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Representation is not sufficient for selecting gender diversity

Author

Listed:
  • Baron, Justus
  • Ganglmair, Bernhard
  • Persico, Nicola
  • Simcoe, Timothy
  • Tarantino, Emanuele
Abstract
One strategy for promoting female leaders in science and technology professions is to appoint more women to the committees that select leaders. Unfortunately, evidence from other settings, such as committees for selecting judges or professors, suggests this approach does not work. We use a natural experiment to test the idea that organizational norms supporting gender diversity are necessary for representation on “selectorates” to promote gender diversity among leaders in science and technology. Our empirical setting is the standard-setting organization that develops key protocols for Internet hardware and software. We find that when more women are randomly selected for the committee that appoints the organization's leaders, the committee appoints more female leaders, but only after a set of interventions meant to increase members' awareness of the benefits of gender diversity.

Suggested Citation

  • Baron, Justus & Ganglmair, Bernhard & Persico, Nicola & Simcoe, Timothy & Tarantino, Emanuele, 2024. "Representation is not sufficient for selecting gender diversity," Research Policy, Elsevier, vol. 53(6).
    • Handle: RePEc:eee:respol:v:53:y:2024:i:6:s004873332400043x
    DOI: 10.1016/j.respol.2024.104994
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    References listed on IDEAS

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    1. Marianne Bertrand & Sandra E Black & Sissel Jensen & Adriana Lleras-Muney, 2019. "Breaking the Glass Ceiling? The Effect of Board Quotas on Female Labour Market Outcomes in Norway," The Review of Economic Studies, Review of Economic Studies Ltd, vol. 86(1), pages 191-239.
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    3. Agata Maida & Andrea Weber, 2022. "Female Leadership and Gender Gap within Firms: Evidence from an Italian Board Reform," ILR Review, Cornell University, ILR School, vol. 75(2), pages 488-515, March.
    4. Alejandro Corvalan & Pablo Querubín & Sergio Vicente, 2020. "The Political Class and Redistributive Policies," Journal of the European Economic Association, European Economic Association, vol. 18(1), pages 1-48.
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    6. Maria De Paola & Vincenzo Scoppa, 2015. "Gender Discrimination and Evaluators’ Gender: Evidence from Italian Academia," Economica, London School of Economics and Political Science, vol. 82(325), pages 162-188, January.
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    Cited by:

    1. Lingfu Kong & Muhammad Usman & Weili Yue & Fakhra Yasmin & Marcela Sokolova, 2024. "Leadher: role of women leadership in shaping corporate innovation," Palgrave Communications, Palgrave Macmillan, vol. 11(1), pages 1-10, December.
    2. Baron, Justus & Kanevskaia, Olia, 2023. "Wearing multiple hats—The role of working group chairs’ affiliation in standards development," Research Policy, Elsevier, vol. 52(9).

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    More about this item

    Keywords

    Diversity in innovation; Gender; IETF; Randomization; Representation; Selectorate; Text analysis;
    All these keywords.

    JEL classification:

    • D72 - Microeconomics - - Analysis of Collective Decision-Making - - - Political Processes: Rent-seeking, Lobbying, Elections, Legislatures, and Voting Behavior
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • L86 - Industrial Organization - - Industry Studies: Services - - - Information and Internet Services; Computer Software
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility
    • O32 - Economic Development, Innovation, Technological Change, and Growth - - Innovation; Research and Development; Technological Change; Intellectual Property Rights - - - Management of Technological Innovation and R&D

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