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Increasing workplace diversity : evidence from a recruiting experiment at a Fortune 500 company
Flory, Jeffrey A.; Leibbrandt, Andreas; Rott, Christina; … - 2018 - This version: April 11, 2018
The persistent lack of workplace diversity in management and leadership may lead to organizational vulnerabilities. White males occupy most high-profile positions in the largest U.S. corporations whereas African Americans, Hispanics, and women are clearly underrepresented in leadership roles....
Persistent link: https://www.econbiz.de/10011845279
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Does artificial intelligence help or hurt gender diversity? : evidence from two field experiments on recruitment in tech
Avery, Mallory; Leibbrandt, Andreas; Vecci, Joseph - 2024
The use of Artificial Intelligence (AI) in recruitment is rapidly increasing and drastically changing how people apply … to jobs and how applications are reviewed. In this paper, we use two field experiments to study how AI recruitment tools … demand. We find that the use of AI in recruitment changes the gender distribution of potential hires, in some cases more than …
Persistent link: https://www.econbiz.de/10014496439
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The paradox of gender diversity, organizational outcomes, and recruitment in the boards of national governing bodies of sport
Mikkonen, Marjukka; Stenvall, Jari; Lehtonen, Kati - In: Administrative Sciences : open access journal 11 (2021) 4, pp. 1-16
theoretical model that sheds light on the contradiction of gender-biased recruitment/selection processes in sports organization … National Governing Bodies of Sport (NGBs). This paper shows that, because of the gender-biased recruitment/selection process …
Persistent link: https://www.econbiz.de/10012795274
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The timing of preference and prejudice in sequential hiring games
Waddell, Glen R.; Lee, Logan M. - 2014
We model a hiring process in which the candidate is evaluated sequentially by two agents of the firm who each observe an independent signal of the candidate's productivity. We introduce the potential for taste-based discrimination and characterize how one agent's private valuation of the...
Persistent link: https://www.econbiz.de/10010404030
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Inclusion or co-optation? : navigating recruitment as a gender diversity candidate in finance
Predmore, Signe - In: New political economy 28 (2023) 6, pp. 897-909
Persistent link: https://www.econbiz.de/10014418117
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Eliminating discrimination in hiring isn't enough firms interested in workplace diversity should consider the post-hiring stage and why some minority employees choose to leave
Alston, Mackenzie - 2023
While many firms have recognized the importance of recruiting and hiring diverse job applicants, they should also pay attention to the challenges newly hired diverse candidates may face after entering the company. It is possible that they are being assessed by unequal or unequitable standards...
Persistent link: https://www.econbiz.de/10014290555
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Increasing Workplace Diversity: Evidence from a Recruiting Experiment at a Fortune 500 Company
Flory, Jeffrey A.; Leibbrandt, Andreas; Rott, Christina; … - 2018
The persistent lack of workplace diversity in management and leadership may lead to organizational vulnerabilities. White males occupy most high-profile positions in the largest U.S. corporations whereas African Americans, Hispanics, and women are clearly underrepresented in leadership roles....
Persistent link: https://www.econbiz.de/10011872082
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Signals from On High and the Power of Growth Mindset: A Natural Field Experiment in Attracting Minorities to High-Profile Positions
Flory, Jeffrey A.; Leibbrandt, Andreas; Rott, Christina; … - 2021
We conduct a large-scale natural field experiment with a Fortune 500 company to test several approaches to attract minorities to high-profile positions. 5,000 prospective applicants were randomized into treatments varying a portion of recruiting materials. We find that self-selection at two...
Persistent link: https://www.econbiz.de/10012597529
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Signals from on high and the power of growth mindset: a natural field experiment in attracting minorities to high-profile positions
Flory, Jeffrey A.; Leibbrandt, Andreas; Rott, Christina; … - 2021
We conduct a large-scale natural field experiment with a Fortune 500 company to test several approaches to attract minorities to high-profile positions. 5,000 prospective applicants were randomized into treatments varying a portion of recruiting materials. We find that self-selection at two...
Persistent link: https://www.econbiz.de/10012518226
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Women at the top in developing countries : evidence from firm-level data
Sekkat, Khalid; Szafarz, Ariane; Tojerow, Ilan - 2015
This paper uses worldwide firm-level data to scrutinize the governance factors that favor gender diversity in leadership positions. Our results reveal that the gender of the dominant shareholder is key. The chief executive of firms with a female dominant shareholder has a significantly higher...
Persistent link: https://www.econbiz.de/10011396743