Network recruitment and the glass ceiling: Evidence from two firms
Name
rsf.2019.5.3.05.pdf
Description
Published version
Size
816.22 KB
Format
Adobe PDF
Checksum (MD5)
07080291e74607c054b8b0e1d1ecf6c3
Author(s)
Fernandez, RM
Rubineau, B
Date Issued
January 1, 2019
Journal
RSF
Publisher
Russell Sage Foundation
Version
Final published version
Abstract
Does network recruitment contribute to the glass ceiling? We use administrative data from two companies to answer the question. In the presence of gender homophily, recruitment through employee referrals can disadvantage women when an old boys’ network is in place. We calculate the segregating effects of network recruitment across multiple job levels in the two firms. If network recruitment is a factor, the segregating impact should disadvantage women more at higher levels. We find this pattern, but also find that network recruitment is a desegregating force overall. It promotes women’s representation strongly at all levels, but less so at higher levels. This article shows how administrative data can be used to tackle the complex problem of gender inequality in organizations to counter the glass ceiling.
MIT Department
Sloan School of Management
Terms of Use
Creative Commons Attribution-NonCommercial-NoDerivs License
Persistent DSpace Link
DOI of Published Version
https://doi.org/10.7758/RSF.2019.5.3.05
