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Representation is Not Sufficient for Selecting Gender Diversity


  • Tarantino, Emanuele
  • Baron, Justus
  • Ganglmair, Bernhard
  • Persico, Nicola
  • Simcoe, Timothy S.


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.

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  • Tarantino, Emanuele & Baron, Justus & Ganglmair, Bernhard & Persico, Nicola & Simcoe, Timothy S., 2021. "Representation is Not Sufficient for Selecting Gender Diversity," CEPR Discussion Papers 16002, C.E.P.R. Discussion Papers.
  • Handle: RePEc:cpr:ceprdp:16002

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    References listed on IDEAS

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    Cited by:

    1. 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

    JEL classification:

    • D02 - Microeconomics - - General - - - Institutions: Design, Formation, Operations, and Impact
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J17 - Labor and Demographic Economics - - Demographic Economics - - - Value of Life; Foregone Income
    • 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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