Echoes from the Past: The Impact of Racial Transference on Leader Selection during Succession

Preston, McKenzie; Carton, Andrew M.

doi:10.5465/amj.2021.1031

Cited by 3 publications

(1 citation statement)

References 101 publications

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“…In extension, as noted by Preston and Carton (2023, p. 22) current bias training focus mostly on “debiasing against implicit attitudes and stereotypes (…), our findings suggest that diversity training should educate evaluators on best practices to avoid comparing racially similar predecessors and candidates”. Recruiters and employers could further work and invest in developing their cultural competence, by learning how to respectfully respond to and meet with people of all backgrounds and walks of life (Elphinstone (2018) and Lum (2011) as highlighted in Solheim and Moss, 2023).…”

Section: Discussion and Concluding Remarkssupporting

confidence: 51%

Unpacking the influence of foreignness on employment prospects within a multinational enterprise: an examination of gender, professional experience and duration of stay

Nowinska,

Solheim

2024

JGM

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PurposeThe purposes of this paper are to delve into the “liability of foreignness” among immigrants and to explore factors that may enhance or moderate such liability while obtaining jobs in host countries. We explore the competition for jobs in a host country among foreign-born individuals from various backgrounds and local residents, by examining such factors as their human capital, as well as, for the foreign-born, their duration of residence in the host country.Design/methodology/approachApplying configurational theorizing, we propose that the presence of specific human capital can help reduce the challenges associated with the “liability of foreignness” for migrants who have shorter durations of stay in the host country, and, to a lesser extent, for female migrants. Our study draws upon extensive career data spanning several decades and involving 249 employees within a Danish multinational enterprise.FindingsWe find that specific human capital helps established immigrants in general, although female immigrants are more vulnerable. We furthermore find a strong “gender liability” in the industry even for local females, including returnees in the host countries. Our findings suggest that for immigrants, including returnees, career building requires a mix of right human capital and tenure in the host country, and that career building is especially challenging for female immigrants.Originality/valueWhile the concept of “liability of foreignness” – focussing on discrimination faced by immigrants in the labour market – has been brought to the fore, a notable gap exists in empirical research pertaining to studies aiming at disentangling potential means to overcome such liability, as well as in studies seeking to explore this issue from a stance of gendered experience.

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