Working Paper: CEPR ID: DP16002
Authors: Justus Baron; Bernhard Ganglmair; Nicola Persico; Timothy Simcoe; Emanuele Tarantino
Abstract: Representation of women and minorities in a “selectorate” – the group that chooses an organization’s leaders – is a key mechanism for promoting diversity. We show that representation, on its own, is not sufficient for selecting gender diversity: a supportive organizational culture is also required. In the case of the Internet Engineering Task Force, a random increase in female representation in its selection committee caused an increase in female appointments only after cultural norms supporting diversity and inclusion became more salient.
Keywords: No keywords provided
JEL Codes: No JEL codes provided
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| female representation in the nomcom (D79) | female appointments (J16) |
| cultural norms around gender diversity (J16) | female appointments (J16) |
| female representation in the nomcom (D79) | cultural norms around gender diversity (J16) |
| cultural norms around gender diversity (J16) | female representation in the nomcom (D79) |