The Old Boys' Club: Schmoozing and the Gender Gap

Cullen, Zoë; Pérez-Truglia, Ricardo

doi:10.3386/w26530

Cited by 42 publications

(35 citation statements)

References 61 publications

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“…In a different study, about a different topic, we have data from this same firm spanning four years. We show that the annual promotion rate is 16.5%, and that over a period of four years, over half of employees are promoted at least once (Cullen and Perez-Truglia, 2019).…”

Section: Descriptive Statistics and Randomization Balancementioning

confidence: 85%

“…Employees may feel demoralized about horizontal comparisons because, given their common responsibilities, they perceive these salary differences as unfair Breza et al (2018). Employees may think that these horizontal salary differences are due to unmeritocratic factors such as luck or workplace connections (Cullen and Perez-Truglia, 2019). 23 Employees may find it easier to justify vertical inequality because, for instance, they may think that managers deserve higher salaries because they add more value to the firm or because they worked hard to get to that position.…”

Section: Mechanisms: Social Preferencesmentioning

confidence: 99%

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How Much Does Your Boss Make? The Effects of Salary Comparisons

Cullen

Pérez-Truglia

2018

SSRN Journal

Self Cite

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Experimental Economics Conference, BEAM, Advances with Field Experiments and the AEA Annual Meetings. The collaborating institution provided financial support for the research being conducted. Additionally, Zoe Cullen was a full-time, salaried employee at that institution while the research was being conducted. This project was reviewed and approved by the Institutional Review Board at University of California Los Angeles (IRB#17-001529).The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. NBER working papers are circulated for discussion and comment purposes. They have not been peerreviewed or been subject to the review by the NBER Board of Directors that accompanies official NBER publications.

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Section: Descriptive Statistics and Randomization Balancementioning

confidence: 85%

Section: Mechanisms: Social Preferencesmentioning

confidence: 99%

How Much Does Your Boss Make? The Effects of Salary Comparisons

Cullen

Pérez-Truglia

2018

SSRN Journal

Self Cite

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“…The phenomenon known as "the old boys' club" refers to the advantage that males have over their female colleagues in interacting with powerful male leaders. For example, when male employees are assigned to male managers, they are promoted faster than their female counterparts [12]. Lack of women at higher ranks and social norms related to traditional gender role expectations may reinforce and perpetuate this cycle.…”

Section: Gender Inequality In Academia Is Not Newmentioning

confidence: 99%

The SARS-CoV-2 pandemic puts the spotlight on gender inequality in clinical research

Søgaard

Nilsson

Tacconelli

2021

Clinical Microbiology and Infection

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This is a PDF file of an article that has undergone enhancements after acceptance, such as the addition of a cover page and metadata, and formatting for readability, but it is not yet the definitive version of record. This version will undergo additional copyediting, typesetting and review before it is published in its final form, but we are providing this version to give early visibility of the article. Please note that, during the production process, errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.

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“…Our paper contributes to the literature on the importance of social networks. Prior research has found that networks formed through gender or race homophily have important impacts on career outcomes (Cullen and Perez-Truglia, 2019;Sarsons, 2019;Zeltzer, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Black-White Recognition Gap in Award Nominations

Rim¹,

Rivera²,

Kiss³

et al. 2020

AEA Randomized Controlled Trials

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There is substantial evidence showing racial bias in firms' hiring decisions, but less is known about bias in career recognition or promotion, which may arguably be more important for the lack of diversity in upper-management positions and, ultimately, the racial wage gap. We construct a novel dataset of police nominations for awards to measure bias against minority employees in career recognition. Exploiting quasirandom variation in supervisor assignment, we find that white supervisors are less likely to nominate black officers for awards than white or Hispanic officers. Increased supervisor-officer interaction reduces, but does not eliminate, the black-white recognition gap. Furthermore, there are persistent benefits for white officers but not for black officers. We also conduct an online experiment and find respondents are less likely to acquire information about black officers relative to non-black officers. Our findings suggest bias in career recognition may be important for the black-white earnings gap and should be examined in further research. In regards to policing, our findings suggest that racial issues in policing are not just at issue between police and the public, but also within departments, and thus that simply hiring minority officers may be limited in its efficacy.

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The Old Boys' Club: Schmoozing and the Gender Gap

Cited by 42 publications

References 61 publications

How Much Does Your Boss Make? The Effects of Salary Comparisons

How Much Does Your Boss Make? The Effects of Salary Comparisons

The SARS-CoV-2 pandemic puts the spotlight on gender inequality in clinical research

The Black-White Recognition Gap in Award Nominations

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