massachusetts Court System
Gender Bias in the Massachusetts Court System
The Massachusetts Supreme Judicial Court commissioned a study of gender bias in the court system. WFC was the research consultant to the Gender Bias Study Committee, which was charged with determining "the extent and nature of gender bias in the Massachusetts judiciary and to make recommendations to promote equal treatment of men and women." WFC conducted multiple surveys of lawyers, court personnel and judges, conducted court record reviews, and advised on the design of studies of jury decision-making and other topics.
In their final report, the Committee determined "We found gender bias to be in operation when decisions made or actions taken were based on preconceived or stereotypical notions about the nature, role, or capacity of men and women. We observed the effect of myths and misconceptions about the economic and social realities of men's and women's lives and about the relative value of their work. Throughout this report the workings of bias are illustrated in statistical data, expert testimony, and first-hand accounts of people using the court system." The executive summary is available online here.
In their final report, the Committee determined "We found gender bias to be in operation when decisions made or actions taken were based on preconceived or stereotypical notions about the nature, role, or capacity of men and women. We observed the effect of myths and misconceptions about the economic and social realities of men's and women's lives and about the relative value of their work. Throughout this report the workings of bias are illustrated in statistical data, expert testimony, and first-hand accounts of people using the court system." The executive summary is available online here.
GenderBiasPamphlet.pdf
Pamphlet on ways to promote gender, racial and ethnic equality
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