Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs

We study the sources of women’s underrepresentation in hiring for top management jobs by focusing on the context of executive search. Using data that include proprietary information on 10,970 individuals considered by a search firm, we examine the sources of the low proportion of women placed in senior roles. Contrary to received wisdom, we find limited evidence that demand-side screeners strongly contribute to gender disadvantage in this setting. What gender differences exist tend to play out at the start of the hiring process and are driven both by supply-side and demand-side actors. Once considered for a position, women are no less likely than men to be hired—though they are slightly less likely to be interviewed by the search firm. Our findings highlight the theoretical importance of disentangling candidates’ “self-steering” behavior from the “pipeline bending” of hiring agents. We discuss the implications of our results for understanding gender inequality at upper echelons of the labor market

Strength matters: Tie strength as a causal driver of networks’ information benefits

Studies of social networks have often taken the existence of a social tie as a proxy for the transmission of information. However, other studies of social networks in the labor market propose that the likelihood of information transmission might depend on strength of the tie; and that tie strength is a potentially important source of the tie's value. After all, even if job seekers have social ties to those who have valuable job information, the seekers will gain little information benefit when the ties do not actually transmit the information. This paper clarifies the conditions under which social ties might provide information benefits. We use a survey vignette experiment and ask MBA students about their likelihood of relaying job information via strong ties (to friends) or weak ties (to acquaintances), holding constant the structural locations spanned by the tie and job seekers' fit with the job. The results support the claim that strength of tie has a causal effect on the chances of information transmission: potential referrers are more likely to relay job information to their friends than to acquaintances. The larger implication of these findings is that whatever benefits there might be to using weak ties to reach distant non-redundant information during job search, these benefits need to be considered against the likely fact that people connected via weak ties are less likely to actually share information about job opportunities than are people to whom the job seeker is strongly tied

The Strength of Weak Ties in MBA Job Search: A Within--Person Test

Whether and how social ties create value has inspired substantial research in organizational theory, sociology, and economics. Scholars generally believe that social ties impact labor market outcomes. Two explanatory mechanisms have been identified, emphasizing access to better job offers in pecuniary terms and the efficacy of non-redundant information. The evidence informing each theory, however, has been inconsistent and circumstantial. We test predictions from both models using a rich set of job search data collected from an MBA student population, including detailed information about search channels and characteristics of job offers. Importantly, we can compare offers made to the same student derived via different search channels while accounting for industry, function, and non-pecuniary characteristics. We find that contrary to conventional wisdom, search through social networks typically results in job offers with lower total compensation (-17 percent for referrals through strong ties and -16 percent for referrals via weak ties vs. formal search). However, our models also show that students are considerably more likely to accept offers derived via weak ties. They do so because they are perceived to have greater growth potential and other non-pecuniary value. On balance, our tests are consistent with Granovetter’s argument that networks provide value by facilitating access to information that is otherwise difficult to obtain, rather than providing greater pecuniary compensation

Gender and Race Sorting at the Application Interface

We document gender and race sorting of candidates into various jobs at the point of initial application to a company. At this step of the hiring process, the firm has implemented a policy whereby organizational screeners’ discretion has been eliminated such that there is no opportunity for contact between hiring agents and applicants. Thus, the job choices studied here offer unique insight as they are uncontaminated by screeners’ steering of candidates toward gender- or race-typed jobs. Even in the absence of steering, we find clear patterns of gendered job choices that line up with gender stereotypes of job roles. Moreover, these gendered patterns recur both within individuals and within race groups. Comparing our findings to the pattern of job sorting in the external local labor market, we find that supply-side factors do not fully account for the levels of race and gender segregation observed in the open labor market. Although probably not the entire story, it is clear that supply-side gender sorting processes cannot be ruled out as important factors contributing to job sex segregation

Tipping Points: The Gender Segregating and Desegregating Effects of Network Recruitment

Current scholarship commonly posits that network recruitment contributes to job sex segregation and that the segregated nature of personal contact networks explains this effect. A variety of empirical findings inconsistent with this explanation demonstrate its inadequacy. Building on Kanter’s observation that recruitment processes often resemble “homosocial reproduction” [Kanter RM (1977) Men and Women of the Corporation (Basic Books, New York)], we develop a population dynamics model of network recruitment. The resulting formal model builds a parsimonious theory regarding the segregating effects of network recruitment, resolving the puzzles and inconsistencies revealed by recent empirical findings. This revised theory also challenges conventional understandings of how network recruitment segregates: in isolation, network recruitment—even with segregated networks—is more likely to desegregate rather than segregate. Network recruitment segregates primarily through its interactions with other supply-side (e.g., gendered self-sorting) or demand-side (e.g., gendered referring rates) biasing mechanisms. Our model reveals whether and to what extent network recruitment segregates or desegregates, and it reveals opportunities for organizational intervention. There is an easily calculable tipping point where demand-side factors such as gender differences in referring can counteract and neutralize other segregating effects from referring. Independent of other personnel practices, organizational policies affecting employees’ referring behaviors can tip the balance to determine whether network recruitment serves as a segregating or desegregating force. We ground our model empirically using three organizational cases

From Metaphors to Mechanisms: Gender Sorting In(to) an Organizational Hierarchy

Numerous studies have examined patterns of gender inequality in organizational advancement, with some showing results indicative of “glass ceilings,” where gender disparities are strong at the upper reaches of the organization, while others suggest “sticky floors,” where the gender differences in advancement occur at the lower levels of the organization. These studies, however, have been less clear on the mechanisms that produce these descriptive patterns. With few exceptions, extant studies have focused on internal promotion practices and have not addressed the extent to which these patterns might reflect gender differences in external recruitment and hiring into the organization. We construct queues consisting of both external and internal candidates—the set of candidates under consideration—for over 2,200 job openings during a 27-month period for a large retail bank. We find that women are more likely than men to be hired, and that this pattern holds for jobs up and down the organizational hierarchy. The applicant pools are themselves gendered, however, with women comprising a lower percentage of the applicant pools for high-level jobs, but a greater proportion of the pools for lower-level jobs. Since women are more likely than men to advance from each applicant pool to hire at all levels of the hierarchy, the apparent “glass ceiling” observed among job incumbents is not due to gendered screening practices. Instead, the roots of gender inequality in this firm lie in the initial sorting of applicants into queues

Dot Immunobinding Assay for the Rapid Serodetection of Scedosporium/Lomentospora in Cystic Fibrosis Patients

Scedosporium; Cystic fibrosis; Serological detectionScedosporium; Fibrosi quística; Detecció serològicaScedosporium; Fibrosis quística; Detección serológicaThe detection of Scedosporium/Lomentospora is still based on non-standardized low-sensitivity culture procedures. This fact is particularly worrying in patients with cystic fibrosis (CF), where these fungi are the second most common filamentous fungi isolated, because a poor and delayed diagnosis can worsen the prognosis of the disease. To contribute to the discovery of new diagnostic strategies, a rapid serological dot immunobinding assay (DIA) that allows the detection of serum IgG against Scedosporium/Lomentospora in less than 15 min was developed. A crude protein extract from the conidia and hyphae of Scedosporium boydii was employed as a fungal antigen. The DIA was evaluated using 303 CF serum samples (162 patients) grouped according to the detection of Scedosporium/Lomentospora in the respiratory sample by culture, obtaining a sensitivity and specificity of 90.48% and 79.30%, respectively; positive and negative predictive values of 54.81% and 96.77%, and an efficiency of 81.72%. The clinical factors associated with the results were also studied using a univariate and a multivariate analysis, which showed that Scedosporium/Lomentospora positive sputum, elevated anti-Aspergillus serum IgG and chronic Pseudomonas aeruginosa infection were significantly associated with a positive result in DIA, while Staphylococcus aureus positive sputum showed a negative association. In conclusion, the test developed can offer a complementary, rapid, simple and sensitive method to contribute to the diagnosis of Scedosporium/Lomentospora in patients with CF.This research was funded by the Basque Government, grant numbers IT1362-19 and IT1657-22. L.M-S and M.A have received a predoctoral grant from the Basque Government and L.A-F from the University of the Basque Country (UPV/EHU)

Influence of salt on the structure of DMPG studied by SAXS and optical microscopy

Aqueous dispersions of 50 mM dimyristoylphosphatidylglycerol (DMPG) in the presence of increasing salt concentrations (2-500 mM NaCl) were studied by small angle X-ray scattering (SAXS) and optical microscopy between 15 and 35 degrees C. SAXS data show the presence of a broad peak around q similar to 0.12 angstrom(-1) at all temperatures and conditions, arising from the electron density contrasts within the bilayer. Up to 100 mM NaCl, this broad peak is the main feature observed in the gel and fluid phases. At higher ionic strength (250-500 mM NaCl), an incipient lamellar repeat distance around d= 90-100 angstrom is detected superimposed to the bilayer form factor. the data with high salt were fit and showed that the emergent Bragg peak is due to loose multilamellar structures, with the local order vanishing after similar to 4d. Optical microscopy revealed that up to 20 mM NaCl, DMPG is arranged in submicroscopic vesicles. Giant (loose) multilamellar vesicles (MLVs) start to appear with 50 mM NaCl, although most lipids are arranged in small vesicles. As the ionic strength increases, more and denser MLVs are seen, up to 500 mM NaCl, when MLVs are the prevailing structure. the DLVO theory could account for the experimentally found interbilayer distances. (c) 2007 Elsevier B.V. All rights reserved.Universidade Federal de São Paulo, Inst Fis, BR-05315970 São Paulo, BrazilUniversidade Federal de São Paulo, Inst Fis, BR-05315970 São Paulo, BrazilWeb of Scienc

Street lighting energy efficiency

Un estudio sobre la optimización de la eficiencia energética en el alumbrado público de la Municipalidad de S. M. de Tucumán fue efectuado basado en la aplicación de relojes astronómicos, balastos electrónicos dimerizables para lámparas de descarga de Sodio de alta presión de 150W/100W y luminarias de alta eficiencia. Durante 45 días, 273 puntos de luz conectados a 6 redes de alumbrado independientes fueron monitoreados, registrando el consumo, tiempos de funcionamiento, apagados nocturnos, encendidos diurnos y parámetros eléctricos de calidad. Los resultados indican que es posible una importante reducción en el consumo, entre un 11% y un 43% mejorando la calidad del servicio y reduciendo el contenido de armónicos que se introducen a la red de alumbrado a TDH A ≤ 6,5%. El trabajo describe la experiencia y el análisis de los resultados obtenidos.A study of street lighting energy efficiency was carried out in S. M. Tucumán City, based on the application of astronomical clocks, electronic ballasts (control gear) for high pressure sodium 150W/100W lamps and high efficiency luminaires. During 45 days, 273 luminaires connected to 6 independent electric networks were monitored recording: energy consumption, switching on/off times, night lamps outages, day on lamps and electrical quality parameters. The results indicate that it is possible a significant reduction in consumption, between 11% and 43% while improving service quality and reducing the harmonic content being introduced to the network lighting by TDH A ≤ 6.5%. The paper describes the experience and the analysis of the results.Fil: Tapia Garzón J.. Universidad Nacional de Tucumán. Facultad de Ciencias Exactas y Tecnología. Departamento de Luminotecnia, Luz y Visión; ArgentinaFil: Manzano, Eduardo Roberto. Universidad Nacional de Tucumán. Facultad de Ciencias Exactas y Tecnología. Departamento de Luminotecnia, Luz y Visión; Argentina. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Tucumán. Instituto de Investigación en Luz, Ambiente y Visión. Universidad Nacional de Tucumán. Facultad de Ciencias Exactas y Tecnología. Instituto de Investigación en Luz, Ambiente y Visión; ArgentinaFil: Gao S.. Municipalidad de S. M. Tucuman - Dirección Alumbrado; ArgentinaFil: Rojas M.. Universidad Nacional de Tucumán. Facultad de Ciencias Exactas y Tecnología. Departamento de Luminotecnia, Luz y Visión; ArgentinaFil: De Nobrega M.. Universidad Nacional de Tucumán. Facultad de Ciencias Exactas y Tecnología. Departamento de Luminotecnia, Luz y Visión; Argentina. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Tucumán. Instituto de Investigación en Luz, Ambiente y Visión. Universidad Nacional de Tucumán. Facultad de Ciencias Exactas y Tecnología. Instituto de Investigación en Luz, Ambiente y Visión; Argentin

Caracterización y clasificación de los carbones cretácicos de Teruel. Relaciones entre sus características y el entorno geológico

27 páginas, 8 figuras, 4 tablas.[ES]: Se han caracterizado los carbones cretácicos de la cuenca minera de Teruel (España), mediante el estudio exhaustivo de 36 muestras de capa de todas las explotaciones con actividad minera. El estudio ha comprendido: Análisis inmediato, elemental y petrográfico. Asimismo, se han determinado otros parámetros cuyo conocimiento se consideró necesario. También se han realizado ensayos carboquimicos como oxidación e hidrogenación. Los resultados muestran que aunque estos carbones pertenecen todos a una misma unidad geológica (Formación Escucha), existen diferencias claras entre los carbones de las subzonas Norte y Sur del Distrito Minero. Estos carbones se han clasificado mediante sistemas científicos (Seyler, van Krevelen y Alpem-ICCP) y comerciales (ECE/IJN y ASTM). El mejor parámetro clasificatorio ha sido la reflectividad de la vitrinita. Según el sistema de clasificación utilizado, los carbones de la subzona Norte se pueden considerar como lignitos o subbituminosos B y los de la subzona Sur como subbituminosos B ó A. Las diferencias encontradas entre los carbones estudiados, se explican desde un punto de vista geológico, por dos motivos: 1) Diferente presión litostática sobre las capas de carbón según la subzona, debido al aumento progresivo de la potencia de los sedimentos del Cenomaniense - Senoniense (Cretácico Superior) de Norte a Sur del Distrito Minero. 2) Menor influencia de la orogénesis alpina en las subzona Norte, contrastando con la subzona Sur, donde provocó gran número de fallas y plegamientos (una estructuración más intensa de las sucesiones mesozoicas).[EN]: Cretaceous coals from the Teruel Mining District (Spain) have been characterized by an exhaustive study of 36 bed samples from alí of the underground and upen cut mines with activity in that cual field. This study has included proximate, elemental, petrographic and other analyses. Also, sume chemical tests, as oxidations and hydrogenations, have been carried out. The results show that although these coals belung tu the same geological unit (Escucha Furmation in the lower Cretaceous), there are clear differences between the Norther and Southem Subzones of the Mining District. These coals have been classified by sume scientific (Syler’s, van Krevelen diagram and Alpem-ICCP) and commercial (ECE/UN and ASTM) systems. The best parameter tu classify these coals has been the vitrinite reflectance. In depending un the used classification system, cuaN from the North Subzone can be cunsidered as lignites or subbituminous B while coals from the South Subzone can be considered as subbituminous B or A. The differences between both groups uf studied coals can be explained, from a geological viewpoint, by two major factors: 1) The lithostatic pressure supported by the cual beds has been different in depending un the Subzone, because of the progressive thickness increase of te Cenomanian - Senonian sediments (Upper Cretaceous) from the North tu the South uf the Mining District. 2) The intensity of te Alpine Orogeny was stronger in the South Subzone; where gaye rise tu a more intense structuration of the Mesozoic sequences.El proyecto de investigación: “Caracterización de carbones aragoneses” del que forma parte este proyecto, fue realizado en el Instituto de Carboquímica, gracias a la financiación del CSIC, OCICARBON y Diputación General de Aragón - Diputación Provincial de Teruel (Juan, 1990).Peer reviewe