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Simulating Gender Stratification

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Abstract

The simulation of promotional competitions in corporations described herein allows comparisons of suggested reasons for the paucity of women in the highest level of corporate management. Runs with small, medium and large-sized companies all give similar results. The strongest effect is evidenced when men are given a bonus in performance evaluations. Similar stratification is observed when men's scores are drawn from a distribution with increased variance. Other explanations (increased female attrition, career delays for women, line-staff divisions, and external labor market) do not, by themselves produce strong gender stratification, but could add to that produced by biased evaluations.

Suggested Citation

  • James F. Robison-Cox & Richard F. Martell & Cynthia G. Emrich, 2007. "Simulating Gender Stratification," Journal of Artificial Societies and Social Simulation, Journal of Artificial Societies and Social Simulation, vol. 10(3), pages 1-8.
  • Handle: RePEc:jas:jasssj:2006-72-2
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    File URL: http://jasss.soc.surrey.ac.uk/10/3/8/8.pdf
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    References listed on IDEAS

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    1. Renate Schubert, 2006. "Analyzing and managing risks – on the importance of gender differences in risk attitudes," Managerial Finance, Emerald Group Publishing, vol. 32(9), pages 706-715.
    2. Matteo Richiardi & Roberto Leombruni & Nicole J. Saam & Michele Sonnessa, 2006. "A Common Protocol for Agent-Based Social Simulation," Journal of Artificial Societies and Social Simulation, Journal of Artificial Societies and Social Simulation, vol. 9(1), pages 1-15.
    3. Victor Palmer, 2006. "Simulation of the Categorization-Elaboration Model of Diversity and Work-Group Performance," Journal of Artificial Societies and Social Simulation, Journal of Artificial Societies and Social Simulation, vol. 9(3), pages 1-3.
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