The old boy network: are the professional networks of female executives less effective than men's for advancing their careers?
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- handle: 10670/1.ntqcjx
- hal: hal-03609151
- doi: 10.1017/S1744137421000953
- WOS: 000755377100001
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info:eu-repo/semantics/altIdentifier/doi/10.1017/S1744137421000953
Mots-clés
Executive compensation Gender wage gap Placebo technique Professional networks J - Labor and Demographic Economics/J.J1 - Demographic Economics/J.J1.J16 - Economics of Gender • Non-labor Discrimination J - Labor and Demographic Economics/J.J3 - Wages, Compensation, and Labor Costs/J.J3.J31 - Wage Level and Structure • Wage Differentials J - Labor and Demographic Economics/J.J3 - Wages, Compensation, and Labor Costs/J.J3.J33 - Compensation Packages • Payment Methods M - Business Administration and Business Economics • Marketing • Accounting • Personnel Economics/M.M1 - Business Administration/M.M1.M12 - Personnel Management • Executives; Executive CompensationSujets proches
Earnings Wage rates Wage-fund Departmental salaries Remuneration Pay Salaries Compensation Working class--WagesCiter ce document
Marie Lalanne et al., « The old boy network: are the professional networks of female executives less effective than men's for advancing their careers? », HAL-SHS : économie et finance, ID : 10.1017/S1744137421000953
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Résumé
We investigate the impact of professional networks on men's and women's earnings, using a dataset of European and North American executives. The size of an individual's network of influential former colleagues has a large positive association with remuneration, with an elasticity of around 21%. However, controlling for unobserved heterogeneity using various fixed effects as well as a placebo technique, we find that the real causal impact of networks is barely positive for men and significantly lower for women. We provide suggestive evidence indicating that the apparent discrimination against women is due to two factors: first, both men and women are helped more by own-gender than other-gender connections, and men have more of these than women do. Second, a subset of employers we identify as ‘female friendly firms’ recruit more women but reward networks less than other firms.