Press & Outreach

Popular Press (selected)

Nater, C. (2025). Podcast: Frauen in Führungspositionen [Podcast: Women in leadership]. Nantys Human Resources Management, June 20. (Link)

Nater, C. (2025). Wie gewinnt eine Uni mehr Professorinnen? [How does a university attract more women professors?]. uniFOKUS, March 2025, 33. (Link)

Haines, S., Nater, C., & Sczesny, S. (2023). Overcoming Barriers to Increase Men’s Representation in Early Childhood Education and Care. Child Links, 2, 19-23. (PDF)

Pratelli, C. & Nater, C. (2021) Führungskräfte als Rollenmodelle [Corporate leaders as role models]. HR Today, 7-8. (Link)

Nater, C. (2021) So wirken Sie «Gender Biases» entgegen [How to reduce gender biases] Werkplatz Égalité. (Link)

Dorrough, A. R., Nater, C., & Leszczyńska, M. (2019). Die Frauenquote greift in mehreren europäischen Ländern: Was sind die positiven und negativen Nebenwirkungen? [The women’s quota is taking effect in several European countries: What are its positive and negative side effects?] Das In-Mind Magazin, 1. (Link)

Dorrough, A. R., Nater, C., & Leszczyńska, M. (2019). What are positive and negative side effects of gender quotas? International In-Mind Magazin, 12. (Link)

Sharing evidence-based insights with organizations and society is a favorite part of the work I do. Over the last years, I appreciate having been invited for a wide range of outreach and knowledge transfer opportunities.

Media Coverage (selected)

The practical relevance and impact of my research are reflected in its regular coverage by national and international media outlets.

Der Bund (2026). Psychologin über Hass gegen Frauen: Niemand ist immun gegen frauenfeindliche Inhalte [Psychologist on misogyny: No one is immune to anti-women content] (Link or PDF)

SRF Wissen (2026). Mehr Gewalt, mehr Misogynie: Was eine Berner Studie zeigt [More Violence, More Misogyny: What a Study from Bern Reveals] (Link)

TAZ (2026). Medien können Frauenfeindlichkeit befeuern. [The media can fuel misogyny] (Link)

Die Zeit (2026). Frauenfeindliche Inhalte machen Menschen tatsächlich frauenfeindlich. [Misogynistic content actually makes people misogynistic] (Link)

Frankfurter Allgemeine (2026). Woher kommt der Frauenhass? [Where does misogyny come from?] (Link)

GEO (2026). Frauenfeindliche Narrative wirken überzeugender, je öfter man sie liest [Misogynistic narratives become more convincing the more often you read them] (Link)

Deutschlandfunk (2026). Frauenfeindliche Haltung: Welche Rolle spielen die Medien? [Misogyny: What Role Do the Media Play?] (Link)

Der Bund (2026). Berner Studie enthüllt: «Männer sind ambitionierter, Frauen fürsorglicher» – so denken die meisten [Bern study reveals: “Men are more ambitious, women more caring” – this is how most people think] (Link or PDF).

CTV News Canada (2026). Gender stereotypes persist based on what we see in society: study (Link).

SRF Wissen (2025). Je gleichberechtigter, desto mehr Druck für Männer [The more equal, the more pressure is on men] (Link).

Deutschlandfunk Kultur, Studio 9 (2025). Studie: Geschlechter-Klischees eher in fortschrittlichen Ländern ausgeprägt [Study: Gender clichés more pronounced in progressive countries] (Link).

Süddeutsche Zeitung (2025). Nur Verlierer zeigen Schwäche [Only losers show weakness] (Link).

Business Sustainability Today (2025). Soziale Normen bremsen Gleichstellung der Geschlechter [Social norms slow gender equality] (Link).

Watson (2025). Studie zeigt: Männer in gleichberechtigten Ländern stehen unter Statusdruck [Study shows: Men in countries with equal rights are under status pressure] (Link).

20 minuten (2025). Wegen Gleichstellung: Männer kämpfen um Status [Due to equality: men fight for status] (Link).

Die Zeit: Campus (2023). Mansplaining: Benevolent sexism persists all the more tenaciously [Mansplaining: Wohlwollender Sexismus hält sich umso hartnäckiger]. (Link)

INSEAD Knowledge (2019). What Makes for Inclusive Working Cultures? (Link)

New York Times (2019). Americans Finally Consider Women as Competent as Men (Link)

USA Today (2019). Women are now seen as equally intelligent as men, study finds (Link)

Business Insider (2019). Women are now seen as just as competent as men, but less ambitious — and it's a good and bad thing (Link)

Yahoo!Finance (2019). Women in the US are seen to be as smart as men, but not ready to lead (Link)

Psychology Today (2019). Have Gender Stereotypes Changed Since the Mid-20th Century? (Link)

Atlanta TV station (2019). Women seen as more competent than men, but less ambitious, study says (Link)

China Internet Information Center (2019). Women no longer regarded as less competent than men: study (Link)

Med India (2019). Women Now Seen as Equally as or More Competent Than Men: Study (Link)

Der Bund (2019). Frauen gelten jetzt als gleich kompetent wie Männer (Link)

Outreach (selected)

Nater, C. (2025, March). The woman of today – still the dogsbody [Die Frau von heute - immer noch Mädchen für alles]. Wissenschaftscafé, Thun, Switzerland.

Nater, C. (2025, February). Gender-based inequalities in workplaces: Where they come from and how to address them. Colloquium, Department of Psychology, University of Geneva.

Nater, C. (2025, February). Why do gender stereotypes and social status expectations vary across cultures? Novel insights from public opinion polls. Colloquium, Department of Social Psychology, University Zurich.

Nater, C. (2023, November). The costs and consequences of gender bias in the workplace. Colloquia series of the Vetsuisse Faculty, University of Bern, Switzerland.

Nater, C. (2023, January). Gender Diversity and Inclusion in STEM. Guest lecturer at the Department of Mechanical Engineering, University of British Columbia, Canada.

Nater, C. (2022, April). Herausforderung Gender Diversity: Ursprung und Auswirkungen von Gender Bias [The challenge of gender diversity: the origins and consequences of gender biases]. Kadertagung des Bundesamts für Zivilluftfahrt BAZL, Flughafen Zürich, Switzerland.

Nater, C. (2021, June). Teilnahme an der Kadertagung des Eidgenössisches Department für Verkehr, Umwelt, Energie und Kommunikation (UVEK) mit Schwerpunkt Geschlechterdiversität, in Magglingen, auf Einladung der Bundesrätin Simonetta Sommargua. [Participation at the management conference of the Federal Department of the Environment, Transport, Energy and Communications (DETEC) on gender diversity, in Magglingen, by invitation from the Federal Council Simonetta Sommargua].

Nater, C. (2021, June) Vorurteile und Stereotype und deren Auswirkungen in der Rekrutierung und Entwicklung von Mitarbeitenden [Prejudices and stereotypes and how they may affect recruitment and development of employees]. HR-Tagung des Eidgenössischen Departments für Verkehr, Umwelt, Energie und Kommunikation (UVEK), Switzerland. (delivered remotely due to Covid-19)

Nater, C. (2021, June) «Gender Biases» in Rekrutierung und Beförderung: Wirkungsvolle Massnahmen und Tools [Gender biases in recruitment and promotion: Effective measures and tools]. Werkplatz Égalité des Kantons Bern, Switzerland. (delivered remotely due to Covid-19)

Nater, C. (2020, January). Geschlechtsstereotype und ihre Auswirkungen im beruflichen Kontext [Gender stereotypes and their implications for the workplace]. Neue Helvetische Gesellschaft, Switzerland.Nater, C. (2019, September). Frauenquoten im europäischen Vergleich: Wie erfolgreich sind sie? [Comparing gender quotas across Europe: How successful are they?]. Faculty of Law, University of Lucerne, Switzerland.

Nater, C. (2019, March). Do affirmative action measures help or hinder the development of gender balance in leadership positions in the long-run? INSEAD Business School, Singapore.

Portraits

Engendering Success in STEM Consortium (2021, December). Consortium Member Feature: Dr. Christa Nater (Link)

Interdisciplinary Center for Gender Research, University of Bern (2020, Fall). Durch Wissenschaft die soziale Diskriminierung in der Arbeitswelt verringern [Applying scientific knowledge to reduce social discrimination in workplace settings] (PDF)