"When Teamwork Doesn’t Work for Women"

"While women in the field publish as much as men, they are twice as likely to perish. And this higher rate for women being denied tenure persists even after accounting for differences in tenure rates across universities, the different subfields of economics that women work in, the quality of their publications and other influences that may have changed over time.

But Ms. Sarsons discovered one group of female economists who enjoyed the same career success as men: those who work alone. Specifically, she says that “women who solo author everything have roughly the same chance of receiving tenure as a man.” So any gender differences must be because of the differential treatment of men and women who work collaboratively...

The numbers tell a compelling story of men getting the credit, whenever there is any ambiguity about who deserves credit for work performed in teams.

And this is a very big deal: The bias that Ms. Sarsons documents is so large that it may account on its own for another statistic: Female economists are twice as likely to be denied tenure as their male colleagues."
http://mobile.nytimes.com/2016/01/10/upshot/when-teamwork-doesnt-work-for-women.html?smid=fb-nytimes&smtyp=cur&referer=http://m.facebook.com/

This is why I am concerned about diversity arguments that center the benefits for the institution, not the benefits for the people who would have been excluded. You can find lots of writing about how diversity improves teams, improves innovativeness of output, makes institutions more resilient and stable in the long run, etc... But it can feel like the people who are contributing this diversity are still seen as laborers for the existing white/male systems that have historically oppressed them. And this is one possible outcome: female economists improving the field but not seeing the benefit to their own lives.