The interaction between gender and informal social networks: An East Asian perspective

Abstract

Despite the increasing attention to gender diversity management in recent decades, there is a dearth of studies that provide an East Asian perspective on this topic. We argue that informal social networks have a crucial role in macrosocial and organisational approaches to diversity, such as social attitudes and laws, which in turn may affect organisational routines and practices of diversity management. In this article, we develop a research framework that connects gender diversity approach across macrosocial and organisational levels of analysis. Responding to the call for contextual research, our focus in this article is on how gender diversity management in East Asia is affected by informal social networks at the macrosocial level, namely guanxi in China, yongo in South Korea, and jinmyaku in Japan. Our review posits informal social networks as salient in mediating the shape and effect of institutional mechanisms at the macrosocial level on diversity practices at the organisational level.

Informal Networks, Informal Institutions, and Social Exclusion in the Workplace: Insights from Subsidiaries of Multinational Corporations in Korea

“…Second, by examining how informal networks and informal institutions facilitate women’s social exclusion from career progression, our study contributes to the body of literature on business ethics in general and gender diversity and inclusion in particular (Georgiadou & Syed, 2021 ). As Confucianism has had a significant influence on Korea’s economic growth and successes (Choi & Woo, 2018 ; Lew, 2013 ), Confucian ideology in regard to gender and women’s roles is still prevalent (Won, 2015 ; Won & Pascall, 2004 ).…”

“…While previous studies highlighted the importance of networks in business relationships and exchanges (Cuypers et al, 2020 ; Eberhard & Craig, 2013 ), research on informal networks in particular remains limited, and the topic warrants further investigation (Georgiadou & Syed, 2021 ; Minbaeva et al, 2022 ). Informal networks, which rely on personal ties and connections in interactions with others, can play a role in enabling certain practices and facilitating business relationships.…”

“…Therefore, in this paper we focus on the interplay between informal networks (Horak et al, 2020 ; Lee et al, 2022 ; Minbaeva et al, 2022 ) and informal institutions (cultural/societal norms and expectations) (North, 1990 , 1991 ; Williamson, 1998 , 2000 ). Drawing on recent studies that advocated for the further examination of informal networks and informal institutions (Horak et al, 2020 ; Minbaeva et al, 2022 ), we specifically examine the interplay between them, focusing on how this interaction leads to the social exclusion of women (Georgiadou & Syed, 2021 ).…”

“…The issue of social exclusion of women is an area in the realm of business ethics concerning diversity and inclusion that has rarely been explored (Georgiadou & Syed, 2021 ). Societal norms may contribute to the perpetuation of gender inequality in societies with rigid gender stereotypes, where males often occupy the highest positions in corporate hierarchies.…”

“…As a result of these norms, women find it difficult to network with people in positions of power and influence (Greguletz et al, 2019 ). Women are also frequently excluded from business conversations because they are not part of the informal networks, thus, denying them access to critical knowledge, resources, and opportunities (Georgiadou & Syed, 2021 ). As a result, gender segregation and discrimination are still prevalent in the workplace and in society, even in the presence of strong formal institutions.…”